Organisation Behaviour

Important Questions with

Answers

1.Learning is a participating
process”. Give your view point on
such statement.
Ans: “Learning is a participating
process” :
1. Active Involvement Helps
Understanding:
Learning becomes effective
when students participate by
asking questions and engaging
in discussions.
Example: In a science class,
students who do group
discussions about experiments
understand the concept better.
2. Practical Work Deepens
Learning:
Participating in hands-on
activities improves
understanding.
Example: A student learning
cooking by actually preparing
food understands the recipe
better than just reading it.
3. Interaction with Others Builds
Knowledge:
Learning from peers and
teachers through teamwork or
debates helps develop new
ideas.
Example: In a history class,
group debates on freedom
movements help students see
different viewpoints.
4. Exploring Encourages Critical
Thinking:
When students explore on their
own or do projects, they become
more curious and learn deeply.
Example: A student researching
for a presentation learns more
than by just reading a textbook.
5. Taking Responsibility
Improves Results:
Participating in setting goals and
reviewing M progress helps
students become responsible for
their own learning.
Example: A student who sets a
study timetable and sticks to it
learns better than one who
doesn’t plan.

2.OB is based on real-life events

Enumerate the fact.
Ans: Conceptual Framework of
OB
Durbin presents four core
propositions that help us
understand how OB reflects real-
life human behavior in
organizations.

1. Organizational Behaviour
Follows the Principles of Human
Behaviour
• Explanation: Human behavior
inside the organization is
influenced by the same physical
and psychological principles that
affect people outside work.
• Example: An employee under
work stress may experience
increased heart rate and anxiety
—similar to how one feels during
personal life stress, such as
family issues.

2. Organizational Behaviour is
Situational
• Explanation: People’s actions
depend on the interaction
between their personal traits and
the specific environment they
are in.
• Example: A calm employee
may become aggressive when
placed in a highly competitive
team or cramped workspace.
Pigors and Myres identify four
key situational variables:
• Human element (e.g., team
dynamics)
• Technical factor (e.g., skill or
equipment availability)
• Space–time relationships (e.g.,
remote vs. office work)
• Organizational policies (e.g.,
flexible vs. strict work hours)

3. Organizational Behaviour is
Based on the System Approach
• Explanation: Organizations are
systems made of interconnected
parts. A change in one part
affects the whole system.
• Example: When a company
automates its payroll process
(technical change), it may affect
HR (workflow), finance
(reporting), and employees
(adaptation), showing both
functions (efficiency) and
dysfunctions (resistance to
change).

4. Organizational Behaviour
Represents a Constant
Interaction Between Structure
and Process Variables
• Explanation: Structure refers to
the formal setup (departments,
rules), while process refers to
informal and evolving activities
(communication, team bonding).
• Example: A company may
officially promote customer
service (structure) through
training, but its real image
depends more on everyday
interactions (process), like how
employees treat customers.

3.OB as a discipline has

emergeal from many streams.
Ans: Contributing Disciplines of
Organizational Behaviour
Organizational Behaviour (OB) is
not based on a single subject. It
has taken ideas and knowledge
from many fields to understand
human behavior in the
workplace. These fields help
managers handle people better,
solve problems, and improve
productivity.

1) Psychology
• Explanation: Psychology is the
study of how people think, feel,
and behave. It focuses on
individual behavior. In OB, it
helps us understand how people
are motivated, how they learn,
what causes stress, and how
their personalities affect their
work.
• Example: If a manager wants to
improve employee motivation
using rewards and recognition,
they are using psychological
principles like Maslow’s
Hierarchy of Needs.

2) Sociology
• Explanation: Sociology is the
study of how people behave in
groups and how
society affects behavior. It helps
OB understand team behavior,
group communication, leadership
styles, and workplace culture.
• Example: A company
encouraging teamwork and
studying group dynamics during
projects is applying sociological
knowledge.

3) Anthropology
• Explanation: Anthropology
studies people and their culture
across different societies. It helps
OB understand how cultural
values, traditions, and
environments affect behavior.
• Example: A company preparing
its employees for international
assignments by teaching them
local customs and traditions is
using anthropology.

4) Political Science
• Explanation: Political science
deals with
power, politics, and conflict. In
OB, it helps understand how
people use power in
organizations, how conflicts
arise, and how to resolve them.
• Example: When managers form
alliances with other departments
to get support for their ideas,
they are using political tactics.

5) Economics
• Explanation: Economics studies
how resources are used and how
people make choices. OB uses
economic principles to
understand employee
expectations, cost-benefit
analysis, and productivity.
• Example: Offering
performance-based bonuses to
increase output is based on
economic thinking.

6) Engineering
• Explanation: Engineering
focuses on designing efficient
systems and processes.
In OB, it helps improve job
design, workflow, and
productivity by using tools like
time-motion studies.
• Example: Rearranging
machines in a factory to reduce
worker movement and increase
efficiency is an engineering
contribution to OB.

7) Medical Science
• Explanation: Medical science
studies physical and mental
health. It helps OB handle issues
like workplace stress, mental
health, and employee well-being.
• Example: Introducing stress
management programs and
health checkups in offices is
influenced by medical science.

4.Application of OB in an
organization follows some
predetermined systems.
Ans: Basic Models of
Organizational Behaviour (OB)
Organizational Behaviour (OB) is
applied through various models
that define how organizations
treat employees, motivate them,
and achieve goals. These
models provide a framework for
understanding relationships
between employees and
management.

1. Autocratic Model
Explanation:
This model is based on power
and authority. Managers make all
the decisions, and employees
are expected to obey. There is
no room for employee
participation or creativity.
Motivation comes from fear of
punishment or loss of job.
Example:
In the military or traditional
factories, the boss gives orders,
and workers are expected to
follow without questioning.
2. Custodial Model
Explanation:
This model is based on providing
job security, good salaries, and
employee benefits like medical
care, housing, and pensions.
Employees feel financially safe,
which increases their loyalty.
However, they may lack real
motivation or involvement in the
work.
Example:
In many government jobs or
public sector companies,
employees get fixed salaries,
bonuses, and retirement
benefits, which keep them
satisfied but not necessarily
motivated.
3. Supportive Model
Explanation:
Here, the focus is on leadership
and encouragement rather than
power or money. Managers
support employees, listen to their
problems, and help in their
development. This creates trust
and
motivates employees to perform
better.
Example:
At companies like Google or
Infosys, managers support
employee ideas, give training,
and create a friendly
environment that encourages
productivity and growth.

4. Collegial Model
Explanation:
In this model, the organization
functions like a team. Managers
and employees are treated as
equals or colleagues. Everyone
works together and shares
responsibility. Employees feel
respected and motivated to
contribute.
Example:
In small businesses or startups,
managers and employees often
work side-by-side, sharing ideas
and solving problems together
without formal hierarchy.

5. System Model
Explanation:
This model sees the organization
as a complete system where
everything—people,
departments, culture, and
leadership—works together. It
focuses on long-term growth,
employee development, and a
healthy work environment.
Employees are empowered to
make decisions, and there is an
emphasis on work-life balance.
Example:
In multinational companies, HR
policies, wellness programs, and
leadership training are all part of
a system designed to keep the
organization healthy and
employees satisfied.
6. Contingency Model
Explanation:
This model says there is no
single way to manage people.
The method used depends on
the situation. Managers adapt
their
style based on the nature of the
task, the people involved, and
the environment. It’s a flexible
approach that uses different
models when required.
Example:
In a hospital, doctors may use
authority in an emergency
(autocratic), but in regular
meetings, they may encourage
team input (collegial or
supportive).

5.An individuals personality is

based on different factors. State
and explain them.
Ans: Determinants of Personality
Personality is the combination of
a person’s thoughts, feelings,
and behaviors that make them
unique. It is shaped by several
factors. These factors explain
why people behave differently in
the same situation. The main
determinants of personality are:

A) Hereditary Factors (Genetics)

These are the traits we inherit
from our parents through genes.
It includes physical features and
natural tendencies.
Key Points:
1. Genetic Inheritance:
Personality traits like being calm
or anxious, intelligent or creative,
can be inherited.
2. Twin Studies: Research on
identical twins shows that even
when raised apart, they often
have similar personalities.
3. Gene-Environment Interaction:
Our genetic traits can change
depending on how we are raised
or what we experience.
Example:
A child born with a calm nature
(due to genetics) may grow up
more confident if raised in a
loving home.

B) Environmental Factors
These include the surroundings
and experiences a person goes
through in life. Environment plays
a big role in shaping
personality.
Key Points:
1. Family Environment: Parenting
style affects a child’s personality.
2. Culture & Society: Culture
decides how we behave—some
cultures value independence,
others focus on teamwork.
3. Peer Groups: Friends and
classmates shape behavior,
especially in teenage years.
Example:
A child raised in a strict family
may become shy, while a child in
an open, talkative family may
grow up confident.

C) Situational Factors
These are the temporary
conditions that affect a person’s
behavior at a particular time.
Key Points:
1. Stress and Coping: During
stress, people may become quiet
or angry depending on their
personality.
2. Role & Context: People act
differently at home and at work.
3. Mood: A person’s mood
(happy or sad) affects how they
talk, react, or behave.
Example:
A normally quiet person may
speak confidently when leading a
project team at work.

D) Cultural Factors
Culture refers to shared values
and beliefs of a group that guide
how people live and think.
Key Points:
1. Cultural Values: These values
decide what is right or wrong in
that society.
2. Social Norms: They define
acceptable behavior in different
situations.
Example:
In a Western culture
(individualist), people may focus
on personal goals. In Indian
culture (collectivist), family and
group goals are often more
important.
E) Social Factors
These include relationships and
interactions with other people
throughout life.
Key Points:
1. Peer Influence: Friends can
shape attitudes, language, and
dressing style.
2. Social Support: Support from
friends or family helps build
confidence and reduce stress.
Example:
A student may gain confidence
and become more outgoing if
encouraged by friends or
teachers.

6.A manager has been appointed

to categorise individuals in his
team into two groups on the
basis of their personality.
Ans: TYPE A and TYPE B
PERSONALITY TRAITS
The manager can classify the
team into
two categories based on Type A
and Type B personalities. These
types are commonly used in
psychology to understand
behavior patterns and stress
levels in individuals.

A) Type A Personality
People with Type A personality
are competitive, ambitious, and
work-driven. They are always in
a hurry to achieve goals and are
very time-conscious. These
individuals often push
themselves to do more and get
frustrated if things don’t go their
way.
Key Traits:
• Highly competitive and goal-
oriented
• Hardworking and energetic
• Impatient and easily irritated
• Aggressive or sometimes
hostile
• Good at multitasking
• Feels urgency in completing
tasks
• Can be stubborn and
controlling
• Lower emotional
intelligence (less
empathetic)
Example:
Ravi is always the first one to
reach the office. He handles
multiple projects at once, often
skips breaks, and gets annoyed
when others don’t work as fast
as him. He constantly wants to
win and hates losing.
This shows Type A personality.

B) Type B Personality
People with Type B personality
are more relaxed, calm, and
stress-free. They enjoy their work
but don’t rush to finish tasks.
They are friendly, patient, and
don’t usually get into conflicts.
They can adapt to changes
easily and don’t mind taking
breaks.
Key Traits:
• Peaceful and easy-going
• Low stress and less urgency
• Not very competitive
• Relaxed and patient
• Flexible and adaptable
• Even-tempered and friendly
• Can procrastinate at times
Example:
Anjali completes her work
steadily and prefers quality over
speed. She doesn’t panic under
pressure, handles feedback well,
and gets along with everyone in
the office.
This shows Type B personality.

7.An individual who has been

appointed in a company was late
on his very first day so what
perception will his employer
formulate on this event. Identity
the particular error and also
explain six more errors.
Ans: If an individual is late on the
very first day of work, the
employer might perceive the
person as irresponsible or
careless, even if there is a
genuine reason. This is a type of
perceptual error known as “First
Impression Error”.
1. First Impression Error
(Primacy Effect)
• Explanation: The employer
forms a judgment based on the
first information they receive.
• Example: Being late on the first
day might lead the employer to
think the employee is always
irresponsible, even if they are
usually punctual.

6 More Perceptual Errors

2. Halo Effect
• Explanation: Judging a person’s
entire character based on one
positive trait.
• Example: If an employee is
very polite, the manager may
assume they are also
hardworking and honest.
3. Horn Effect
• Explanation: Opposite of the
halo effect—judging someone
negatively based on one bad
trait.
• Example: If an employee
dresses
casually, the manager might
wrongly think they are not
serious about work.
4. Stereotyping
• Explanation: Judging someone
based on a group they belong to,
not their individual behavior.
• Example: Assuming a young
employee lacks experience or
seriousness just because of their
age.
5. Projection
• Explanation: Attributing one’s
own feelings, thoughts, or
qualities to others.
• Example: A manager who
works late expects everyone else
to do the same and thinks those
who don’t are lazy.
6. Selective Perception
• Explanation: Focusing only on
information that confirms one’s
existing beliefs.
• Example: If a manager believes
part-time workers are less
committed, they may ignore the
hard work of a dedicated part-
timer.
7. Recency Effect
• Explanation: Giving more
importance to the most recent
behavior than overall
performance.
• Example: An employee makes
a mistake just before
performance review, and the
manager rates them poorly
despite good performance
earlier.

8.A team member gets a

promotion within the very first
year due to his/her creatively,
wisdom, enperimentig approach.
Identity personality type and
explain.
Ans: If a team member gets a
promotion within the first year
because of their creativity,
wisdom, and experimenting
approach, their personality type
can be identified as:
Type: Open to Experience (from
the Big Five Personality Traits)
Explanation:
1. Creativity
• Shows they enjoy new ideas
and can think outside the box.
• This is a key trait of people who
are open to experience.

2. Wisdom
• Reflects maturity, problem-
solving ability, and good
judgment, often found in
individuals with high openness
and conscientiousness.

3. Experimenting Approach
• Shows willingness to try new
methods, take risks, and adapt—
also a trait of openness.

Other Qualities of ‘Open to

Experience’ Personality:
• Curious and imaginative
• Open to learning
• Comfortable with change
• Likes challenges
• Thinks independently

Conclusion:
The team member’s early
promotion suggests they are high
in “Openness to Experience”,
which is often linked with
innovation, leadership potential,
and growth mindset—making
them stand out quickly in a team.

9.Perception is an inherent
process. Justify the statement.
Ans:
Introduction
Perception is the process by
which individuals organize,
interpret, and give meaning to
sensory information. It is an
inherent process because it
happens naturally and
automatically within every human
being.
Justification of the Statement:
1. Built-in Mental Process
Perception happens within the
mind and is influenced by our
brain’s natural ability to process
information.
Example: When we hear a loud
sound, we immediately turn to
see what caused it.
2. Influenced by Past
Experiences
Our previous experiences shape
how we perceive current
situations.
Example: A person who had a
bad experience with dogs may
perceive all dogs as dangerous.
3. Personal and Subjective
Each person perceives the world
differently based on their own
personality, culture, and
background.
Example: Two employees may
view the same boss differently—
one sees him as strict, the other
as fair.
4. Automatic and Continuous
We are constantly perceiving our
surroundings, even without
conscious effort.
Example: While walking, we
automatically notice obstacles
and adjust our path.
5. Selective in Nature
We don’t notice everything
around us; we focus only on
what seems important to us.
Example: In a crowded room, we
focus on the voice of the person
we’re talking to.
6. Emotional Influence
Our emotions can alter how we
perceive a situation.
Example: A happy person may
view a challenging task as
exciting, while a stressed person
may see it as overwhelming.
7. Role in Decision Making
Perception directly influences our
judgments, reactions, and
decisions.
Example: A manager may
promote an employee they
perceive as confident and
hardworking.
8. Can Lead to Errors
Since perception is subjective, it
can sometimes lead to wrong
judgments or biases.
Example: Stereotyping or making
assumptions based on
appearances.
9. Essential for Human
Interaction
It helps us understand others’
actions and respond accordingly.
Example: Understanding a
friend’s tone helps us know if
they are joking or serious.
10. Natural from Birth
Even infants perceive facial
expressions, sounds, and touch,
showing it is a built-in human
trait.
10.Learning is dependend on
certain criteria.
Ans: Learning means gaining
knowledge, skills, behavior, or
attitudes through experience,
teaching, or practice. But
learning doesn’t happen just like
that. It
depends on certain important
factors or conditions. These are
explained below:

1. Motivation
• Explanation: Motivation is the
inner desire or reason to learn
something. A person learns
better when they are interested
or have a goal. Without
motivation, learning becomes
boring or slow.
• Example: A student who
dreams of becoming a cricketer
will be more motivated to learn
cricket techniques than someone
who is forced to learn.

2. Practice and Repetition

• Explanation: Learning improves
with regular practice. The more
we repeat something, the better
we remember and understand it.
Practice strengthens memory
and skill.
• Example: A student becomes
good at
solving math problems by
practicing them daily.

3. Reinforcement
• Explanation: When a learner
gets rewards (positive
reinforcement) or corrections
(negative reinforcement), it
shapes their behavior. Positive
reinforcement encourages the
learner, while negative
reinforcement helps avoid
mistakes.
• Example: A teacher gives a star
to a child for good handwriting.
The child then tries to write
neatly every time.

4. Readiness
• Explanation: Learning happens
best when a person is ready
mentally and physically. If the
learner is not ready, they may not
absorb the knowledge well.
• Example: A child who is too
young may not be ready to learn
complex
mathematics.

5. Environment
• Explanation: The surroundings
in which learning takes place
affect the result. A peaceful,
clean, and encouraging
environment improves learning,
while a noisy or stressful one can
distract the learner.
• Example: Students learn better
in a quiet and well-lit classroom
than in a crowded, noisy place.

6. Goal Setting
• Explanation: Setting clear and
achievable goals gives direction
to learning. It helps learners stay
focused and measure their
progress.
• Example: A student sets a goal
to finish reading a chapter in one
hour and works seriously to
achieve it.
7. Feedback
• Explanation: Feedback helps
learners know what they are
doing right or wrong. It helps
correct mistakes and improve
performance.
• Example: A coach corrects a
swimmer’s technique after
practice, which helps the
swimmer improve.

8. Active Participation
• Explanation: Learning becomes
more effective when learners
actively take part instead of just
listening. Doing things, asking
questions, and participating in
discussions help in better
understanding.
• Example: Students who
participate in science
experiments learn better than
those who only read the theory.

9. Individual Differences
• Explanation: Every person
learns in a different way. Some
learn fast, others slow;
some like visuals, others like
reading. Teaching methods
should match the learner’s style.
• Example: One student may
understand better through
videos, while another may prefer
textbooks.

10. Transfer of Learning

• Explanation: Learning is more
useful when it can be applied to
real-life situations. If learning is
practical, it stays for a longer
time.
• Example: A student who learns
teamwork in sports can use it
later while working in a job or
group project.
11.A manager has been
appointed to form a group for
accompaniment of particular goal
suggest how he can do that .
( with diagram)
Ans: Steps to Form a Group for a
Goal:
1. Define the Goal Clearly
• Understand the exact purpose
of the
group (e.g., launching a product,
completing a project).
2. Identify Required Skills
• Decide what roles and skills are
needed (e.g., marketing, finance,
technical, design).
3. Select Suitable Members
• Choose employees with the
right skillset, attitude, and
experience.
4. Assign Roles and
Responsibilities
• Give each member a clear role
so that there is no confusion.
5. Establish Communication
Channels
• Set up ways for the group to
collaborate, like meetings, group
chats, etc.
6. Set Deadlines and Monitor
Progress
• Break the goal into tasks and
keep track of completion.
7. Motivate and Guide
• Encourage teamwork, resolve
conflicts, and support team
members throughout.

+------------------+
 | Define the Goal |
+------------------+
|
v
+--------------------------+
| Identify Required Skills |
+--------------------------+
|
v
+----------------------+
| Select Team Members |
+----------------------+
|
v
+---------------------------+
| Assign Roles & Duties
|
+---------------------------+
|
 v
+-------------------------------+
| Set Communication &
Deadlines|
+-------------------------------+
 |
v
+------------------------+
| Monitor & Motivate |
+------------------------+

12.When you work in a group

you should follow a proper
decorum highlight the facts.
Ans: Group work means working
together with others to achieve a
common goal. To make group
work successful, every member
must follow proper decorum—
which means respectful behavior,
discipline, and cooperation.
Below are the key points (facts)
that highlight the importance of
maintaining proper decorum in
group work:
1. Respecting Others’ Opinions
• Explanation: In a group,
everyone may have different
ideas. It’s important to listen
patiently and not interrupt others.
• Example: If one member
suggests a new method for a
project, others should consider it
respectfully even if they don’t
agree.

2. Clear Communication
• Explanation: Team members
should communicate clearly and
honestly. Miscommunication can
lead to confusion or conflict.
• Example: In a group
assignment, if someone cannot
complete their task on time, they
should inform the team in
advance.

3. Equal Participation
• Explanation: Every group
member should contribute
equally. No one should dominate
or stay inactive.
• Example: In a group
presentation, each student
should take turns speaking
instead
of only one doing all the work.

4. Responsibility and Punctuality

• Explanation: Every member
should complete their assigned
tasks on time. This shows
responsibility and respect for the
group.
• Example: If a student is
assigned to make a PowerPoint,
they should finish it before the
deadline so others can prepare.

5. Conflict Management
• Explanation: Disagreements
may happen, but members
should solve them calmly and
respectfully.
• Example: If two members have
different views, they can discuss
politely or take a vote instead of
arguing.

6. Positive Attitude
• Explanation: A good attitude
creates a healthy group
environment and motivates
everyone.
• Example: Encouraging a shy
member to share their ideas
helps build team spirit.

7. Listening Skills
• Explanation: Good group work
involves listening actively to
others without judgment or
interruption.
• Example: A team leader listens
carefully to everyone before
making the final plan.

8. Cooperation and Teamwork

• Explanation: Group members
should help each other and work
together toward success.
• Example: If one member is
weak in a topic, others should
help them understand instead of
ignoring them.

9. Focus on Common Goal

• Explanation: All members
should keep the main objective in
mind and avoid
distractions or personal issues.
• Example: In a debate team,
everyone should focus on
preparing arguments rather than
gossiping or arguing with each
other.

10. Appreciation and

Encouragement
• Explanation: Appreciating
others’ efforts builds confidence
and improves group
performance.
• Example: Saying “Good job”
after a presentation boosts the
team’s morale.

13.”A group in order to achieve a

goal should work in
collaboration“ identify which
matters is to used on in this
statement and also explain the
factors that affects it.
Ans: The statement “A group in
order to achieve a goal should
work in collaboration” relates to
the concept of cohesiveness in
group behavior.
Cohesiveness refers to the
degree of unity and mutual
attraction among group members
which enables effective
teamwork and collaboration.
Factors affecting collaboration
and cohesiveness (with
examples):
1. Communication
• Explanation: Open, honest, and
clear communication ensures
that everyone is on the same
page.
• Example: In a college project, if
team members regularly update
each other through WhatsApp or
meetings, the work progresses
smoothly.
2. Trust
• Explanation: Group members
must trust each other’s abilities
and commitment.
• Example: In a sports team,
players must trust each other to
pass the ball or follow the
strategy without hesitation.
3. Shared Goals
• Explanation: Everyone should
have a clear understanding of
the common goal.
• Example: In a marketing team,
all members work toward
increasing sales by 20%, which
keeps their efforts aligned.

4. Roles and Responsibilities

• Explanation: Clearly defined
roles help avoid confusion and
overlapping tasks.
• Example: In an event planning
group, if one person handles
invitations and another manages
catering, the work is more
efficient.
5. Conflict Resolution
• Explanation: Conflicts should
be resolved constructively to
maintain a healthy group
atmosphere.
• Example: If two group
members disagree on an idea,
discussing it openly and voting
on the best option helps avoid
resentment.

6. Diversity
• Explanation: Different
backgrounds and experiences
can enrich group ideas, but must
be managed well.
• Example: In an NGO, members
from different regions bring new
ideas, but respect and
understanding are necessary to
avoid cultural clashes.

7. Leadership
• Explanation: A good leader
motivates the group, guides
them, and ensures tasks are
completed on time.
• Example: A team leader in a
startup ensures deadlines are
met and encourages creative
input from all members.

8. Group Size
• Explanation: Smaller groups
may be more united; larger
groups may have
diverse skills but more chances
of conflict.
• Example: A 4-member study
group can work more cohesively
than a 10-member group where
coordination becomes difficult.

9. External Factors
• Explanation: Deadlines,
resources, and external support
affect how well a group
collaborates.
• Example: If a team lacks
internet access during an online
competition, their performance
may suffer despite good
teamwork.

14.Difference between group and

team.
Ans: A group is a collection of
individuals who come together,
but each person may work
independently. A team, on the
other hand, is a group of
individuals who work together
with a shared purpose or
common goal. While all teams
are groups, not all groups are
teams.
Here are the key differences
explained in detail:
Basis Group Team
1. Definition A group is a
gathering of individuals who may
or may not work together. A team
is a group of people who work
together to achieve a common
goal.
2. Goal Group members may
have individual goals. Team
members share a common,
specific goal.
3. Nature of Work Group
members often work
independently. Team members
work together and depend on
each other.
4. Accountability Each member is
accountable for their own tasks.
Members are jointly accountable
for the team’s overall
performance.
5. Coordination Coordination
may be limited or informal. High
level of coordination and
cooperation is needed.
6. Leadership Usually has one
leader who makes decisions.
Leadership can be
shared or rotated depending on
the situation.
7. Communication
Communication may be limited to
certain tasks or formal meetings.
Continuous and open
communication is encouraged.
8. Decision Making Decisions
may be made by individuals or
the leader. Decisions are often
made collectively with input from
all members.
9. Trust & Bonding Members
may not have a strong bond or
trust. Strong trust and unity are
essential for team success.
10. Example Students attending
the same class but working on
different assignments. A cricket
team playing a match together
with a shared goal to win.

15.”Are power and authority the

same thing”Justify. What are the
bases of power which formulates
power.
Ans: No, power and authority are
not the
same. Although they are related,
they have different meanings.
• Power is the ability of a person
to influence or control the
behavior of others.
• Authority is the legal or formal
right to give orders, make
decisions, and enforce
obedience.

Example:
• A bully in school may have the
power to scare others, but they
do not have the authority to do
so.
• A police officer has the authority
to arrest someone because it is a
legal right given by the
government, and that authority
comes with power.
So, while power can exist without
authority, authority always
includes power, but in a legal or
formal way.

Bases of Power That Formulate

Power (with examples):
There are six major bases of
power that explain how people
can influence others:
1. Coercive Power
• Meaning: Power based on the
ability to punish or threaten
others.
• Example: A boss who threatens
to fire an employee if they don’t
meet targets.

2. Reward Power
• Meaning: Power based on the
ability to give rewards, such as
bonuses or promotions.
• Example: A teacher gives extra
marks or praise to motivate
students.
3. Legitimate Power
• Meaning: Power that comes
from a person’s position or title in
an organization.
• Example: A manager assigns
tasks to employees because of
their official position.
4. Expert Power
• Meaning: Power based on
knowledge,
skills, or expertise in a specific
field.
• Example: A doctor advises
patients based on medical
knowledge, and people listen
because of their expertise.
5. Referent Power
• Meaning: Power that comes
from a person’s charisma,
personality, or popularity.
• Example: Celebrities influence
their followers’ buying choices
due to their personal appeal.
6. Informational Power
• Meaning: Power based on
access to valuable or important
information.
• Example: An employee who
knows about upcoming changes
in the company has informational
power over others.

16.A new management has

come into the power.Can you
suggest how it can be helpful to
the employee.
Ans: When new management
comes into
power, it can have a significant
impact on employees — either
positively or negatively —
depending on how power is
used. If used ethically and
effectively, power can help
improve employee morale,
productivity, and workplace
culture.

Importance of Power in
Management (with examples):
1. Decision-Making
• Explanation: Power helps
leaders make quick and effective
decisions that benefit the
organization and employees.
• Example: A new project
manager uses their legitimate
power to prioritize tasks, assign
responsibilities, and remove
unnecessary steps — reducing
employee workload and
confusion.

2. Conflict Resolution
• Explanation: Power can help
resolve workplace conflicts.
Leaders with referent power
(trust and respect) can create a
peaceful work environment.
• Example: The new HR head,
respected by all, uses referent
power to mediate between two
departments and finds a solution
both sides agree on.

3. Influence & Motivation

• Explanation: Leaders can use
reward power to recognize hard
work, and expert power to guide
teams effectively. This boosts
motivation and performance.
• Example: A new manager offers
performance-based bonuses and
uses expert knowledge to help
employees learn new tools —
increasing job satisfaction.
4. Organizational Change
• Explanation: Power allows
leaders to drive innovation and
adapt to change, which can
create more opportunities for
employees.
• Example: The new
management
introduces flexible work hours
and digital tools, encouraging
innovation and making work-life
balance easier for employees.

5. Building Trust and Culture

• Explanation: Ethical use of
power builds trust and a strong
organizational culture.
• Example: A leader who listens
to employees’ concerns and
involves them in decision-making
gains referent power, creating a
more open and collaborative
workplace.

17. A clash have arised between

the existing management and the
previous management due to
power struggle. Can you suggest
the tactics and strategy to
outcome the situation. (10
marks)

Ans: A clash has arisen between

the existing management and the
previous management due to a
power struggle. The
following power tactics and
political strategies can be used to
manage the situation:
Power Tactics:
1. Rational persuasion: A tactic
that is used to try and convince
someone with a valid reason,
rational logic, or realistic facts.
Example: A team leader presents
data on cost savings to persuade
management to invest
in a new project.
Example: A marketing executive
presents customer survey data to
convince the CEO to
increase the advertising budget.
2. Inspirational appeals: A tactic
that builds enthusiasm by
appealing to emotions, ideas
and/or values.
Example: A CEO inspires
employees by saying, “Together,
we can change lives through
our innovation.”
Example: A non-profit leader tells
a moving story about
underprivileged children to
encourage employees to donate.
3. Consultation: A tactic that
focuses on getting others to
participate in the planning
process, making decisions, and
encourage changes.
Example: A project manager
asks for team members' input
before implementing a new
workflow.
4. Ingratiation: A tactic that
emphasizes on getting someone
in a good mood prior to making a
request. It includes being
friendly, helpful, and using praise
or flattery.
Example: An employee
compliments the boss’s
leadership skills before
requesting a raise.
5. Personal appeals: A tactic that
refers to friendship and loyalty
while making a
request.
Example: A colleague asks a
friend to cover their shift, saying,
“We’ve always helped each
other.”
6. Exchange: A tactic that
suggests that making express or
implied promises and trading
favours.
Example: A CEO promises
employees a bonus if they
complete a project before the
deadline.
7.Pressure: A tactic that focuses
on demanding compliance or
using intimidation or threats.
Example: A boss tells an
employee, “If you don’t stay late
to finish this report, it will affect
your next performance review.”

Political Strategy for Power

Struggle (with Examples):
1. Information Management:
Strategy: Control the flow of
information
to reduce confusion and avoid
manipulation.
Example: The current
management shares all official
updates through a verified
internal communication portal to
prevent false messages spread
by previous leaders.
2. Negotiation and Compromise:
Strategy: Open discussions to
find a middle path that satisfies
both sides.
Example: The existing team
offers the former management
an advisory role with no decision-
making power, to use their
experience while maintaining
authority.
3. Neutral Mediator:
Strategy: Involve an unbiased
third party to resolve disputes
fairly.
Example: A senior board member
or external expert is brought in to
mediate meetings between the
current and previous
management to ease tensions.
4. Clarify Roles and
Responsibilities:
Strategy: Clearly define who
holds what
authority to avoid confusion.
Example: A revised company
structure is issued stating that
only current management can
approve key decisions, avoiding
interference from the former
team.
5. Organizational Alignment:
Strategy: Shift focus from conflict
to common company goals.
Example: The management
launches a performance-based
reward system to motivate all
employees to work together for
the company’s growth,
regardless of their loyalties.

18.An external authority has

been appointed to resolve a
problem in an organization.
Suggest the solution.
Ans: When an external authority
is appointed to resolve a problem
in an organization, it is important
to follow a systematic approach
to ensure effective
problem-solving and maintain
organizational harmony. The
external authority must act as a
neutral, skilled mediator who can
identify the root causes of the
issue and implement balanced
solutions.

Suggested Solution:
1. Diagnosis of the Problem
• The external authority should
begin by analyzing the situation
through meetings, observations,
and feedback.
• Example: Interviewing
employees, reviewing reports,
and identifying communication
breakdowns or policy failures.
2. Root Cause Analysis
• Use tools like the 5 Whys or
Fishbone Diagram to find the
actual cause, not just the
symptoms.
• Example: Low productivity
may be
traced back to poor leadership or
unclear job roles.

3. Open Communication and

Consultation
• Encourage two-way
communication with employees
at all levels to build trust and
gather honest input.
• Example: Organizing town hall
meetings or anonymous surveys.

4. Developing Practical and Fair

Solutions
• The authority should suggest
solutions that are realistic,
achievable, and fair to all parties.
• Example: Introducing new
training programs, redefining
roles, or changing workflow
systems.

5. Conflict Mediation
• If interpersonal conflict is the
issue, the authority can use
mediation techniques to find a
common ground.
• Example: Helping two
departments collaborate by
setting shared goals and
boundaries.

6. Implementation of Changes
• A step-by-step plan should be
introduced, with clear
responsibilities and timelines.
• Example: A 30-day plan to
improve team communication
using weekly progress checks.

7. Monitoring and Feedback

• The authority should set up a
follow-up mechanism to evaluate
the success of the solution.
• Example: Monthly reports or
feedback sessions to adjust
strategies if needed.

8. Training and Development

• Recommend skill
development programs for
leaders and staff to prevent
future problems.
• Example: Conflict resolution
workshops, leadership training,
or communication seminars.