Organizational Behaviour Question Answer 2022

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Organizational Behaviour and Management
Student’s Details

Organizational behaviour 1
Q-1
Abstract
To be a successful manager, managers need to develop leadership skills. Although, managers
and leaders seem the same by nature of their jobs but their characteristics differentiate to each
other. In organization managers and leaders play various roles and follow various methods to get
work done. This discussion includes a differentiation between the roles of managers and leaders.
Key Points to Note
Every manager is not a leader. There are plenty of distinctions between managers and leaders.
Leaders are vision creators and inspire their team to turn vision into reality. Leaders also
influence the people and team by their unique and trustworthy personality and behaviors.
Leaders have a great ability to risk-taking, as they are always willing to go beyond the
boundaries. By the influencing behaviors of leaders, leaders create relationships with their
stakeholders (Khoshhal & Guraya, 2016). Whereas, a manager sets organizational goals and
objectives and gets work done by the team to achieve these objectives in a certain period.
Mangers control and direct to team towards goal attainment. Unlike leaders, managers work on
an already set structure that is influenced by the leadership style of organizational leaders (Azad,
2017).
Examples to Validate viewpoints
Marry Barra made her career from an engineer to HR and reached to the position of CEO of
General Motors. Marry Barra works on the principle of winning the heart of employees to
organizational success. Being an organisational leader Merry Barra believes in Collaboration,
transparency, embracement for innovations and creativity, adaptation for technology and

Organizational behaviour 2
advancement, pushing the employees to gaols accomplishment by inspiring them, encouraging
the team for bringing out their best and keep the team highly motivated (Fessler, 2018).
Marry Barra in her "consensus approach" she always stays aware about inputs are giving to
achieve objectives and believes in the critical evaluation of each and everything taking place in
the organization. She highly believes in organisational transparency and openness and provides
an environment to win the organisation where employees can voice their opinions. Indeed, she
also follows and goes through the feedback given by the employees for potential improvements
in the organization (Zarrow & Grant, 2019).
Marry Barra has a great personality of risk-taking attitude, and always welcome to innovations
and technology advancing in the organisation, unlikely just a manger to follow existing working
conditions and scopes or be in comfort zone, she adapts to change by risk-taking. Apart from
these, Marry Barra, also works and puts her efforts to increment of meaningful engagement of
employees and develops a sense of employment and belongings to pour in the quality of honesty
and loyalty in the employees or team (Engelmeier, 2014).
With a charismatic, transformational, ethical and participative leadership style she proved herself
a great leader. Being the first female CEO in the automobile sector, Merry Berra has poured
enormous efforts and hard work to make leading automobile companies to General Motors in the
automobile industry. She is a great leader with high leadership potential and abilities. The
attitude of Berra for acceptability and flexibility makes her a successful leader in the automobile
industry as well as in the business world.
Apart from leadership skills, Merry Barra also has managerial skills. According to theorist Henri
Fayol 14 major roles of a manager are division of work, responsibility and authority, unity of
direction, unity of command, subordination of individual interest, remuneration, the degree of

Organizational behaviour 3
centralization, order, scalar chain, stability of tenure of personnel, equity, initiative, and esprit de
corps (Toolshero, 2020). Being a top manager in the company Merry Barra also plays most of
these roles in the organisation.
Key Decisions/Suggestions/Learning
This study concludes although mangers and leaders assume the same by their roles there is a
significant difference between the manager's roles and leader's role. Major differences between
managers and leaders are goals and vision setting, way of work done, inspiration and motivation
methods and developing organizational culture.

Organizational behaviour 4
Bibliography
Azad, N., 2017. Leadership and Management Are the same. American Journal of
Pharmaceutical Education, 81(6), pp.102-15.
Engelmeier, S., 2014. Did Mary Barra’s Inclusive Leadership Style Propel Her to The Top.
[Online] Available at https://www.industryweek.com/leadership/companies-executives/article/
21962100/did-mary-barras-inclusive-leadership-style-propel-her-to-the-top [Accessed 11
January 2020].
Fessler, L., 2018. GM CEO Mary Barra says too many women quit their jobs for the wrong
reason. [Online] Available at: https://qz.com/work/1175673/general-motors-ceo-mary-barra-on-
her-leadership-style-and-career/ [Accessed 11 January 2020].
Khoshhal, K. & Guraya, S., 2016. Leaders produce leaders and managers produce followers.
Saudo Media Journal , 37(10), pp.1061-67.
Toolshero, 2020. 14 Principles of Management (Fayol). [Online] Available at:
https://www.toolshero.com/management/14-principles-of-management/ [Accessed 13 January
2020].
Zarrow, L. & Grant, A., 2019. 8 Insights on Leadership from GM CEO Mary Barra and the
Wharton People Analytics Conference. [Online] Available at:
https://www.wharton.upenn.edu/story/8-insights-leadership-gm-ceo-mary-barra-wharton-people-
analytics-conference/ [Accessed 11 January 2020].

Organizational behaviour 5
Q-2
Abstract
Human resources are key assets for organisational growth. Thus, organisational managers need
to keep employees motivated to improve productivity and growth. This study discusses
motivational theories given by Maslow and Herzberg to motivate the employees in a business
organization.
Key Points to Note
According to Maslow's theory, there are five categories of human need which are physiological
(basic need), personal safety and security, love and belongings, self-esteem and self-
actualization. This theory states that, when a person feels that his previous need has been
fulfilled and he/ she is fully satisfied, he/she moved to higher need in the hierarchy. Further
research and social scientists do not fully support Maslow's need hierarchy theory. Though, this
theory has a significant contribution to the development of other psychology theories (Abulof,
2017). Herzberg's two factors theory supports that people tend to be more productive when they
feel motivated by responsibility, interesting work and appraised and awards. Some negative
hygiene factors such as low pay, poor working conditions, biased and poor relationship, and low
teamwork lead demotivation of employees that results in low productivity (Alshmemri &
Shahwan, 2017).
Examples to Validate viewpoints
Maslow’s Need Hierarchy