Organizational Behavior

Ans 1.

Introduction

Based on O'Donnell's view Leadership can be described as the capacity to influence others
toward achieving the company's goals. Managers can motivate their subordinates by being able
to inspire their subordinates with confidence and enthusiasm. It is clear that leadership is the
ability to influence others to strive towards achieving the goal. Leaders can influence the
behavior of followers by constantly influencing behaviour of followers.

The job of a leader is motivate people and perform multiple functions. Leaders are the key to
creating an environment of work that allows employees to reach their maximum potential. The
role of the representative is to represent the group. in order to protect the interests of the
members of the group. Leaders may also serve as counselors. They listen to their subordinates
and clear the way for them to do so and ensure that employees are happy working. The leader is
the one who makes his followers follow his orders.

Discussion

Ajay follows an autocratic leadership style in this instance. The strictest orders are the ones that
autocratic leaders follow. He obeys orders and relies on negative influence. He gives orders
which have to be obeyed by subordinates. He makes the decisions for the group's policy without
consulting with them. He issues directives to the group but he doesn't reveal future plans. This
style keeps the leader separated from his group. He can give praise and critique on his own. The
leader has the complete authority and his subordinates do not get to influence his decisions. This
is an all-or-nothing system.

There are specific characteristics of leadership which help us to understand leadership:

 Leadership is related to a scenario. Leadership is defined by the capability to manage an
environment and allow subordinates freedom and autonomy.
 The role of leadership is stimulation. The leader should set realistic objectives and encourage
individuals in a way so that organizational and individual goals do not conflict.
 Leadership is a process of influence.
 Leadership can assist people in achieving their goals. People feel respected and appreciated.
 This is a two-way connection that can involve either a psychological or economic exchange.

Each style has its advantages and drawbacks.

Advantages:

 In this style of leadership it is possible to have quick decision making.

 In any crisis or problem, the leader can have absolute control over the group.
 It is also a great tool to facilitate group activities for groups.
 There is a single decision-making authority, and therefore the consistency of the procedure is
possible to be maintained.
 This is the best tool for managing incompetent or inexperienced subordinates.

Disadvantages:

 This approach discourages subordinates, since the leader has the final say.
 Communication that is not sympathetic can cause the creation of misunderstandings
 This type of leadership hinders the people's potential.

Making Leadership Mistakes

There are three kinds of leadership mistakes that are personal, organizational and environmental.
This case highlights Ross's negative personal as well as organization behavior. Leaders may face
many obstacles in their efforts to take initiative. For instance, people in disagreement may cause
obstructions for the leader. Persuasion and motivation are essential for leaders to succeed in
challenging times. Leaders can be confronted with or be involved in the following personal
challenges:

Criticism: This is among of the most personal challenges an executive can encounter. Leaders
for instance, have multiple projects in order to lead an company. Prior initiatives can be lost in
the midst a new initiative. This could result in people who were involved in prior initiatives
feeling disappointed and attempting to make it personal. Leaders must be prepared in this kind of
situation. The leader should be able to manage criticism without getting defensive. Ross has to
be able to recognize his team members and appreciate their enthusiasm. A happy team will do
their best and will appreciate your leadership.

Dictatorship: A personal hazard in leadership can also occur if leaders become dictatorial in
their actions instead of being collaborative. These leaders could set their own goals above the
goals of their followers and set unrealistic goals for them. Leaders must work with the entire
team to reach their goals. To make the team feel valued, crucial organisational decision-making
should be made.

Role Confused: The role of a leader is to assist others and work for their welfare. Leaders tend
to ignore the needs of others due to the fact that they're driven to accomplish their task. For
instance, a leader who doesn't pay attention to his staff's abilities to perform their jobs in his
desire to be the highest-performing is one who misinterprets passion with purpose.

Every business has a leader that can lead the team to achieve its the goals. Leaders need to
encourage and help others in the workplace, acknowledge them, and be able to include them in
decision-making. Ross must be transformed.

Conclusion

Thinking outside the box and taking risks is a crucial part of being a leader. Ajay faces many
threats every day. Certain of them can be averted or overcome by making innovative and
different points. Leaders may be confronted with challenges in the workplace, as well as personal
challenges. Leaders are able to resolve issues and align their goals and values with those that
others share, despite all dangers. The strategies and stories are designed to help readers
comprehend some of the issues they'll face. Leaders can avoid many others from falling into
traps. Leaders should be open to learning from their peers and test different ideas. Stop
expanding and taking chances to avoid leading.

The above analysis shows that leadership is an essential job in all organizations. But, if the
leaders fail to follow certain processes and procedures, their employees might not enjoy working
with them. Therefore, their productivity and performance will suffer. Leaders must recognize
dangers of leadership and figure out how to avoid them.

Ans 2.

Introduction

Sameer as a leader in large corporations, is accountable for the management of various teams.
Sameer encourages positive behavior and avoids or handles situations that may lead to
destructive behaviors. Its efficiency was the best within the office because of this approach. In
the discovery process the importance of reinforcement is paramount. Reinforcement is an
essential component of the process of discovery. It refers to any act that enhances the response
and could influence others to take similar things. Another way of defining reinforcement can be
used is the practical definition of reinforcement. A stimulus can be only considered to be strong
by the fact that it makes the response stronger and stimulates the response.

Although the expressions rewards and reinforcement are commonly used synonymously, there is
an important distinction in technology between the two. As opposed to motivation, which is an
inner explanation of behavior, the benefit is externally described. An incentive is something the
recipient finds appealing; the incentive doesn't have to be always motivating.

Discussion

In an organisation, employees strive to meet a set of goals. Employees are more effective in the
event that they are part of a great team and are decent. To improve employee behavior there are a
myriad of methods and theories.
Learning and its importance

Learning is contingent on the ability i.e. an individual's ability to carry out the various jobs and
aptitude, which indicates the capacity of mastering something. Ability refers to knowledge and
skills that individuals have as well as the capacity to learn understanding and skills. Motivated
people work towards the goal they are most attracted to. If we're not inspired to work toward it,
we stop working towards it. We can learn to overcome any obstacle.

Learning is based on the ability to perform the job and ability to acquire knowledge. The ability
is the capacity to keep learning as well as the knowledge and abilities you already possess.
Learning is something many people believe is something that is a luxury. Also, it is wrong to
assume that learning is only for children. Learning is as common as breathing, eating and
working out. Learning goes beyond schooling.

Elements of reinforcement theory

Positive reinforcement: The practice of rewarding positive employee behavior to reinforce that
behavior.

Negative Reinforcement: It involves the encouragement of good behavior among employees by

removing the circumstances or trigger that could result in undesirable behavior or outcomes.

Punishment: It is the punishment that an employee is punished for his or her bad behavior. If an
employee is dismissed from his job because of his poor behavior, he will behave well when he
returns.

Extinction: It is the harshest type of punishment. Employees are subject to severe punishments,
like being fired. This type of behavior modification should not be used on the most damaging
behaviors.

Behavior modification by reinforcement theory

Motivating people through behaviour modification. Rewards for employees in the form of praise
or reinforcement could change their behaviour. Praise, admiration, etc. are positive
reinforcements. Negative reinforcements such as punishment are a way to deter undesirable
behavior.

Learning by reinforcement is among the oldest methods organizations employ to change

employees' behavior, and hence reinforcement theory is often referred to as the theory of
behaviour modification. Learning is environment-dependent, says behaviour modification.
Environment encourages a person to maximize positive repercussions while minimizing negative
ones. Learning to associate consequences with our behaviours can help us change our behaviour.
You can alter the behavior of your child, or inspire employees to work harder.

Examples

The manager in charge of my company's top position oversees my day to day work. To avoid
awkward interactions with supervisors the employees are motivated to complete and submit their
tasks each day.

Many employees have been late to work despite multiple warnings. The situation was such a
mess that the boss took the decision to prohibit some employees from going to meetings or
receiving any additional rewards. This was done in violation of the rules.

Sameer utilized elements of reinforcement in the present context

Positive reinforcement: Positive reinforcement is the practice of rewarding desirable employee

behavior to encourage the behaviors. In other words, when you thank an employee for doing a
good job it increases the probability of the employee doing the task exceptionally well the next
time around. Positive reinforcement influences the employee's behavior and increases his self-
image. Recognizing and rewarding good employees' behavior is the factor in motivating
employees to perform more efficiently. This method can bring many advantages.

 It communicates expected behaviours and links high-performance to rewards.

 It helps promote quick and thorough learning by reinforcing employee's behavior when they
learn new skills.
 It drives great employees to achieve more. People who aren't satisfied with their work lack
motivation.
 It rewards workers who save time and materials.

Negative Reinforcement: It is a strategy to encourage good behaviour in employees. It

eliminates any stimuli or condition that could result in undesirable behavior. It encourages
employees to engage in a specific behavior through the removal of a stimulus. Employees may
perform better if managers stop shaming them for poor performance. Management requires clear
communication of expectations and the negative consequences for poor decisions and behaviors.
A lot of company policies and conduct codes outline acceptable behavior standards and
guidelines for discipline.

Conclusion

The method of reinforcement developed by Sameer reinforces the fundamental idea that actions
have consequences. When a particular action results in benefits, it's promoted but when it causes
charges, it's deemed unjustified. The consequences that end a conduct are not satisfying or
penalizing is the final. However, they are equally significant. Supervisors are able to choose the
most effective incentive strategy using Sameer's reinforcement. This motivational idea focuses
on the consequences of action. Motivational and emotional feelings within the company are
ignored. External influences must be inspiring for employees. This can help employees control
their behavior.

The behavior of employees is a crucial factor in any organization, and that should be managed by
senior executives. Operant conditioning can help staff get motivated and improve their skills.
Managers have the power to give or take away employees' punishments for meeting their
standards.
Ans 3a.

Introduction

To motivate people, you must consider their determination, intensity, perseverance, and
commitment to achieve a goal. Intensity is the amount of effort an individual works to achieve
their goal. This is the element most of us consider when we talk about motivation. Direction is
the way of thinking that benefits the organisation. Persistence measures how long someone will
continue to work. Persistent people are those who stay committed to an assignment for a long
time to achieve their goals.

Discussion

Content theory of motivation which is applicable in this instance:

McClelland's (1961) theory focuses on three requirements of power, achievement and

connection. The theory describes the predominant traits of different kinds of people. All
individuals have these needs but a primary need drives them. These are discussed below.

The need to be successful (nAch): Those who are dominant in this field derive satisfaction from
achieving their objectives. They tend to focus more on tasks of moderate difficulty as opposed to
tasks that are difficult or very easy. They are more comfortable working as a team and their
success (or failure) in a task can be directly related to the effort they put into it. These
characteristics make people highly motivated when they're in the workplace.

The need for power (nPow): People who have a dominant position in this industry derive
pleasure from being able to control others, while achieving goals is not their primary concern.
They are satisfied when they are in positions that have influence and control. People who are
driven by power are attracted by organisations that encourage power, for example, police
officers. They do not turn out to be good managers especially in large organisations because such
individuals are motivated by succeeding themselves instead of influence others to be successful.

Need for affiliation (nAff): Affiliation-oriented people are driven to belong. They are highly
worried about relationships, and try to decrease uncertainty. They also are great team players.
People who succeed in this field find fulfillment with social and interpersonal activities.
Individuals who score high in this area tend to have less focused focus on their work and are
more likely to not be effective managers.

McClelland's Theory could have profound implications for managers. The management of
organizations can improve their selection and placement process by analyzing the needs of the
employees. People who are highly successful may be offered challenging and difficult jobs.
High-demanding people may be trained to lead. The performance of employees can be improved
if the organisation is able to find an equilibrium between job requirements and needs intensity.

According to the need theory the theory of need states that a good salary is not enough to satisfy
all of an employee's needs. Renita even with her huge pay, was unhappy at work. In
McClelland's concept of need, Renita's achievements and power requirements weren't met. She
hopes to do better at her job and help more people.

Conclusion

When Renita first was satisfied with Mark the supervisor of their company Mark, she stated that
she would like to help train the store and educating floor workers because several might not
create anything aside from their name. Renita felt comfortable since she only dealt in magnates.
However, as the outcome improved, many started to seek the managerial position.

Ans 3b.

Introduction

Teachers bear a great responsibility for their children. Teachers can motivate and inspire students
to make crucial decisions. They also help improve pupils confidence in themselves and lead
them in the right direction. McFarland describes motivation as a method of reducing tension that
results from the behavior of an individual to lessen, eliminate or divert the tension.
Understanding the drives and needs of people as well as the tensions they create can help to
better understand and predict human behavior. It also serves as a basis for management of
decision-making and action.

Discussion

Motivation is an integral component of all activities in our lives. Even a simple act such as eating
is driven by hunger. Motivation for education is built on a desire to be educated. Motivators can
be any combination of reward and coercion.

The nature of each person is different. This includes their capability and willingness to complete
a task. People with lower abilities and a higher level of will are more able to do better than those
with more capability and lower will. To achieve success, hard work is key. Albert Einstein said
this when Einstein said that "genius is 90% inspiration, 90% perspiration". This "willingness" to
do something is known as motivation. Motivation is an energetic force that motivates people.
Motivation is derived from motive motivation, a burning desire, need, or need. All motivations
are focussed on goals. A change in the needs and wants can change the way we behave.

Example: If you're not inclined to work overtime Then it's possible that you're in need of
additional money (desire). It is possible to modify your behavior, or do overtime (goal-oriented
behavior) to meet your needs.

The person's work ethic can be seen in their efforts. Hard work shows motivation. Humans are
constantly in a state of high motivation. Second, it's persistent. Renita loves to teach and assist
others. He wants non-monetary motivation rather than money. Two of the most important factors
when choosing the right career path:

 You're passionate about your work, and you are happy.

 It's a rewarding career that produces positive results.

Both of these conditions were fulfilled in the case of Renita. When we consider Renita's
motivations and needs, it becomes clear that she is content in her work. The results are very
encouraging. Satisfaction is a key element in any job. If you're satisfied by what you do and you
are satisfied with your work, then consider making it your full-time work.
Conclusion

The commitment of a teacher and their abilities influence the destiny of a trainee. Teachers help
pupils to meet their goals, increase their capabilities and break through. Teachers are proud of
the students who take responsibility for their actions, no matter how successful. Students also
need to respect their teachers.