FACULTY OF MANAGEMENT

An

Assignment on

“Personality”

In partial fulfillment for the requirements of Introduction to Organizational

Behavior course in the Five Year Course of full time Integrated MBA GLS
University.

Submitted To:

Prof. Deepa Khatwani

Assistant Professor

Submitted by

1. Shreshth bhandari IM21025

2. Pratham Gandhi IM21085
3. Utsav jogani IM21118
4. Krish kadia IM21121
5. Meshwa mistry IM21170
6. Nilharsh patoliya IM21237
7. Anamika ranpura IM21257
8. Vedant rathod IM21260
9. Bhavya shah IM21291
10. Krishil soni IM21374

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Contents
Chapter 1 – Personalities of Individual Group Members.....................................................................2
Chapter 2 – Description of Perception.............................................................................................27
Introduction...................................................................................................................................27
Perception Errors............................................................................................................................29
Individual Perception And Behaviour.........................................................................................31
Chapter 3 – Case Studies on Perception.............................................................................................32
KRISHNAMURTHY, PLANT MANAGER OF FRAME..........................................................32

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 Chapter 1 – Personalities of Individual Group Members

(1) Shreshth Bhandari ( IM21025 )

MBTI Test :
Personality type: Consul (ESFJ-A)
Traits: Extraverted – 64%, Observant – 58%, Feeling – 63%, Judging –
56%, Assertive – 56%
Role: Sentinel
Strategy: People Mastery

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 Myers-Briggs 

 Personality types identified by the Myers-Briggs Type Indicator. People with an ESFJ

personality type tend to be outgoing, loyal, organized, and tender-hearted. ESFJs gain
energy from interacting with other people.

 They are typically described as outgoing and gregarious. They have a way of encouraging
other people to be their best and often have a hard time believing anything bad about the
people they are close to.

 People with an ESFJ or Consul personality tend to:

 Enjoy helping others

 Need approval
 Expect their kind and giving ways to be noticed and appreciated by others
 Be sensitive to the needs and feelings of others
 Be good at responding and providing the care that people need
 Want to be liked by others
 Get easily hurt by unkindness or indifference

Strengths & weakness of Consul personality

Big five model Test :

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(2) Pratham Gandhi ( IM21085 )

MBTI Test :

 People who share the Consul personality type are, for lack of a better word, popular –
which makes sense, given that it is also a very common personality type, making up twelve
percent of the population. In high school, Consuls are the cheerleaders and the quarterbacks,
setting the tone, taking the spotlight and leading their teams forward to victory and fame.
Later in life, Consuls continue to enjoy supporting their friends and loved ones, organizing
social gatherings and doing their best to make sure everyone is happy.

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Consul Strengths
 Strong Practical Skills 
 Strong Sense of Duty
 Very Loyal
 Sensitive and Warm
 Good at Connecting with Others
Consul Weaknesses
 Worried about Their Social Status
 Inflexible
 Reluctant to Innovate or Improvise
 Vulnerable to Criticism
 Often Too Needy
 Too Selfless

Big Five Model Test :

On the positive side, extroverts are often described as talkative, sociable, action-

oriented, enthusiastic, friendly, and out-going. On the negative side, they are sometimes
described as attention-seeking, easily distracted, and unable to spend time alone. Extroverts
are also more likely to engage in risk-taking behaviors, including risky health behaviors.

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Some of the general characteristics associated with extroversion include:

 Enjoys being at the center of attention

 Enjoys group work
 Feels isolated by too much time spent alone
 Likes to communicate by talking
 Likes to talk about thoughts and feelings
 Looks to others and outside sources for ideas and inspiration
 Numerous, broad interests
 Tends to act first before thinking

Common Traits of Extroverts

Think you might be an extrovert? The following are five of the key traits common to
this type of personality. Understanding your personality type can help you to improve your
relationships, better understand your likes and dislikes and strengths and weaknesses, and
discover new ways to approach problems.

Extroverts
 Gain energy by spending time with people
 Have a wide social circle
 Tend to think out loud
 Enjoys working in teams
 Generally more outgoing
Introverts
 Gain energy by spending time alone
 Prefers a smaller group of friends
 Tend to think before they speak
 Enjoys working independently
 Generally more reserved

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(3) Utsav Jogani ( IM21118 )

MBTI Test :

A Protagonist (ENFJ) is a person with the Extraverted, Intuitive, Feeling, and

Judging personality traits. These warm, forthright types love helping others, and they tend to
have strong ideas and values. They back their perspective with the creative energy to achieve
their goals.

ENFJs are idealist organizers, driven to implement their vision of what is best for
humanity. They often act as catalysts for human growth because of their ability to see
potential in other people and their charisma in persuading others to their ideas. They are
focused on values and vision, and are passionate about the possibilities for people.

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 ENFJs are typically energetic and driven, and often have a lot on their plates. They
are tuned into the needs of others and acutely aware of human suffering; however, they also
tend to be optimistic and forward-thinking, intuitively seeing opportunity for improvement.
The ENFJ is ambitious, but their ambition is not self-serving: rather, they feel personally
responsible for making the world a better place.
The ENFJ at Work
 At work, the ENFJ is motivated to organize others to implement positive change.
ENFJs are enthusiastic problem-solvers, especially when they can put their strong
intuition about people to good use.
 ENFJs strive for cooperation and work best in a harmonious environment where they
can support other people and encourage their growth. They often take on a mentor
role, seeing their primary aim as helping other people become better at what they do.
 ENFJs are often attracted to leadership roles; they naturally organize people to take
advantage of their unique talents. They often have a strong vision in their work, and
enjoy being able to use their creativity to develop innovative initiatives with a
humanitarian focus. ENFJs appreciate teamwork, and they want to have the
organizational resources to put their ideas into action.
 The ideal work environment for an ENFJ is forward-thinking and people-centered,
with a clear humanitarian mission and an emphasis on constructive action. The ideal
job for an ENFJ allows them to develop and implement ideas that improve the
circumstances and well-being of other people.

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Big Five Model Test :

If you have recently taken a personality test and scored high in conscientiousness, you
may be wondering what that means for you. Conscientiousness is one of the Big Five
personality traits, which theorizes that there are five major dimensions to personality
including openness, conscientiousness, extraversion, agreeableness, and neuroticism.
Psychologists often use the acronym OCEAN when referring to the Big Five personality test.

Even though you may have scored high in conscientiousness, that doesn't mean that
you won't find other aspects of the Big Five within your personality. After all, each
dimension is viewed on a continuum, which means while you may be dominant in
conscientiousness, you still have some level of the other five represented.

You simply may be high, low, or somewhere in the middle when it comes to each
trait. The Big Five also is a useful tool for understanding personality traits and is helpful in
identifying how people respond to different scenarios or stressors in their lives.

Openness to Experience is the broadest of the five basic factors that comprise the
Five-Factor Model (FFM), covering a wide range of loosely related traits. Among the
relevant traits are tolerance of ambiguity, low dogmatism, need for variety, aesthetic
sensitivity, absorption, unconventionality, intellectual curiosity, and intuition as measured by

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the Myers–Briggs Type Indicator. Perhaps because the links among such traits are not
obvious, Openness is the least well understood of the five factors.
(4) Krish Kdiya ( IM21121 )

MBTI Test :

A Protagonist (ENFJ) is a person with the Extraverted, Intuitive, Feeling,

and Judging personality traits. These warm, forthright types love helping others, and they
tend to have strong ideas and values. They back their perspective with the creative energy to
achieve their goals.
Protagonists are born leaders, which explains why these personalities can be found
among many notable politicians, coaches, and teachers. Their passion and charisma allow

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them to inspire others not just in their careers but in every arena of their lives, including their
relationships. Few things bring Protagonists a deeper sense of joy and fulfillment than
guiding friends and loved ones to grow into their best selves.

Big Five Model Test :

Openness, also often referred to as openness/intellect or open to experience, is one of

the Big Five factors of personality. The Big Five theory suggests that personality is composed
of five major dimensions.1 Each dimension represents a continuum, so you can be high, low,
or somewhere in the middle with regards to each trait.

This trait taxonomy is a useful tool for thinking about personality, and research
suggests that these five dimensions can play a part in predicting life outcomes in areas that
include physical health, mental health, school, work, and social relationships.

People who tend to be high in the trait of openness are more willing to embrace new
things, fresh ideas, and novel experiences. They are open-minded and approach new things
with curiosity and tend to seek out novelty. They tend to pursue new adventures, experiences,

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and creative endeavors. They are also very good at thinking about and making connections
between different concepts and ideas.

( 5 ) Meshwa Mistry

MBTI Test :

Extraverted, Intuitive, Feeling, and Judging personality qualities define a Protagonist

(ENFJ). These pleasant, forthright people enjoy assisting others and have strong opinions and
principles. They back up their viewpoint with the creative energy needed to attain their
objectives.

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Career Paths

● Earning Their Place

Protagonists may flourish in practically any people-oriented sector, such as
human resources, event management, recruiting, or public relations, because to their
emotional intelligence and social abilities. They are, nevertheless, particularly
motivated in roles where they can help others learn, grow, and become more self-
sufficient. Many persons with this personality type are drawn to altruistic vocations
including social work, teaching, counselling, coaching, health care, and public interest
law.

● Finding the Deeper Issues

People with the Protagonist personality type are always up for a good
challenge since they are focused and driven. However, some obstacles inspire them
more than others. They can be frustrated by work that is repetitive, solitary, or
otherwise limited. Protagonists want to witness the results of their actions rather than
slaving away at chores on their own.

Big Five Model Test :

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 More adept than the ordinary person to connect seemingly unrelated topics if have a
high Openness score. This makes person more inventive and creative than the ordinary
person, as well as more open to new ideas. More likely to appreciate art, music, and other
cultural activities if you have a high level of Openness.

Personality Patterns

Core Pattern

This circumplex describes the crucial function you play in dealing with the outside
environment. Your underlying values and motives, as well as the way you think about things,
are reflected in this role.

● Empathic Idealist
● Practical Caretaker
● Analytical Thinker
● Logical Mechanic
Traits in Action

● Inner Life
Your personality determines the most basic aspects of your personality, such as how
you think, what you value, and what inspires you. This section delves into how your
personality qualities influence your internal existence.

● How mind works?

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You think in a very creative and inventive way, and you frequently discover
connections that others don't. You are unconcerned in the mundane details of a
situation, preferring to analyse its significance and consequences instead. You have
odd ideas and are occasionally aware of things that others are not. You are readily
absorbed by fancy and delight in imagining alternate universes and future
possibilities.

You spend a lot of time thinking about other people's needs and experiences. As a
highly empathic person, you are almost as sensitive to others' feelings as you are to
your own, and as a result, other people's experiences hold a special place in your
memory. Your thoughts frequently turn to how you may be more helpful to others or
gain a better understanding of what they are going through.

You're preoccupied with goal-setting and achievement, and the majority of your
thoughts are focused on task planning and completion. You are a methodical,
methodical thinker who rarely wastes time fantasising.

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(6) Nilharsh patoliya ( IM21237 )

MBTI Test :

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 Protagonists (ENFJs) feel called to serve a greater purpose in life. Thoughtful and
idealistic, these personality types strive to have a positive impact on other people and the
world around them. They rarely shy away from an opportunity to do the right thing, even
when doing so is far from easy.

Protagonists are born leaders, which explains why these personalities can be found
among many notable politicians, coaches, and teachers. Their passion and charisma allow
them to inspire others not just in their careers but in every arena of their lives, including their
relationships. Few things bring Protagonists a deeper sense of joy and fulfillment than
guiding friends and loved ones to grow into their best selves.

Changing people’s minds is no easy task – but if anyone can do it, it’s Protagonists.

Big Five Model Test :

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 Openness to experience is one of the domains which are used to describe human
personality in the Five Factor Model. Openness involves six facets, or dimensions: active
imagination, aesthetic sensitivity, attentiveness to inner feelings, preference for variety,
intellectual curiosity, and challenging authority.

Common Characteristics of Openness

 Creative.
 Intelligent and knowledgeable.
 Give great attention to mental imagery.
 Interested in new things.
 Enjoys hearing new ideas.
 Likes thinking about abstract concepts.
 Usually more liberal and open to diversity.
 Interested in artistic endeavors.
More Open people tend to…

 Prefer variety and diversity

 Seek new experiences and adventures
 Think and express themselves creatively
 Be curious about and perceptive to their environment
Less Open people tend to…

 Avoid change and new events

 Dislike conceptual or abstract thinking
 Uphold traditional values and beliefs
 Focus on a few specific interests

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(7) Anamika Ranpura ( 21257 )

MBTI Test :

ENFP – T stands for extrovert , intuition , feeling , perception .

Here it says that this type of people and socially active who likes to take initiative ,
approaches and are surrounded by people . Also this type of personality is highly emotional
and deals with situation on basis of their feelings and this personality is an over thinker ,
who thinks on every small situation and also reacts easliy

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Big Five Model Test :

1. openess has high percent which says that this personality is artistic, emotionally
sensitive, has good imagination power and curious personality also who is
adventurous and always ready to take risk (risk takers) .
2. Conscientousness says that the personality is organized in day to day life , is
responsible for them self .
3. Extraversion also extrovert this personality is socially active who likes to be around
people and also an asertive kind.
4. Agreeableness as the word says this personality can never say no to anyone . They are
good in nature , one who always cooperates with others and this personality is a trust
worthy personality .
5. Neuroticism or emotional stability : here the personality has positive impact as well as
negative impact

Postive : self confident and calm personality

Negative : Insecure , depressed , easy give up , sad etc.

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(8) Vedant Rathod ( 21260 )

MBTI Test :

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 commander personality

What is a Commander personality?

The ENTJ personality type, also known as “The Commander,” is characterized as a
natural leader. These high-achiever individuals are typically described as logical, confident,
expressive, assertive and goal-orientated.

This personality is known as the commander—a confident personality that can

persuade, direct, and charm to get what they want. This Meyers Briggs personality type is a
strategic leader in any field they are in, be it the boardroom or a jungle.

ENTJ is one of the least common types in the population, and the rarest type among
women (with INTJ). ENTJs make up: 2% of the general population. 3% of men.

What jobs are good for Commander personality?

 Accountant or Auditor.

 Budget Analyst.

 Claims Adjuster, Appraiser, Examiner, or Investigator.

 Cost Estimator.

 Financial Analyst.

 Financial Examiner.

 Financial Manager.

 Fundraiser.

ESTJs are known as objective, efficient, and fair leaders. As Extraverted Thinking
(Te) types, they get a thrill from making tough decisions and organizing a team to get a job
done quickly.

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Big Five Model Test :

Conscientiousness is a fundamental personality trait—one of the Big Five—that

reflects the tendency to be responsible, organized, hard-working, goal-directed, and to adhere
to norms and rules.

Conscientiousness is one of the five personality traits of the Big Five personality
theory. A person scoring high in conscientiousness usually has a high level of self-discipline.
These individuals prefer to follow a plan, rather than act spontaneously.

When someone is conscientious, they are able to exercise self-discipline and self-
control in order to pursue and ultimately achieve their goals. Typically, people who score
high in conscientiousness are organized, determined, and able to postpone immediate
gratification for the sake of long-term success.

Conscientious is defined as acting in a way that is very thorough and careful. An

example of conscientious is measuring the liquid in each test tube of an experiment to be
perfectly equal. Thorough, careful, or vigilant; implies a desire to do a task well. He was a
thoughtful and conscientious worker.

Conscientiousness is defined as the propensity to follow socially prescribed norms for

impulse control, to be goal directed, to plan, and to be able to delay gratification.
Extraversion is a measure of how energetic, sociable and friendly a person is. Extraverts are
commonly understood as being a 'people's person' drawing energy from being around others
directing their energies towards people and the outside world. ... Extroverts enjoy being
around people and larger social groups.

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(9) Bhavya shah ( IM21291 )

MBTI Test :

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 Small description about my personality: I'm very extrovert person as I like to talk with
people and introduce myself to them and make new friends. My first priority is to take care of
family and relatives and thereafter the fun part. I love to play cricket very much. And in
sports I prefer both indoor as well as outdoor sports. I often get eager to learn new things but
the problem is if I don't like anything; I’ll stop doing it. I am a foodie person and my
favourite dishes are panipuri, cakes, Maggie, pasta etc. My other Hobbies are travelling,
listening music, workout, making debates out of every topic etc. I love to go to hill station for
travelling and prefer Bollywood music.

 As extroverts, ENTP types have higher levels of energy and love being around other
people. They tend to avoid being alone.
 They are more interested in the big picture than on specifics and details. They love
solving complex problems and have a great sense of intuition. 
 Debaters make decisions based on logic. They care less about what makes people
happy and more about what’s right.
 They dislike schedules and routine, preferring to keep their options open. They love
surprise experiences and challenge the need for rules and regulations.
ENTP Meaning

 (E) EXTROVERSION: Extroverts tend to draw energy from spending time around

other people.

 (N) INTUITION: Intuitive types tend to love to explore new ideas and think in terms of
the big picture.

 (T) THINKING: Thinking types tend to follow their head and consider facts when
making decisions.

 (P) PERCEIVING: Perceiving types usually prefer to be flexible and spontaneous.

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Big Five Model Test :

Big five model test describes a person’s tendency to think in High scorers tend. They
enjoy playing with ideas and discovering story novel experiences. Low scorers tend to be
practical, conventional, and focused on the concrete. They tend to avoid the unknown and
follow traditional ways. Personality is strongly related to a person’s interest in art and culture.
People who are high in openness tend to enjoy the arts and seek out unusual, complex forms
of self-expression. People who are low in openness are often suspicious of the arts and prefer
to focus on more practical pursuits.

Conscientiousness is a personality construct that is a core determinant of health,

positive aging, and human capital. A large body of work has contributed to our understanding
of this important aspect of personality, but there are multiple conceptual and methodological
issues that complicate our understanding of conscientiousness.

People who are low in extraversion (or introverted) tend to be more reserved and have
less energy to expend in social settings. Social events can feel draining and introverts often
require a period of solitude and quiet in order to "recharge."

People who are high in this trait tend to be more adventurous and creative. People low
in this trait are often much more traditional and may struggle with abstract thinking.

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(10) Krishil soni ( IM21374 )

Hello Mam,

I am Nilharsh Patoliya. (Group Leader)

Krishil Soni not submited his work which is allocated to him at last date of CEC so he has
not contributed in this project.

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 Chapter 2 – Description of Perception
Introduction

 We have all learnt that the sun rises in the east and sets in the west, but in reality, it
neither rises nor sets. People at a crime scene often interpret similar situations differently
and testify accordingly. This may lead us to conclude that though the real world may be
the same for all of us, the perceived world may not be the same. We rely mainly on what
we see and interpret accordingly. If someone does not perceive the situation as we
perceive, we label the other son as ignorant or unreasonable. People react differently even
in the same situation because of the differences in perception. Perception is the process of
selection and organization of per environmental stimuli and interpreting them to provide
meaningful experiences for the per ceiver. Perception involves reaching for, obtaining,
and processing information. It represents the psychological process whereby people take
information from the environment and make sense of their world (Banks and Krajicek
1991).

 People receive stimuli from the environment through the five senses: taste, smell, hear
ing, sight, and touch. Everyone selectively pays attention to some aspects of the
environment and selectively ignores other aspects at any particular time. For example, an
apartment dwell er may listen expectantly for a friend's footstep in the hall but ignore
sounds of the people upstairs. A nurse working in a post-operative care unit might ignore
the smell of a recently disinfected instrument or the sound of co-workers talking nearby.
Yet, a small flashing red.

 light on the nurse station console is immediately noticed because it signals that the
patient's vital signs are failing. These are examples of a selection process involving both
external and internal factors that filter sensory perceptions and determines which will
receive the most attention. The individual then organizes the stimuli selected into
meaningful patterns.

 How people interpret what they perceive also varies considerably. A wave of the hand
may be interpreted as a friendly gesture or as a threat, depending on the circumstances
and the state of mind of those involved. In organizations, managers and employees must

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 confront the possibility of events and others' behavior. A person's interpretation of
sensory stimuli will lead to a response, either overt (actions) or covert (motivation,
attitudes, and feelings) or both. Each person selects and organizes sensory stimuli
differently and thus has different interpretations and responses. Perceptual differences
help to explain why people behave dif fervently in the same situation. People often
perceive the same things in different ways, and their behavioral response depends, in part,
on these perceptions. The following episodes exemplify such perceptual differences and
their impact on behavior.

 Pratibha Sinha is a clerk who has just started a new job. After completing her first day,
she returns home and shares the following experience with her husband: It was a very
hectic day. I didn't like the people there. They were very unapproachable. I felt that
 they were staring at me and laughing within themselves. I am sure they were making fun
of me.
 Only one person came forward and spoke to me and asked me to join them for lunch.
 even that was a manipulated move. I don't feel like going back there again. I am dreading
tomor row already. I wish I could get a better job somewhere else!
 Another new employee, Gautam Bhandari, recounts his first day at a new work place:

 Wow, it was a wonderful experience at work today! My new colleagues were so friendly.
All of them were very attentive and smiled at me and made me feel very comfortable.
One of them even came forward and invited me out for lunch. They are a bunch of
wonderful people. I think I am going to love working here. This is the kind of job and
organization that I was looking for.

 Pratibha and Gautam have perceived the same situation differently. It may be true that
their colleagues may not have reacted to both of them in the same way. This may have
been because of the personality differences between the two. Gautam may be more
approach able, while Pratibha may be more reserved. On the other hand, the other
employees may have reacted to both Pratibha and Gautam in the same way, but each
person may have interpreted their behavior differently. The difference in their perception
could be because of the differences in their personalities, attitudes, and interpretation of
situations. Pratibha may have been more anxious about her new job and, therefore, not

29
 very sure about herself; hence, she did not perceive the situation amicably. Gautam,
however, may be an extrovert and a highly confident person. As a result of this, he may
have perceived the same situation more amicably.

Perception Errors

Halo effect

 Halo effect Evaluation of another person solely on the basis of one attribute, either
favourable or unfavourable, is called "halo effect." In other words, a halo blinds the
perceiver to other attributes that also should be evaluated to obtain a complete, accurate
impression of the other person. Managers have to guard against the halo effect while
rating employee performance. A manager may single out one trait and use it as a basis for
judging all other performance measures. For example, an excellent attendance record may
produce judge ments of high productivity, quality work, and industriousness-whether they
are accurate or not.
 Similarly, during an interview, if the interviewer perceives a desirable trait in one of the
in reviewees that is very similar to his own, he may rate this person positively irrespective
of other weaknesses in him. The reverse of this is when the deficiency of a person is
identified in the be ginning. This is known as "horns effect." Osgood, Suci, and
Tannenbaum (1957) have suggested that our overall attitude towards others is developed
on the basis of three factors: activity (active versus passive), strength (strong versus
weak), and evaluative (good versus bad).

Projection

 Projection is the tendency for people to see their own traits in other people; that is, they
project their own feelings, personality characteristics, attitudes, or motives onto others.
This tendency may be especially strong for undesirable traits that the perceivers pos sess
but fail to recognize in themselves. For example, an employee frightened by rumours of
impending organizational changes may not only judge others to be more frightened than
they are but also assess various policy decisions as more threatening than they really are.
People whose personality traits include stinginess, obstinacy, and disorderliness tend to
rate be others higher on these traits than people who do not have these personality traits.

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31
Expectancy effects

 Expectancy effect in the perceptual process is the extent to which prior expectations bias
perception of events, objects, and people. Expectancy effects may also bias perceptions
even in less ambiguous situations. For example, your perceptions of a com mittee to
which you have recently been assigned may be positive if your boss tells you that the
committee's work is important and that it will be staffed by talented people from several
departments. However, your perceptions may be negative if she tells you that the
committee exists solely for "political reasons" and contains some real dead woods from
other depart ments. You might also perceive identical behaviours by other members of the
committee quite differently under each set of expectations. People often approach
situations expecting certain things to happen or other people to have certain attributes.
These expectations strongly influence their perceptions of reality.

 may Another aspect of expectancy effect is "self-fulfilling prophecy." Expecting certain

things to happen shapes the behaviour of the perceiver in such a way that the expected is
more likely to happen (Wilkins 1976). For example, a team leader who has been led to
believe that a new employee has great potential might do two things: (1) She might assess
the employee's performance as being better than it really is (an expectancy effect) or (2)
she might behave towards the new employee in such a way (e.g., by providing
encouragement or additional training) that the new employee's performance is, in fact,
very good (a self fulfilling prophecy).

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Individual Perception And Behaviour

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 Chapter 3 – Case Studies on Perception

KRISHNAMURTHY, PLANT MANAGER OF FRAME

MANUFACTURING COMPANY, IS THE CHAIRPERSON OF THE AD HOC

COMMITTEE FOR SPACE UTILISATION. THE COMMITTEE IS MADE UP OF
VARIOUS DEPARTMENTAL HEADS OF THE COMPANY. THE GENERAL
MANAGER OF THE COMPANY HAS GIVEN MURTHY THE RESPONSIBILTY FOR
SEEING WHETHER THE VARIOUS OFFICEPERCEPTION OPERATIONS AND
WAREHOUSE FACILITIES OF THE COMPANY ARE BEING OPTIMALLY UTILISED.
THE COMPANY IS BESET BY RISING COSTS AND THE NEED FOR MORE
SPACE.HOWEVER, BEFORE OKAYING AN EXPENSIVE ADDITION TO THE
PLANT,THE GENERAL MANAGER WANTS TO BE SURE THAT THE CURRENTLY
AVAILABLE SPACE IS BEING UTILISED PROPERLY.MURTHY OPENED UP THE
FIRST COMMITTEE MEETING BY REITERATING THE CHARGE OF THE
COMMITTEE. THEN MURTHY ASKED THE MEMBERS IF THEY HAD ANY INITIAL
OBSERVATIONS TO MAKE. THE FIRST TO SPEAK WAS THE OFFICE MANAGER.
HE STATED "WELL I KNOW WE ARE USING EVERY POSSIBLE INCH OF ROOM
THAT WE HAVE AVAILABLE TO US.BUT WHEN I WALK OUT INTO THE PLANT I
SEE A LOT OF OPEN SPACES. WE HAVE PEOPLE PILED ON TOP OF ONE
PERCEPTION ANOTHER, BUT OUT IN THE PLANT THERE SEEMS TO BE PLENTY
OF ROOM." THE PRODUCTION MANAGER QUICKLY REPLIED, "WE DO NOT
HAVE A LOT OF SPACE. YOU OFFICE PEOPLE HAVE THE LUXURY FACILITIES.
MY SUPERVISORS DON'T EVEN HAVE ROOM FOR A DESK AND A FILE CABINET.
I HAVE REPEATEDLY TOLD THE PLANT MANAGER WE NEED MORE SPACE.
AFTER ALL, OUR OPERATION DETERMINES WHETHER THIS PLANT SUCCEEDS
OR FAILS, NOT LIKE YOU PEOPLE IN THE FRONT OFFICE PUSHING PAPER
AROUND. MURTHY INTERRUPTED AT THIS POINT AND SAID, "OBVIOUSLY WE
HAVE DIFFERENT INTERPRETATIONS OF THE SPACE UTILISATION AROUND
HERE. BEFORE FURTHER DISCUSSION I THINK IT WOULD BE BEST IF WE HAVE
SOME OBJECTIVE FACTS TO WORK WITH. I AM GOING TO ASK THE
INDUSTRIAL ENGINEER TO PROVIDE US WITH SOME STATISTICS ON PLANT

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AND OFFICE LAYOTS BEFORE OUR NEXT MEETING. TODAY'S MEETING IS
ADJOURNED.

WHAT PERCEPTUAL PRINCIPLES ARE EVIDENT IN THIS CASE?

SOLUTION:

1. Perception of persons vary from each other as every individual view comports as the prime
interest. In this case it is evident that perception of production manager differs from that of
office manager.

2. Office manager said the space has been utilized in their department to the maximum extent
and state that in plant, spaces are left without being made use of efficiently.

3. Production manager emphasize on his point of view that the space has been made best use
in his department where as in office department they are not utilizing the space provided and
he also stressed that failures or success of an organization will be determined by the operating
of the plant.

WHAT CONCEPT WAS BROUGHT OUT WHEN THE PRODUCTION

MANAGER LABELLED THE OFFICE PERSONNEL A BUNCH OF
"PAPER PUSHERS"?

SOLUTION:

The Production manager thinks that the office. personnel's will be only having paper works
they won't be having any much work to do physically they are enjoying the comforts without
doing much physical work.

PERCEPTION

According to production manager he feels that the office people is having more space
just to keep their paper and files etc. He also thinks that the space giving for the office people
is more for their nature of working comparing to his production work. He believes there is no

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much work to be performed compared to production department they just deal with paper
work like recording day to days activity which is an easy task.

DO YOU THINK THAT MURTHY'S APPROACH TO GETTING

OBJECTIVE FACTS FROM STATISTICS ON PLANT AND OFFICE
LAYOUT WILL AFFECT THE PERCEPTIONS OF THE OFFICE AND
PRODUCTION MANAGERS?

Solution:

Yes, Murthy's approach to getting "Objective facts" from statistics on plant and office layout
will affect the perceptions of the office and production managers.

PERCEPTION

1. It gives the clear picture about the proper and improper utilization of space.

2. It avoids the misunderstanding and the confusion of the office and production manager.

3. It helps in taking further decision whether additional plant is needed or not.

4. It influences on the perception of both product manager and office manager about the
space utilization and further decision can be taken effectively without any conflicts.

5. It helps to take the decision without much wastage of time.

IF YOU WERE IN MURTHY'S POSITION, HOW WOULD YOU HAVE

HANDLED THE SITUATION?
Solution:

Mr. Murthy being in the responsible position must first be aware is the exact situation. Unless
and until the real situations are evaluated, a feasible solution for the problem cannot be found
out. Suppose I was in that position of Murthy first I would have collected the statistical
reports regarding the effectively the space can be utilized. Mr. Murthy as a head of committee
must primarily analysed the space utilization of the various departments. If he would have
collected and analysed the statistics of plant and office layout, than the meeting conducted
would have been served the main purpose. As he fails to consider the real situation before the
meeting, unproductive conversion between the production and office department would not

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have taken place. So it is my responsibility to consider the real before inviting anyone for
discussion on any matter.

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