1) a) Explain the relationship of the three levels of analysis in organizational behavior?

b) What are the issues of concern in a matrix organization? 2) a) Explain the goals of organizational Behavior? b) Discuss the type of organizational structure? Entrepreneurial Line Line and staff Functional Project Matrix

c) What is organizational socialization? Explain the factors affecting the same. 3) a) How does Operant conditioning differ from Classical conditioning? Classical conditioning Simple form of learning in which conditioned response is linked with an unconditioned stimulus Dog and bell experiment Operant conditioning Also known as reinforcement theory and suggest that behavior is a function of its consequences .A type of conditioning in which desired voluntary behavior leads to a reward or prevents a punishment. A type of conditioning in which desired voluntary behavior leads to a reward or prevents a punishment. This was popularised by B.F.Skinner Behaviour is a function of consequences Behaviour is likely to be repeated if the consequences are favourable. It will not be repeated if the consequences are unfavourable The relationship between the behavior and consequences is the essence of operant conditioning

Cat and latch experiment or pigeon and grains experiment b) Discuss Attribution theory with suitable examples? Attribution theory refers to the ways in which we judge people differently, depending on what meaning we attribute to a given behavior. Whenever we observe the behavior of an individual, we attempt to determine whether it was internally (done deliberately by him)or externally caused(not because of his own choice). The determination of external or internal caused behavior depends on 3 main factors. Distinctiveness (refers to whether an individual displays different behavior at different situation. If the behavior is usual(internal)and if its unusual(external factors)(late coming to class) Consensus:-refers to the uniformity of the behavior shown by all the concerned people.(if everyone reports late , external) Consistency:-while judging the behavior , the person looks at his past records

c) Explain how the equity theory helps organizational decision making? This is alternatively known as social comparison theory and inequity theory. This is on the assumption that individuals are motivated by their desire to be equitably treated in their work relationships If employees feel that they are either overpaid or underpaid , equity theory posits that they will be motivated to restore equity Inequity is defined as the perceptions that persons job inputs /outcomes ratio is not equal to the inputs /outcomes ratio of the comparison other The basic equity proposal assumes that upon feeling inequity , the person is motivated to reduce it. The greater the felt inequity, the greater the motivation to reduce it Propositions relating to inequitable pay: Overrewarded employees produce more than equitably rewarded employees. Overrewarded employees produce less, but do higher quality piece work. Underrewarded hourly employees produce lower quality work. Underrewarded employees produce larger quantities of lower-quality piece work than equitably rewarded employees

4) a)What is selective distortion? How does it influence perception of individuals? Explain with an example Perception initiates with the presence of a stimulus situation. Registration involves the physiological mechanism including both sensory and neural.

Interpretation is another crucial sub process. Motivation, personality, learning and other psychological processes assist in perceptual interpretation. There are many stimuli demanding attention of the individual at the same time and that individual can sense only a limited amount of stimuli at a time. we are characteristically selective We close of entirely certain stimuli and tend to open channels to others. Two terms are involved in this selective phenomenon: attention-all aspects of selective process and set- specific factors within individual themselves Some factors that attract attention lie in the situations and some are within the individual. The factors that are in the situation are called external attention factors and those factors that are within an individual are called internal set factors External attention factors Intensity Size Contrast Repetition Motion Novelty / familiarity Internal set factors Habit Motivation and interest Learning Org role and specialization Sensory limits and thresholds-each sense receptor req a minimum level of energy to excite before perception can take place- absolute threshold

b) Explain the key tenants of expectancy theory. The strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual. Key Variables

Key Variables

First-level outcomesresults of doing the job Second-level outcomespositive or negative events produced by first-level outcomes Expectancyeffort-performance belief .It is a belief that efforts will lead to completion of task Instrumentalityrelationship between first-level and second-level outcomes. Valencepreference for a second-level outcome or the degree of desirability of outcomes as seen by the individual

C) What is meant by Role? How is it important in the study of OB? There was always the need for clarity of what a person occupying a role in an org is supposed to do Job description-list of requirements for the job holders Job analysis- analysis of the responsibilities a job contains-----task analysis Two models in task analysis:- British model and American model British modelanalysis in terms of specific activities for which the job holder is held responsible American model- emphasize on competencies needed for the job Role-position occupied by an individual in a social system and is defined by the function he performs in response to the expectation of the significant members of the social system and ones own expectation form the position occupied by oneself Focal role -the role being considered and discusses for role analysis Role occupant- person holding and performing the focal role. Role set- a group of significant role around and interacting with the focal role. Task analysis becomes unsuitable for the increasingly complex reality of org work. This became inadequate as managerial jobs became more complex, more responsibilities came into each jobs and team work and group dynamics came into picture. Role analysis treats jobs as static and pre determinant. Roles in an org are defined by the expectation of role set members. But such expectations generally remain silent and several of these remain unshared and un responded. So there is a need to systematically generate and integrate such expectations. This is done by role analysis It is a structured exercise to provide an overall picture of what the role is supposed to achieve, the rationale for its existence in an org, its interlinkages, and attributes of an effective role occupant. Helps in defining reciprocal expectations, in bringing objectivity to formal and informal exchanges

enhances participation/productivity by reducing distortion caused by role ambiguity. Helps in the development of participative culture and team building and finally role directory. Role directorycompilation of role analysis of all the major roles in an org. increases clarity, their key functions, critical attribute and norms. Helps in self-development, org development and in performance planning, Increases job satisfaction and reduces stress 4) Explain the trait theory of personality? Individuals personality is composed of definite pre-dispositional attributes called traits

Assumptions: Traits differ between people. Traits are relatively stable & have fairly universal effects on behaviour irrespective of the environment (or situation). It is possible to infer about traits by measuring behavioural indicators Allports trait theory based on the distinction between common traits and personal dispositions Personal dispositions Cardinal (most pervasive) Central (unique and limited in number) Secondary (peripheral) Unique to the individual

Common Traits Religious Social, economic, political, aesthetic, Theoretical Used to compare people Raymond Cattell developed traits using psychological test measures. Through research an attempt has been made to find a relationship between trait & assorted behaviour. Surface traits:-35 in number clustered by correlation Ex. Wise-foolish, Affectionate-cold, Traits lie on the surface of the personality & are determined by the Underlying source traits

Source traits :-12 in number Ex. Affectothymia,(good nature & trustworthy) versus Sizothymia, (critical and suspicious), ego strength (mature, realistic)Versus emotionality and neuroticism (immature, evasive) Sheldons Trait Theory: Physical structure

Viscerotonia (love of comfort and affection) Somatotonia (physical adventure & risk taking) Cerebrotonia (restraint & inhibition) Temperament

Endomorphy (soft & spherical structure Mesomorphy (tough and muscular body) Ectomorphy ( Linear & fragile body)

Limitation: More descriptive not a comprehensive theory of personality, Terms difficult to define no scientific reliability about the results b) Discuss the factors affecting group cohesiveness. c)Explain the model of group formation. 6) a)How does Social loafing affect teams? Social loafing is the tendency for individuals to expend less effort when working collectively than when work individually. b)What is the importance of reciprocal interdependence in teams? c) What is group cohesiveness? Explain how group cohesiveness is related to employee productivity? 7) a) Discuss the factors affecting organizational change? b) Different conflict management styles are effective in different contexts. Discuss c) What is an ego state? Discuss how the type of ego state influences interpersonal communication?

8) a) How is legitimate power different from expert power? Legitimate Power Ones structural position The power a person receives as a result of his or her position in the formal hierarchy of an organization Expert Power Influence is based on special skills or knowledge b) Define organization development .Explain how OD is important in todays organizational context. o OD is an effort to improve an organisations effectiveness by dealing with individual , group, and overall organisational problems from both a technical standpoint and a human point. It is a planned process of change in an organization's culture through the utilization of behavioral science technology, research and theory It is the art of learning to solve problems and take advantage of opportunities, to keep improving through the process of carrying out changes in the internal environment and to conform to the changing external environment Planned change:-To improve the functioning of individuals, teams and total organisation comprehensive change :-OD enables people to solve their problems, Emphasis upon work groups with sociological flavour Long term change:-Apply research process in which participation of members in all activities is ensured for the process of diagnosis and action OD improves organisation process ,structure and change in the organisational system Perceptions of organisational problems by key people Perceptions of relevance of behavioural science to solve those problems Top level management initiative Participation of work teams Involvement of HR people Development of internal OD resources

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Ensuring congruency between previous managerial practices and OD To develop total organisation and improve organisational performance and innovativeness To improve the organisational effectiveness and quality of work life of members To enable both organisation and individuals to achieve their respective goals To prepare the organisation to face the changing requirements of external environment by creating adaptability Changing the organisations formal structure which involves combining departmental responsibilities ,removal of vertical layers, widening spans of control so as to make it less bureaucratic and more flat ,reducing the number of rules and procedures to increase employees autonomy Job design is concerned with the way the tasks are combined to form complete jobs, besides making jobs more challenging, interesting and motivating

c)Explain various conflict resolution strategies in managing interpersonal relations.