Organization Behaviour

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ST. JOSEPH’S COLLEGE OF COMMERCE (AUTONOMOUS)
END SEMESTER EXAMINATION – OCTOBER 2013
M.COM – I SEMESTER
ORGANIZATION BEHAVIOUR
Duration: 3 hours Max. Marks: 100
SECTION – A
I) Answer ANY SEVEN out of the following ten. (7×5=35)
1. Define Power. Explain the four bases of position power.
2. Explain “Big five dimensions of Personality”.
3. Differentiate between “Groups” and “Teams”.
4. Explain the three components of Attitude.
5. Explain the various “styles” of Leadership.
6. What do you mean by Learning Organizations? What is the need for Organization
Learning ?
7. Explain the ‘types” and “significance” of Values.
8. Explain the three types of organization structure.
9. What are the benefits of a Good Organization.?
10. Explain with the help of a diagram, Mc. Gregors Theory X and Theory Y.
SECTION – B
II) Answer ANY THREE out of the following five questions. (3×15=45)
11. What are the characteristics of an efficient Leader ? Explain the Behaviour Theory of
Leadership.
12. Explain the types of Organization Change. What are the reasons for organization
change? Why people resist change?
13. “Formation of groups is necessary as man is basically a social being’. Comment and
explain. Also explain the “Vroom-Yetton Model’.
14. (i) what is work place politics ? Explain the reasons for the same.
(ii) Give the meaning of Conflict. Explain the “Skills’ required for Conflict
Management.
15. Define “Team”. Explain the significance of Team Building. Also explain the process of
Team Formation with the help of adiagram.
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SECTION – C
III) COMPULSORY CASE STUDY (20marks)
16.
Hindustan Lever Research Centre (HLRC) was set up in the year 1967 at Mumbai.
At that time the primary challenge was to find suitable alternatives to the edible oils and
fatsthat were being used as raw materials for soaps. Later, import substitution
and export obligations directed the focus towards non-edible
oil seeds, infant foods, perfumery chemicals, fine chemicals, polymers and nickel
catalyst. This facilitated creation of new brands which helped build new businesses.HUL
believes in meritocracy and has a comprehensive performance management system, which
ensures that people are rewarded according to their performance and abilities.
Almost 47% of the entire managerial cadres are people who have joined
through lateral recruitment. Ove r the years many break through innovations
have taken place. Hindustan Lever Research
gained eminence within Unilever Global R&D and became recognized as one of
the six global R&D Centers of Unilever with the creation of Unilever Research Indiain
Bangalore in 1997.A t Banga lor e R&D cent e r , a t e am of 10 sc i ent i s t s we r e
appoint ed for a proj e c t on ‘shampoo’ line. Suranjan Sircar heading the team as
Principal Research Scientist with the
support of Vikas Pawar, Aparna Damle, Jaideep Chatterjee, Amitava Pra
manik asResearch Scientists. Suresh Jayaraman & Punam Bandyopadhya
y we r e Re s e ar chAssociates. Vikas Pawar came up with an idea of pet shampoos during
brainstorming with the team.“Hey, why don’t we target the pet care segment because
in India, pet industry is being seriously looked at as a growing industry. I had
been working on this concept for a few weeks & have done some initial research
as well”, said Vikas. “I think we should just focus on the dog segment &
bring out a range of shampoos that are breed specific ,contributed by
AparnaDamle, who was a new unmarried scientist in the company. “Oh
that’s a really great idea, a breakthrough” said Jaideep &Amitava appreciating
Aparna. The idea given by Aparna got support from both colleagues & head. Vikas was
although not comfortable with his credit being taken away. He also felt that
creating brand specific shampoos would not be a profitable innovation thus, no
point concentrating efforts on that. With this in mind he put his point forward
but couldn’t gather consensus. After the discussion, Jaideep &Amitava being friends to
Vikas, consoled him & showed confidence in his plan & thoughts. “We understand what you
are going through. The idea was yours & Aparna took all your credit. Don’t worry we are
with you & be careful from next time.
Nevertheless, in the meeting Aparna presented her proposal for
the ide a ment ioning requirements & chemical details. The meeting began with
motivational speech & plan of action by the head of the team. A lot was discussed in detail &
tasks were allotted alongwith deadlines.Immediately after the presentation Jaideep
&Amitava approached Aparna& eulogized her research & proposal reiterating the
importance of breed specific range of shampoos. V ikas lay as ide hi s ego & went
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ahead with full dedication & commitment, however during the tenure of
the research he noticed poor attitude of team members. Punam was not regular
with deadlines; she submitted her research on breeds four days after deadline. Suresh was
asked to coordinate with members looking into chemical research but Vikas observed him
most of the times in the recreation room, so he asked him “Hi, so what’s the
progress in chemical research so far?” Suresh replied that he had done whatever
he was asked to do by senior scientist. He reported this lack of commitment & proactive
attitude to Suranjan Sircir & asked for an action against them. “Hmm… I know what’s
happening in the team. I have worked for 20 years in this industry & from my
experience I know what to do & when to do”, he retorted back. Finally the project
got completed 4 months after deadline. Vikas went back to the lab; sitting &
wondering at the flaws in the group.
Questions:
Q1 Analyse the group behaviour of the team. Study the informal & formal groups in this
case.
Q2 Point out flaws in the group & recommend solutions to overcome them.