NMIMS GLOBAL ACCESS

SCHOOL FOR
CONTINUING EDUCATION

NMIMS GLOBAL ACCESS

SCHOOL FOR CONTINUING EDUCATION (NGA-SCE)

ORGANISATIONAL BEHAVIOUR

Ans: -1 It may seem that we cannot do anything about our stress level. The bills
are not going to stop coming, there will never be more hours in the day for all our
needs, and our career or family. Responsibilities will always be demanding, but
we can lot more control than we might think.

Stress is all about taking charge of our thoughts, our emotions & schedule, and
the way we deal with our problems.

Stress management starts with identifying the sources of stress in our life. We
are constantly worried about work deadlines. But it’s may be our thinking rather
than the actual job demands.

It is important to identify our true source of stress. We should look closely at our
habits, attitude.

A stress journal can help to identify the regular stressors in our life and the way
we deal with them. Each time we feel stressed, we should keep track of it in our
journal.

 What caused our stress (make a guess if you’re unsure)

 How we felt, both physically and emotionally.

 How we acted in response.

 What we did to make ourselves feel better.

Stress Management Strategy #1: Some sources are unavoidable which we can’t
prevent or change. Such as death, serious illness and national recession. Many of
the things we become stressed by at workplace are not as much serious as we often
make them. In such cases nobody is hurt, sick or dying. The first step to keeping
our stress under control is to keep our work events in reasonable perspective.

Stress Management Strategy #2: Another big reason is time, that’s why
management is stressful. The most effective step in it is to keep our time free (one
afternoon a week) from all meetings, calls and miscellaneous intrruptions.

Stress Management Strategy #3: Beyond a positove attitude we can reduce stress
from our life by nurturing ourselves by regularily take time for fun, relexation and
exercise.

By taking following steps we can save ourselves from stress:

 Go for a walk
 Call a old good friend
 Play with a pet
 Exercise in gym and sweat out tensions with a good workout
 Listen to music, wacth a comedy shows
 Spend time with nature

Physical activity plays a key role in reducing and preventing the effects of stress.
Make time for at least 30 minutes of exercise, three times per week.

Be mindful of what you eat. Start your day right with breakfast, and keep your energy
up and your mind clear with balanced, nutritious meals throughout the day.
Avoid alcohol, cigarettes, and drugs. Self-medicating with alcohol or drugs may
provide an easy escape from stress, but the relief is only temporary. Deal with
problems head on and with a clear mind.

Relax-let yourself be at peace with simple things. Read some uplifting quotes, a
poem or prose, listen to some music. Enjoy being you on your great adventure of
life.

Stress Management Strategy #4: Building a supportive network of friends,

colleagues, mentors and HR contacts may help to reduce stress in an organisation.
It’s an another and successful way to reduce the stress in workplace.

STRESS AT CORPORATE WORLD:

Stress at the workplace is nothing new, but it has become such a huge problem.
Here’s why cases are spiking and how corporates are batling with the virus.

SOME LATEST EXAMPLES OF STRESS FROM CORPORATE WORLD:

#. Few months back a 48 years old top executive of a big company in india commited
suicide by jumping from 19th floor fromhis apartment. Reason was stated that he
was under a lot of stress and was fed with his life.

#. Few days later the 43 years old head of equities at renowned international bank
in india died from sudden heart attack.

#. The mumbai based managing director was apparantely on a business trip to Hong
Kong when he died, although there is no official statement on this death being
connected to stress

.
But according to the graph there are so many reasons of stress and lot of employees
suffered from this.

Stress Level (in %)

INABILITY TO MANAGE PERSONAL AND
30.1
PROFFESSIONAL RESPONSIBILITIES
INTERFERENCE OF PERSONAL RELATIONS AT
15
WORKPLACE
LACK OF SUPPORT FROM SENIORS 22.8

INADEQUATE INCOME 36.8

INABILITY TO PROCESS CONSTRUCTIVE FEEDBACK
29
FROM SENIOR OFFICERS
LACK OF WORK LIFEBALANCE 29.8

OVERTIME 30.1

DISRESPECT AT WORKPLACE 36.8

0 5 10 15 20 25 30 35 40

ACTION PLAN:

Here’s what we can do to keep stress at bay…..

 Provide required support to our junior employees to achieve targets.

 Encourage more organisational communication with employees.
 Strengthen interpersonal relationships at work by developing reward
systems.
 Include stress as a business indicator amd monitor it regularily.
 Invest time and money to understand what an employee wants.
 Integrate health and wellness initiatives into employee’s work schedule.
 Organise, promote and start programmes to explain about how to target root
cause of stress.

------------------------------------------------ END ------------------------------------------------------

Ans :-2

Organizations operate by distributing authority and setting a stage for the exercise
of power. Individuals who are highly motivated to secure and use power find a
familiar and hospitable environment in business.

Power and politics are important concepts in the study of Organisation Behaviour.
Both power and politics are dynamic concepts and are a function of interaction
between different elements in organisations.

POWER USED BY MR. KABIR

In the following statement Mr. Kabir has a capacity to influence Mr. Srivastava so
that Mr. Srivastava acts in accordance with Mr. Kabir’s wishes. Mr. Kabir used
Legitimate, Expert and Referent power to influence Mr. Srivastava.

Expert Power

 Influence based on special skills or knowledge

Referent Power

 Influence based on possession by an individual of desirable resources or

personal traits

TACTICS

Ways in which individuals translate power bases into specific actions

Nine influence tactics:

 Legitimacy
 Rational persuasion*
 Inspirational appeals*
 Consultation*
 Exchange
 Personal appeals
  Ingratiation
 Pressure
 Coalitions

POWER TACTICS:

* Rational Persuation:

It includes using facts, data and logical arguments to try to convince others.this is
the most commnly applied influence tactic.

* Inspirational appeals:

It seek to tap into our emotions, beliefs and values to gain support for a course of
action. It is authentic, personal, big-thinking and enthusiastic.

* Consultation:

It is most important and effective in organisation and cultures that value democratic
decision making.

POWER USED BY MR. SRIVASTAVA

In the following statement Mr. Srivastava used Coercive power to influence Mr.
Kabir. Threats and punishment are common tools of coercion. Implying or
threatening that someone will be fired, demoted, denied privileges, or given
undesirable assignments – these are examples of using coercive power. This
source of power is also problematic, it can cause unhealthy behaviour and
dissatisfaction in the workplace.
POLITICS

Organisational politics is often called “power” in action.

There are number of factors that appear to encourage political behaviour. Some are
individual characteristics, derived from the unique qualities of the people the
organization employees; others are a result of the organization’s culture or internal
environment.

Coercive power is the use of force to get one’s way.

------------------------------------------------ END ------------------------------------------------------

Ans :-3 (a)

The McClelland’s theory was proposed by a physicologist David McClelland, who

believed that the specofic needs of the individual are acquired over a period of time
and gets molded with one’s experience of the life.

He as identified three basic motivating needs, viz.

 Needs for Power

 Need for Afiliation
 Needs for Achievement

And along with this associatesperformed a considerable research work on these

basic needs.

Need for power (n-pow):

Power is the ability to induce or influence the behaviour of others. The people of
high powers needs seek high positions in the organisation. Like Nikhil.

Need for Affiliation (n-affil):

People with high need for affiliation derives pleasure form being loved by all and
tend to avoid the pain of being rejected. Like Navin.
Need for Achievement (n-ach):

McClelland found that some people have an intense desire to achieve, he has
identified following charecteristics of high achievers: Like Nishant.

 High achievers take the moderate risks.

 High achievers seek to obtain the immidiate feedback for the work done by
them for the progress towards the goal.

Hence, Needs theory of McClelland posits that the level of effectiveness and
motivationis of each person greatly influenced by these three basic needs.

------------------------------------------------ END ------------------------------------------------------

Ans :-3 (b)

Expctancy theory (or Expectancy theory of motivation) proposes an individual to

select a specific behaviour over other behaviours.expectancy theory is about the
mental processes regarding choice, or choosing. It explains the processes that an
individual undergo to take choices.

This theory emphasizes the needs for organisation to relate rewards directly to
performance and to ensure that the reward provided are those rewards deserved
and wanted by the recipients.

The theory states that the employees motivation is an outcome of how muchh an
individual wants a reward.

Expectancy is the faith that better efforts will result in better performance.

The expectancy theory concentrates on the following three relationships:

Efforts performance relationship: what is the likelihood that the individual’s

effort’s be recognised in his performance appraisal?

Performance reward relationship: it talks about thre extent to which the employee
believes that getting a good performnace appraisal leads to organisational rewards.

Rewards-personal goals relationship: it is all about the attractiveness or appeal

of the potential reward to the individual.
  In the case of Nishant: according to the “effect performnace relationship”
this is where an employee percieves that by exerting the efforts will lead to
performnace.

So the first expectancy theory relates to Nishant.

 In the case of NAVIN: according to the “pertformnace reward relationship”

the employee believes by performing at a certain level would led to a good
outcome.

So the second expectancy theory relates to Navin.

 In the case of NIKHIL: according to the “reward personal goal

relationship” where the employer rewards the employee for doing the great
job.

So the third expectancy theory relates to Nikhil.

------------------------------------------------ END ------------------------------------------------------