Organizational Behaviors - Study Material with Solved Assignments

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Running head: ORGANIZATIONAL BEHAVIORS
Organizational Behaviors
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1ORGANIZATIONAL BEHAVIORS
Table of Contents
1. Week 5 Activity Perception and Individual Decision Making.........................................2
2. Week 6 – Motivation......................................................................................................2
3. Week 7 Activity (Group Behaviour and Team at Work)................................................3
4. Week 9 (Power & Politics).............................................................................................3
5. Week 11 (Organisational Change)................................................................................4
References.........................................................................................................................6

2ORGANIZATIONAL BEHAVIORS
1. Week 5 Activity Perception and Individual Decision Making
Perception is a process, which helps to judge a situation based on the
understanding one has about the subject. The understanding may be a reflection of the
knowledge, which he or she has about the concerned subject. Perception does also
influence individual decision-making. People rarely go against their perception while
deciding unless they have reasons to differ from it (Toplak and Weller 2016). The
relationship between Perception and Decision-Making can be understood by studying
the differing views of two people watching a movie. Recently, I watched the movie
"Interstellar”. The movie gives scientific reasons to the fact that the future can be made
on one's own. This means it is not pre-created. While I disliked the movie for various
reasons my friend had various other reasons to like it. My perception of things, which
were being communicated with this movie is based on what I have learned from my
ancestors and the holy books. I believe that except a few things like life and death other
things depend mostly on us. One becomes successful during their studies or work when
they work hard. On the other hand, a person fails to deliver the result when he or she
could not work as this was needed. The beliefs that made me perceive the movie in
such a way is way different from that of my friend. My friend has his reasons to like the
movie. He believes there is nothing unscientific. Even he associates scientific reasons
behind a person dying.
My views of a subject were fairly different from that of my friend. As a result, I
concluded or decided that the movie was less real. On the contrary, the movie quite real
for my friend. It is our perception that took us to differing decisions.
2. Week 6 – Motivation
Life at the airports for the security screening staffs is very difficult. They cannot
relax for even a while when they are on-duty. Their job demands a high level of
concentration from them (Chung, Jung and Sohn 2017). The cases of terror attacks
especially at airports across the globe have created the necessity for hard security
along with the premise. It also includes taking strict care of passengers’ belongings, so
that, the premise could be made safer. It sounds ethical and true as well from the
perspective of the passengers; however, security officers have a different perception for
the same. They might also be respecting it as there is no point in denying a fact, which
is for the safety of people and the airport premise. However, their jobs are at high
stakes during their entire shift time. The job security is low. Factors affecting their
motivation could be low job security, high work pressure, no rooms for error, working
conditions, the business demands and work flexibility and others. All these can affect
the level of motivation in security officers (Mohd et al. 2019).
There is a need to keep these employees motivated throughout their shift time. It
is important to keep them engaged with work. Any form of detachment from the work
should be avoided on a higher priority level. There are various ways to keep these staffs
motivated. One of these is distributing monetary rewards such as in the form of the pay
increases and bonuses. Recognizing a performance in the public and front of key
personnel within the organization is another way to boost their motivation to the job.

3ORGANIZATIONAL BEHAVIORS
Work-life benefits should essentially be distributed such as in the form of flexible
scheduling, personal time off, etc. Participative leadership style should exist in the
department. The Head of the Department (HOD) should provide adequate assistance to
these staffs (Johansson, Karimi and Peter Nilsson 2019).
3. Week 7 Activity (Group Behaviour and Team at Work)
There are five stages of team development. These are Forming, Storming,
Norming, Performing and Adjourning (Jovanović et al. 2016). Being the leader of a new
team I am responsible to take care of all these activities during the team development
process. There will be few things to follow to be able to develop a team effectively. At
the Forming stage, the leader should be very good at controlling the diverse views of
team members. Moreover, the leader should be able to illustrate clearly the objectives
of forming the team. The project should be explained to them in a way that it sounds
doable to them. Moreover, adequate assistance should also be assured. Storming is a
very crucial stage of team development. At this stage, leaders will be receiving differing
views of the team members on a fact. The leader without losing his or her control of the
purpose of team development should answer to their queries. The response should
sound genuine and relevant as well. When the stage is effectively managed the leader
should try to achieve Norming, the next stage in the team development process. At this
point, the leader should be able to develop the much-required trust in team members.
This is doable through the leaders' assistance on a problem and a recognition to the
performance. Performing follows this, which should be managed by embracing
constructive criticism. At this stage, the leader should focus on empowering its team
members. The leader can do this by involving its team members in the decision-making
and encouraging them to share their ideas. Adjourning is the last stage in the team
development process. It is where a project has to end. People become good friends
during a project. They might feel bad and less motivated for other projects to come. This
is where the leader would need to control their emotions and advise another way of
keeping in contact with their friends (Woodcock 2017).
4. Week 9 (Power & Politics)
The sources of power that are normally available for the leaders in the
Universities are Reward power, Coercive power and Legitimate power. The reward
power is available because they can reward performance in various forms. For
example, the reward can be in the form of acknowledging a performance in front of the
personnel. The coercive power is available to the leaders because they have
authorities to penalize mismanagement of a policy. The leaders can penalize the
students for late paper submission and unexcused absence. In this case, students try to
follow the policies to avoid these kinds of punishments. The leaders in the university
have the legitimate power as they can determine what to study when to complete the
paper and the standards the students have to maintain in while completing the paper
(Sturm and Antonakis 2015).

4ORGANIZATIONAL BEHAVIORS
The sources of power that may not be available to the leaders are Referent
power and Expert power. The leader has referent power available for him or her when
the students have a positive regard for them. It is when the leader is inspiring to his or
her students in the university. Now, this has many things attached to it. This depends on
what students perceive of their leaders. Similarly, the expert power is available to the
leader only when he or she has sufficient knowledge of the subject they teach in the
university. Once, there is proficiency in the leader related to a subject they will have
their source of power as hidden in the expert power (Hughes 2018).
To be effective the leaders should delegate power to their students to an
extent it is feasible. Referent power in the leaders is totally dependent on what students
perceive of their leaders. Hence, the leaders should have a feedback session with the
students. This will help to know their demands and expectations ensuring a few of which
should do the needful for the leaders (Hughes 2018).
5. Week 11 (Organisational Change)
Q1: Three Sustaining Innovations
1. Artificial intelligence (AI) is one of the innovations to have impacted the lives of
people over the past year. The development of AI using cloud technology is
making the technology more accessible. It has helped the prices to go down.
Companies like Google, Amazon and Microsoft are now utilizing it to provide
solutions on many technological and other problems faced by consumers every
day.
2. Babel-Fish Earbuds can be very useful in reducing language barriers to
effective communication. Google and Baidu are already into producing such
Earbuds. This works when one of the two people wears the Earbuds and the
other person holds a phone. The messages of the person wearing the Earbuds
will reach to the person holding the phone after being translated into a language.
The translation will be in a language that was set as the default language for the
phone.
3. Zero-Carbon Natural gas should provide relief from greenhouse-gas emissions.
To achieve the benefit a power plant can be established that cheaply and
efficiently captures carbon emitted from burning the natural gas. Exelon
Generation, CB&I and 8 Rivers Capital are already into practice with this form of
a plant (Kandampully, Bilgihan and Zhang 2016).
Q2: Three Disruptive Innovations
1. Internet of Things (IoT) will enhance the efficiency level of manufacturing,
mining and the healthcare industries. In this system, all devices could be
connected with machine-readable identifiers. This means any problem in the
devices could be known before it becomes devastating to a system.
2. 3D Printing will expectedly bring revolution to the world of manufacturing. It uses
the digital model to make a physical product.

5ORGANIZATIONAL BEHAVIORS
3. Robotics can revolutionize things as well. it can help to automate things that
were difficult as well as expensive to be automated. Some of the areas where it
can be immensely helpful are robotic surgical systems, nanorobotics and robotic
prosthetics (Moonesar et al. 2019).

6ORGANIZATIONAL BEHAVIORS
References
Chung, E.K., Jung, Y. and Sohn, Y.W., 2017. A moderated mediation model of job
stress, job satisfaction, and turnover intention for airport security screeners. Safety
science, 98, pp.89-97.
Hughes, B.E., 2018. Resilience of Grassroots Leaders Involved in LGBT Issues at a
Catholic University. Journal of Student Affairs Research and Practice, 55(2), pp.123-
136.
Johansson, P., Karimi, A. and Peter Nilsson, J., 2019. Worker absenteeism: peer
influences, monitoring and job flexibility. Journal of the Royal Statistical Society: Series
A (Statistics in Society), 182(2), pp.605-621.
Jovanović, M., Mesquida, A.L., Radaković, N. and Mas, A., 2016. Agile retrospective
games for different team development phases. Journal of Universal Computer Science,
22(12), pp.1489-1508.
Kandampully, J., Bilgihan, A. and Zhang, T.C., 2016. Developing a people-technology
hybrids model to unleash innovation and creativity: The new hospitality frontier. Journal
of Hospitality and Tourism Management, 29, pp.154-164.
Mohd, I.H., Mansor, U.H.A., Zamri, M.H. and Besar, T.B.H.T., 2019. Training and
Development in a Malaysian Airport Service Provider: The Impact on Employees’
Performance. Tourism Proceeding, pp.278-284.
Moonesar, I.A., Stephens, M., Batey, M. and Hughes, D.J., 2019. Government
Innovation and Creativity: A Case of Dubai. In Future Governments (pp. 135-155).
Emerald Publishing Limited.
Sturm, R.E. and Antonakis, J., 2015. Interpersonal power: A review, critique, and
research agenda. Journal of Management, 41(1), pp.136-163.
Toplak, M.E. and Weller, J. eds., 2016. Individual Differences in Judgement and
Decision-making: A Developmental Perspective. Psychology Press.
Woodcock, M., 2017. Team development manual. Routledge.