ASSESSMENT- PREBOARD

ORGANIZATIONAL BEHAVIOR
BBA-BI-3rd Semester
ACE INSTITUTE OF MANAGEMENT- 2020

Full Marks- 100

Instructions:-

1. No plagiarism allowed- assessment will be rejected

2. No copy paste allowed- assessment will be rejected
3. Creativity, uniqueness and research will add to bonus poinfters
4. Submission deadline- 5th May 2020- at 1 pm sharp
5. Email id- [email protected]
6. Email subject must be- OB- Student Name- BI3rd sem_Sec- A or B

Section A
Attempt any three questions. (3*20=60)

1.
A. You need to hire an external consultant to perform Organizational
development. Explain which theory you would use along with
relevant diagram.

B. Communication between two individuals could cause conflict and

could create a positive relation depending upon complementary and
cross communication styles in ego. Explain this statement and relate
it to ego based communication with diagram.
2.
A. A Manager needs to adopt his leadership style in order to show necessary path to
achieve goals for his staff. Explain the necessary theory with diagram.
When it comes to leadership the important element here is to motivate the team
member so that they will be able to meet the company’s demands and goals.
Main task for any manager is to be an effective leader so that he could lead the every
squads in his team in a way he could achieve the organizational goal. The main factor
required here is a motivation factor that vary across the organization. In many ways we
can be the good leaders, for it we must have the quality of achieving the target projects,
forecast the vision of the company, capability to inherence the performance and able to
focus of continuous innovation in the company. Many researches have suggested to
keep the path goal theory as it is always considered more effective and efficient.

Path goal theory was introduced by Robert J. House and Terence R. Mitchell at the time
of 70s. this theory shows how the leaders can adapt their leadership style according to
the environment and situations given to them. This theory assumes that If the leaders
will be able to recognize the situation and the able to see what is specifically needed in
such environment and if they are able to cope accordingly they will get their goals. In
the case of organization the leaders are supposed to observe the behavior of their
people and see what is more important to them and what motivates them the most and
then only they act on it. moreover, this theory also says that the leaders should be able
to adapt every needed leadership style in their process of achieving the goals. So to
make it more simpler theory has been break down into four different leadership style
that can be used according to the situation it demands.
 fig: Path goal Theory

Here, the instrumental leadership/directive leadership says that the behavior of the
leader is according to the situation when the leader inform their team what is expected
from them and how it can be done. In this type of leaderships the team will be given
close supervision and the leader will see what’s important to them and guide them
accordingly. This will help the employee work more efficiently with the clear guidelines.

Moving toward next leadership style i.e. participative leadership behavior, it is kind of
democratic leadership style where the decision and change is done by setting an open
discussion with the team members where everyone’s perspective is considered. During
this the leader need to be acknowledged that their employees are highly skilled
otherwise the decision made can lead toward the failure of goal. This type of leadership
is used when the followers are tent to make the ineffective decision and inability to
perform effectively in their given task.

Moving toward supportive leadership style where the leader a gives adequate attention
and wellbeing for the members. Moreover, the leaders are focus on relationships where
he becomes more approachable to his employees and gives them necessary honor and
ready to help instantly if needed. Here, leaders not only focus on the the tasks rather he
would look for the psychology well-being of the employees. This type of leadership
seems to work when the assigned work is more stressful where the emotional
motivation is required.

Finally, the achievement-oriented leadership style takes place when leaders set the
challenging tasks for employees and expect to give their full potential to complete the
task. This is more like reward system in the workplace where the specific task is
assigned and expected to complete in given time range and if done properly employees
will be benefitted with some reward that can be materialistic or through gestures. This is
effective when the employees are able to work without any support and have problem-
solving capability.

The main motive of the path goal theory is to say that the leaders should be able to
adapt the leadership style according to the situation environment demands. Most of the
employees behavior in the company will affect the leadership style. For that researchers
have found that leaders mostly use the LPC scale to measure the behavior of their
employees so that they can act appropriately. Further, this theory says that leaders can
increase the efficiency by influencing their workers toward goals and understand the
needs of the employees and motivating them accordingly.

B. A Manager needs to adapt his style of leadership based on LPC score and has two
options- task leadership vs relationship. Explain the necessary theory with diagram.

Fiedler was founder of the LPC theory of authority. It recommends manager adequacy
relies upon the circumstance and fuses both the pioneer's character or complexities of
the circumstance. At first, this theory was known as the possibility theory of authority.
'LPC' means 'least-preferred co-worker‘'. According to this theory leaders might be
viable in one circumstance foundation yet can’t be the same in other situations and
move on to clarify the purposes behind this disparity and adapt the leadership style that
will benefit the company more effectively.

While using the LPC models it want the leaders to identify their leadership style at first.
As per this model leadership style always remains constant and that can be restrained
using this model. As shown below in fig X the scale will suggest the leaders to think
about his employees and rate them according to the feelings that leaders have toward
their employees. After the rating is done, if the score seems to be more the leader
should focus on relationship based leadership style whereas low score will ask the
leader to focus on task based leadership style.

1   2   3   4   5   6   7   
Unfavorable 8 Friendly

1   2   3   4   5   6   7   
Unpleasant 8 Pleasing

1   2   3   4   5   6   7   
Rejecting 8 Compliant

1   2   3   4   5   6   7   
Tense 8 Relaxed

1   2   3   4   5   6   7   
Dull 8 Interesting

1   2   3   4   5   6   7   
Unhelpful 8 Obliging

1   2   3   4   5   6   7   
Hostile 8 Reassuring

Restrained 1   2   3   4   5   6   7    Accessible

 8

1   2   3   4   5   6   7   
Insincere 8 Genuine

1   2   3   4   5   6   7   
Unreliable 8 Trustworthy
Fig X: Least-Preferred Co-Worker Scale

The figure above explains how the leader should measure the followers so that he could
act accordingly. These are the minor things that can create huge impact on the task
effectiveness and quality. Knowing the behavior of the co-workers and assigning the
similar task where they can give their best can eventually improve the efficiency and
leans more toward the goal of the organization. As according to the Fiedler when the
leader focus on the task base leadership style, they sees the LPC more negatively and
assumes that these type of low LPCs have the quality of doing the task more effectively
and timely. These employees are often considered more independent whereas on the
other side the employees that required relationship based leadership are more
dependent to their managers to complete the tasks. Such leaders are often considered
as the high LPC leaders as they will focusing on making strong relation with their
employees and able to motivate their employees in the vocabulary terms. Such leaders
are really efficient at managing the conflicts in the organization and seems to make the
critical decisions when required. Further, according to the fielder this theory is
influenced by the three factors relation between the leaders and members, the structure
of the assigned task and the power possessed by the position of the leaders.

Here, all these theory will support the leadership style of management but still we can
find the loophole in his theory. The biggest loophole was the inflexibility of the
leadership behavior which seems little unrealistic in some situations. As he believed that
his model of contingency suggests the natural leadership style, and the situation where
it is more effective. He says leader either should be task focused or the relationship
focused and once the leader understand their style, he can match that into any
situation.

3.
A. Explain Managerial grid with diagram

The managerial grid was developed in 1964 by Robert R. Blake and Jane Mouton. This
models suggests the five different leadership styles whichis related to the managers
concerns pf people, production and motivation. Many advantages of using managerial
grid as it help manager to analyze the leadership style by using grid training and also
identify how they concern for production and the people. Further the managerial grid of
model has been categorized into two behavioral of dimension that includes concerns
from people and concerns of productions. In the concerns for people the leaders often
care for their employees. He works for his team members and their needs. The leaders
are often focus on building the characters and personal development of the employees.
Here, leaders assumes that if they focus on building the relationship and solve all the
minor issues that might hamper the task the final result will be more effective. Unlike the
concerns for people, the leader that concerns on production are focused on company’s
efficiency and believe in high productivity. They always know how the task can be
completed more effectively. They are not bothered about building any kind of personal
relation with their employees. They put their employees in such situation where the task
must be completed in a given timeframe.

Further we will see how the Blake Mountain managerial Grid works:
Fig: Blake Mouton Managerial Grid

By analyzing the diagram we can easily say that team management style is the best
one as it is concerned on both people as well as result but we can’t only rely on that as
the leadership style changes according the scenario or the situation so understanding
every situation is equally important.

Impoverished Management (Low people/Low results)

Here the leader is unlikely to both people and the results. Leader is not concerned in
completing the task and creating the motivated team by doing enough just to keep the
job. This style is only applicable when the employees can do their work independently
and highly influenced toward their work.

Country Club Management (High people/ low result)

Here, the leaders will observe the behavior of their employees and they care about how
his employees feels. Such leader is mostly focused on the relation building and slightly
focused on production. In this style while the environment will be perfect to hop in to
work, it won’t be effective and ultimately team can end up in believing on their leader
because of low productivity and failure to give the results.
Middle of The Road Management (Neutral people/ Neutral Result)

Here the leader try to find the balance between the need of the people and the need of
the organization or result. Even though this style looks satisfied but practically it does
not work as it seems because of never ending compromises and eventually sometimes
leader will fail to push hard for the results and fail to meet the team necessities. So
trying to keep both the people and the result neutral is very ineffective as these leader
will neither meet the people needs nor production needs and ends up in giving very
average results.

Team Management (High People/ High Production)

In this type of leadership style the leader are supposed to meet the requirement of their
people and also work hard to accomplish their task. This is always considered the best
type of leadership style and very tuff to find as well as it require hardworking, passionate
and all the qualities that a leader requires and failing to meet some criteria will again
push the leadership style to other category of managerial grid. Here, leader work for
long term success and also encouraging the team to commit and take responsibilities
which will help them to develop themselves.

Produce or Perish Management (Low People/High Result )

The leaders here use kind of autocratic leadership style who always believe in result
rather than keeping and maintaining the relationship. We usually say these people are
more likely to be use the manager working pattern rather than focusing on their people.
As said a good leader does not give orders he work with them to get the better and
effective result. For the organization these leaders are very effective but for the people
working in that organization might be little outrageous. For the short term goal this style
is very likely whereas unlikely for the long term goal as the team members will seek the
greener pastures.
In conclusion the Managerial grid has provided the simpler way of understanding the
leadership styles and once it is clarified where the leadership style is right now, any
leader can address the weaknesses and work on it to become a better manager.

B. Explain trait theory and great man theory

Great man theory

This theory was developed during 19 th century of era where the people use to believe
that the leaders are not created or made rather they are born. The qualities the leader
holds are carried from the time of their birth. Moreover, Great man also assumes that
the great leadership quality are only carries by men. According to Thomas Carlyle the
true leader carry’s special characteristics like charm, intelligence, intuition, judgement,
courage, aggressiveness, persuasion and so on which can’t be learned and such
characters are seen in the family members and those characters eventually will be
passed from one generations to another.. Also he supported his theory with real life
example by mentioning the leaders like Adolf Hitler and Abraham Lincoln. Many
arguments has been made to this theory. Sociologist Herbert Spencer considered it
childish and not scientific and
Said that leaders all the result of the education they receive and the society the live.

Trait theory

Trait theory is said to be a modification to the great man theory. This theory argues that
the quality of true leadership cannot be acquired but also they always don’t have to be
inborn. This theory of leadership claims that there certain recognizable potentials whih
is inimitable for leaders and they possess such quality to some extent.
Sine we said this theory is like the updated version of Great man theory it also says that
the quality leaders hold are inborn whereas they also can be developed through the
knowledge and practice. This theory is created on the basis of the leaders that has been
failed to lead or the leaders who were successful and to determine the effectiveness of
the leadership. Moreover after the resulting of the trait will be compared to the leaders
who have accesses their probability of being success or failure.

According to theory a good leaders should include following leadership traits:

a. Intelligent and action oriented judgement

b. Not hesitating to take responsibilities
c. Task competence
d. Managing the followers by understanding their needs
e. Skills and knowledge
f. Capacity to motivate
g. Trustworthiness
h. Self-confidence
i. Emotional stability
j. Decisiveness
k. Assertiveness
l. Creative
m. Courage and resolution etc.

Critically analyzing the trait theory for its generality as this theory does not consider that
the traits changes over time. As for this theory is difficult to make the judgement by
using personality tests as behavior changes according to the situations demands.
Though the leaders will be able to find success or score high in one assessment of a
special traits, they might not find the same result in other situations. Though the
employees seems to have substantial consequence on completion of job by their
leaders, this theory has overlooked them and the conditions which contributes toward
the leader to achieve his goal.
4.
A. Explain various types of communication including grapevine and politically correct
communication.
Communication is defined as the process of flowing the information from sender to the
receiver. The communication can be in a different form, it can be verbal or non-verbal,
or through the map or outlines and through the sign and signals. Further the
communication has been categorized into two types formal and informal
communication. The formal communication have gesture to be maintained while
informal communication there is no rule as maintaining gesture and languages. Both of
the communication is important to maintain as per the situation appear in the
organization.

But the most important in communication is when there is understanding from the
listener. For effective communication there must be 7C’s of communication theory i.e.
Completeness, concreteness, courtesy, correctness, clarity, consideration and
conciseness.
Grapevine Communication
This type of communication falls under informal type of communication in
the organization where all the authority like employees, leaders,
managers, supervisors of the organization will ignore their dignity and stay
at the same level and have a meetings or discussion. The benefit here is
that even the lower members of the organization can keep their queries to
their subordinates without any hesitation. As defined by Bovee and others,
 “Grapevine communication is an informal interpersonal channel of
information not officially sanctioned by the organization. The main reason
of creating the grapevine communication is when the organization will face
the recession and employees feels uncertainty. While sometimes manager
shows superior treatment and giving the isolated feeling, employees feels
the needs of exchanging their views so they go for a grapevine network as
they cannot use the formal channel of communication in that scenario.
Here, subordinates with their peers during their free time talks about the
behavior and attitude of superior and the way they feel about it. Thus,
grapevine spreads like fire and it is not easy to trace the cause of such
communication at times.
Professor. Keith Devis has characterized grapevine communication into
four types:

Fig: types of grapevine communication

a. Single Strand Chain

In this kind the data goes through various people and looks like a flow of chain. The
flow of communication looks like this: A provide some sort of information to B, who
passes that to C, who tells it to D, and similarly the flow of information carries on. It is
usually a lengthy restraint. If there is more extension of the chain the more obvious is
the chance of meandering of the information.
b. Gossip Chain

In context of gossip chain individual looks for and passes the information to everyone. It
is kind of wheel where one stays in the middle and the data goes along the spokes of
the wheel to others positioned on the edge.

c. Probability Chain

Probability chain is considered as random process where the flow of information is from
one person to another person of group of people conferring to the law of probability.
Here, in this channel members in the association are primed with necessary
information whereas some other members might stay outside the communication
channel. In the above figure we can see that E, C, B and J are outside the
communication chain. These type of communication is used when the information is
considered more interesting rather than important.

d. Cluster Chain

Subsequently, in cluster chain a member assigned with task passes the information to
the other trustworthy member of the organization and some of the selected person will
again pass those information to other individual and this is how cluster chain works.
Moreover, this chain method is widely used and also considered the dominant pattern of
grapevine communication.

In the communication system grapevine is considered more essential part as it work

alongside of formal communication channel. Since this chain is inspired through its title,
alike a grapevine plant this will grow fast and move to whichever track, creating the
huge informal relationship at the end. The proper management can have the proper use
of it and apply it to the organization and it can be done if the manager can take the
basic steps like observing leaders who is more likely to scatter rumors and keep them
informed about the real condition. Supervisors must reverse gossips as fast as possible
and always involve their employees toward new pronouncement.

Politically correct communication

Politically right' is a lot simpler to characterize. Politically right correspondence implies
that correspondence must be honest, truthful, consoling and reliable. That is a
significant piece. Politically correct communication may differ from person to person. It’s
the way how they perceived the words. There are several words that can directly insult
the people and their prestige and feelings so we need to be careful so in that scenario
we use politically correct communication. there are several words that has been
changed from the past to make it sound more likeable. Some of the words that has
been changed are handicapped that converted into physically challenged, blind to
visually impaired, death into negative patient-care outcomes and so on. That makes it
an amazing method to comprehend where we are and where we're going as a country,
as an economy, and as individuals. It likewise shows the impact our words have on how
we lead, how we work, and how we live.

B. Explain any four perceptual errors

Perception is often considered organization, identification and interpretation of physical

information to characterize and understand the environment. Moreover, the study have
shown that their function is influenced through three classes of variables and they are
the object that has been observed, environment where perception arises and the one
who is doing the perceiving. During these different type of perceptual errors occurs.
Numerous researchers have discovered that perceptual blunders can upset the decision
making dynamic abilities of people. These issues can likewise be seen among the top
administration of huge organizations and have regularly brought about wrong decision
making processes.
There is numerous amount of perceptual errors seen in the workplace where four of the
common errors is explained.

a. Halo effect

These type of errors is common in the workplace where one individual try to keep an
impression of other from one zone and again push it to impact beliefs in other areas.
Top administration can in some cases structure a general conclusion on the
presentation of a particular departments. This prompts misshaped judgment and is now
and again esteemed unjustifiable as the presentation of representatives in various fields
should change and can't be decided on natural ground. Example of halo effect could be
the case of Marissa Mayer who was the CEO of Yahoo. The BOD of the company was
making a decision about her presentation dependent on the manner in which the media
depicted her without seeing her poor command over her representatives, not being
available to open suggestions. The basic understanding is that people sometime judge
other with the characteristics they have seen in one particular job and perceiving those
people to be good in other dimensions as well.

b. Recency Effect

Recency effect occur when the latest or recent information affect our judgment toward
someone even though we will be knowing about the other information on that particular
person. This type of situation is often seen in the workplace where the superior judge
their employees through their recent performance rather than going through
performance chart from the beginning.

c. Stereotyping
In general stereotyping is characterizing or judging people without knowing them and
according to the knowledge or information we have been receiving about them for a
long time. When someone continuously make their perception toward someone for a
long time it becomes the habit to judge them in a same way which later turns out to be a
culture. similarly in organization when someone makes the similar mistakes for a long
time the superior stops believing in him and make a perception that, that employee will
make the similar mistakes in the futures though any type of task is assigned to them.
Thinking broadly, most people often judge the Chinese product to be non-reliable and
many of them are replica products. So people will stop believing in their products.
Perfect example here is Huawei Nova 2i phone made by China in 2017 and Samsung J
series(2017). Huawei phone was created in such a way which can easily compete with
many of other Indian phones and Samsung products because of its built quality,
features, reliability and of course its price. But the people in other country made a
perception that the phone was cheap and could be replica of Samsung phones and
believed that this was not worth so they went for the J series. After the one year sales
report and reviews the Huawei nova series was above the Samsung J series which
broke the perception of people toward Huawei[ CITATION Rox18 \l 1033 ].

Leniency error

This type error takes place when the supervision of the company judge and rate the
employees more than performance they are presenting. Such supervisor believes that if
they do so the employees will have good perception and trust toward their leader and
they will work even harder to get the better result. It will result in high score performance
of the every employees and like the halo effect this error can make it challenging for the
company to understand the employees strengths and weaknesses where the scores will
be high. Likely to halo effect, it will make workforces more challengeable to recognize
their strength and weaknesses.
Leniency error is the trend create by the supervisors where they will rate their
employees higher than the performance they shows. Suh supervisors believe that if the
employees are treated higher they will be more motivated toward their work trying to
reach the potential rate that the supervisors has given to them.
Section C

Part-1

Read the following case-scenario carefully and answer the questions below.
(10*2=20)

Transactional and Transformational Leadership Styles:

Men usually stick to a transactional approach. They want to achieve certain goals and
see the performance of their team as a sequence of independent transactions, each
one of which must be either disciplined or rewarded. Male leaders usually don’t explain
their decisions, expecting their employees to focus on their specific duties. These
leaders are usually not engaged with their teams, considering themselves dominant
figures and staying apart from others. This approach appeals to the self-interest of
employees, however, it also means that they must be responsible for failures and
shouldn’t expect to get any help from their leader unless the problem is too difficult so
that no one else can solve it.
Women usually choose a transformational approach. Just like men, women in
leadership positions aim to accomplish the necessary goals, however, the
transformational approach involves more attention being paid to how these goals are
achieved. Female leaders are interested in transforming their teams and making them
more productive, focusing on effective ways of motivation and individual development.
Female leaders are more personally engaged in their work, they provide more support
and encouragement, putting teamwork and effective communication first.

Transformational leadership has proven to be the most successful model in many

industries, as groups with transformational leaders show better performance, and
employees who work in such teams feel more satisfied. These leaders motivate their
followers to be more creative and empower them, taking into account their needs, and
stimulating them to develop as professionals.
Male Vs Female Leadership Advantages and Disadvantages:

In addition, male leaders perceive the success of their team as their own success. They
take personal credit for it and explain success as a result of their own skill, intelligence,
and talent. On the other hand, if something goes wrong, such leaders are likely to find
somebody else to blame for it or to explain the failure as a result of bad luck.

Unlike men, women are more engaged in activities that don’t imply dividing
members of the team into winners and losers. Female leaders focus on strong
collaboration and sharing ideas. They are also more likely to help their employees in
some difficult situations.

When a team achieves success, female leaders give credit for it to the employees,
without overemphasizing their personal contribution. However, when some project fails,
they are more likely to blame themselves, thinking that they are not competent enough.

Such behavioral patterns illustrate many differences between transactional and

transformational leadership approaches. Researchers describe male leaders as those
who take charge, and female leaders as those who take care. When a team faces some
challenges, male leaders are more likely to stick to their own vision of how the problem
should be solved.

Being in charge, they take responsibility for finding the answers, while women are
more likely to ask members of their team about their opinion and listen to their
suggestions before offering their own options. The thing is that women don’t feel
threatened when others are able to participate in problem-solving, while men are often
afraid to lose credibility.

Being raised in the team sports environment, men consider themselves coaches
who are in charge of their team. They value employees who don’t question their orders
and reward those who follow all of their instructions. Men value clarity associated with a
strong hierarchical structure because they believe that such an approach ensures
effective delegation of responsibilities and tasks.

In contrast, female leaders care about the overall environment of their team, making
sure every employee is treated fairly. Women try to create an atmosphere where every
employee can apply his or her skills, making a possible contribution.

Male and female leadership approaches are completely different, but both these
approaches add value and allow teams to achieve important goals. Only a deep
understanding of different tactics of leadership can help companies accomplish their
short-term and long-term goals effectively, getting rid of outdated gender roles.

Solve the following questions

1. What type of leadership- “Male vs Female” would you prefer in your organization?
Justify.

By looking at the above case it is often seen women to be given more priority compared
to the men. The men and women here are kept in a two different category transactional
leaders and transformational leaders. Transactional leader are those who managers
who gives their employees something and in exchange expecting the something they
want. Transactional leaders suppose that workers are not self-motivated and they
required structures, instruction and monitoring in order to achieve the results on specific
time. Transaction leader will utilize disciplinary force and a variety of motivators to
persuade representatives to perform at their best. Moreover, those leaders usually sees
along with strategically guiding the organization to place of market initiatives rather they
will be focused on how the things will done todays make sure works goes smoothly no
matter what.
Whereas, transformational leader concentrates on changing within the organization.
They believe in building the positive relationship with their employees so that they will
give their best in their task. Mostly, this is called positive reinforcement toward
employees. This type of leadership is often said to be the best one and widely used in
the organizations. As said above in transformational leadership style there is individual
consideration where each behavior is directed to each individual to show consideration
and support.

Fig: Transactional and Transformational leadership style.

By looking at the both scenario of transactional leadership style and the

transformational leadership style it will be very difficult task to say which one is the best
for the organization. Though it is said that transformational leadership style is best for
the organization, it might not be applicable in all the situations but still in many cases
transformational leadership has been considered more effective than transactional.

I won’t say females leaders are always the best in every organization but by looking at
their characteristics and comparing it with male leadership style, they are certainly the
best for handling every type of situation that takes place in organization. Further we will
be explaining the characters of females and how it helps in organization.
- Valuing work life balance which is needed to make the balance between
professional and leadership skills.
 - Female are motivated by challenges
- They are considered more empathetic
- They believe in teamwork rather than taking it alone
- They work with the team to get the better result unlike the man leadership style
where they believe in giving order and keeping the employees between the
boundaries of their rules and regulation.
- Females leadership will not allow the hierarchal approach in the organization as
they believe there need to be the flow to good communication between the lower
level staff and the subordinates to better understand the situations.
- Females are often believed in multitasking.
- Females focuses on personal growth and they are said to be more flexible than
men.
[ CITATION Rep20 \l 1033 ]

These are the some of the qualities that is essential in the organization to become the
effective leaders and to give the effective result to the organization. Apart from we have
many women’s in practice who have gain the success through their leadership
approach.

As seen on the Huffington post an American news and opinion website and blog raise
the question about the disparity between male and female. Moreover they supported the
evidence with the news that last year(2018) 23 wealth 500 association were ran by the
females and they carry the potential as men do. There are several examples to this who
carry’s the qualities that true leader have.

a. Monif Clake, founder and CEO of Monif C. Plus Sizes who has the blockbuster in
2013.
b. Katie Rae, managing director of TechStars Boston and founder of Project 11.
c. Rachel Sklar, founder of Change The Ratio   and  The Li.st.
 d. Jen Lee Koss, cofounder of e-commerce site Brika.

By observing at the above information’s I would prefer women over men for my
organization. While comparing the leadership qualities between male and female,
female quality weigh more and found effective and efficient for the organization.

2. Are female leaders always the best in every organization and every scenario? Justify

As explained above in question one, it is not always necessary that female leaders
always have to be the best one in every organization. Every humans are born with
different dynamic capabilities. The best leaders are those who can act accordingly by
understanding the needs of the organization. It’s not necessary that female have to use
the transformational leaders whereas male must follow the transactional leadership
style. However if we look at many theories provided by professors and the practical
evidence it is seen that females are more preemptive of becoming the great leader
compared to male. Every literatures have their own view of seeing things but according
my point of view this statement would be correct in every situations.

As said female are willing to use the transformational leadership style whereas the male
prefer the transactional leadership style. we cannot simply compare the male and
female leadership style and say this one is the best. The true leader is the one who
have the knowledge of both kind of leadership style and can work on both planes
according to the situation demand of the company. The leader need to understand that
in what scenario transactional and transformational leadership is required. There are
many companies who has been using the both type of leadership style to get the
effective results. Here is how both of the leadership style works in one organization. The
well established companies should prefer the transactional leadership style over
transformational leadership style because of standard flow of work which should not be
disturbed any kind of relationship quo. Whereas in the newly established company
might not take the transactional leadership, as their main priority would be retention of
the employees and influencing them toward their work where their main urgency at the
beginning will be the motivation factor. We have seen most of the companies have been
using the transformational leadership style until the company is well established and
once the company meet their standard position they automatically convert the
leadership style into transformational to keep the standard of the work and not allowing
their employees to get interrupted through any feelings[ CITATION Sco19 \l 1033 ].
Moreover, we can only use the transformation leadership style when the co-workers are
self-skilled and disciplined. As said leadership style is effective when the leaders and
followers cope with each other. While such leadership seems strong there are many
cons like there might be the chances of wrong abuse of power and employees can even
misuse the freedom and even backfire sometimes. As the transformational leaders are
supposed to provide the authority of independent thinking and encourages the followers
to become more creative and develop new skills. As there is substantial freedom in-
terms of work ethos, arrangement, strategies and deadline it may work in most of the
case but sometime employee might backfire if they take it for granted. And at that point
the leader must be prepared for such situation and should be able to transform their
leadership style into transactional or other style like McGeorge’s theory X and Y. due to
these reason it would not be totally right to say that female leaders are always the best
for the organization and every scenario. So in my point of view I would consider both of
the leadership style to be maintained according to the situation the organization
demands. Using the same style for a long run might also result in the negative
consequences so we need to prepared for converting our leadership style when
necessary[ CITATION Vra17 \l 1033 ].

Part-2- 10 marks each= 20 marks

You are required to perform in-depth research and analysis and answer the following
questions:-
 1. How COVID crisis could change the scenario of Organization? Use relevant
data, facts and company related examples.

The ongoing issues around the global is the case of COVID 19 which lead the economic
fall of the worldwide organizations. The way companies were operating has been
completely stopped or the way has taken the complete new route of getting things done.
Apart from the organization behavior and the way people working other things has also
been disrupted. All the critical organizations of the world are starting at now dealing with
the staggering effects of COVID-19. From gathering to advancing, 2020 has seen
moves in the way in which associations and affiliations work in the wake of the deadly
disease[ CITATION PWC20 \l 1033 ]

The executive trend survey was taken where the different researchers have made the
way if getting information into how the best 500 associations are responding to COVID-
19 and what authority pioneers acknowledge will be the effect of the amazing disease
towards their business and how their methods will change. It's apparent that coronavirus
has conversely influenced associations wherever all through the world and our review
results concrete it as such with an awesome 93% of respondents observing that it will
unfavorably influence their business. Regardless, what stands separated from the
outline is the amount of associations that acknowledge the negative impact of COVID-
19 will be available second, instead of long stretch. Specifically, only 28% of
respondents are expecting a drawn out negative impact while 65% are anticipating a
passing negative impact on their business. It is clearly seen that the negative impact
can be wide-proceeding to depend upon the possibility of the business itself, yet the
most clear one would be on their revenues. Many organizations are suffering huge
shots close to the beginning of 2020 on account of the speedy spread of coronavirus
and the outcomes of our survey show that 86% are foreseeing that pay should take
important falls in view of the quick impact of the erupt. Again researchers found that
86%, 33% are predicting a pay fall of over 15%, 21% acknowledge their business' pay
will fall inside 10%-15%, while another 33% envisions that their pay should fall 10% or
less[ CITATION Man20 \l 1033 ].
The essential drop in the revenue will have a stream down effect on the economy as
associations are endeavoring to change their business frameworks fully expecting a
fiscal downturn. From closing down the business to a drop in buyer assurance, COVID-
19 continues influencing associations and the way in which they work. In any case, the
official audit shows that various pioneers are anticipating that a money related crisis will
be the result. It's not an unassuming portrayal of reality to express that the pandemic
has by and large influenced the way wherein associations and organizations work
across various ventures. From our review, obviously various authorities are developing
new techniques to get ready for a post-coronavirus world.

At any rate 55% of those outlined are set up for an extension in long stretch remote
work conditions if there should be an occurrence of another organization improvement
impediment. Despite that, 51% of respondents are in like manner focusing on business
movement masterminding (BCP) and circumstance needing to direct potential perils
from a second or third flood of coronavirus [ CITATION Man20 \l 1033 ].

Other than the fall of revenues in organization the international markets are also
crashing. Businesses are being more affected than the local business because of
supply chain issue which is most integral part of the operation management in any
business. The working environment has been completely different. The issues that the
companies are facing due to this pandemic is, according to the CMIA report one crore
job cuts likely in textile industry. Most of the companies like adidas and Nikes are
shutting down their company and other industries that have their international expansion
in China are likely to corporate with the rules of the China[ CITATION the20 \l 1033 ].

2. How organizations are coping with the current pandemic situation in Nepal and
abroad.
COVID-19 has lead the global economy toward deep recession. Currently, there is
nothing to do from the government side except locking down the nation and treat
infected citizens. Nepal is heavily dependent on tourism and have created more than
a million job[ CITATION Hig20 \l 1033 ].After the crisis, people will stop travelling for
a long time and in this period tourism industry of Nepal will be hit very badly. To
cope with the situation, Industry will reduce the operating cost by laying people off
and this very same reason will increase the unemployment rate in Nepal. Other
industry will lay off people in order to stay in the business. However, intervention
from the government can minimize the rate of unemployment. In case of recession,
government inject money into the market through banks by lowering the interest rate
and this is the possible scenario in the Nepal. In USA, the unemployment increased
to 281,000 which made Federal reserve to inject more than a trillion dollars into the
market[ CITATION the201 \l 1033 ]. This money will help companies survive for a
while. Moreover, small businesses in USA is highly affected. The information that
has been received from the national federation of Independent business have
mentioned that the small businesses has been impact from the pandemic that
involves loss and sales and supply chain crushes. The researchers have found that
74% of the business told the pandemic has not yet impacted them but might impact
if pandemic prolonged, while the 23% has been negatively impact and 3% only
have positive impact on their small business[ CITATION Rog20 \l 1033 ].

Many integral process in the organization has been interrupted due to pandemic
issue going worldwide. For some multinationals associations or the companies that
have to operate from other nations has the condition of shutting it down or
reorganize and rebuild it. so most of the other association have to respond toward
such situation as they might face the similar issue in future. They must have plan to
keep their work consistency and de-chance the activities to help the association for
now and for the upcoming. COVID-19 is a remarkable general wellbeing crisis
influencing each industry. While some have more grounded defenses, others will
struggle to reset to an ordinary that is continually re-imagined—and
updated[ CITATION acc20 \l 1033 ].

The demand pattern of the consumers has been moved while worldwide supply
chains is re-steered. Governments will make much intervention and organizations
 should ceaselessly adjust to new and dubious economic situations. so this how the
organizations are dealing with the COVID 19 and it is suspected that the businesses
will be experience other issues if the Pandemic will be dynamic for a long-
run[ CITATION Acc20 \l 1033 ].

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