Leadership and Organizational Behavior Interview Analysis and Report

This report presents an analysis of an interview conducted to explore leadership and organizational behavior. The interviewee, an experienced team leader, was asked five questions regarding their leadership style, attitude towards their job and colleagues, organizational citizenship behavior, essenti...Read More

LEADERSHIP AND
ORGANIZATIONAL
BEHAVIOR

Introduction
• The purpose of this study is to observe the organizational behavior
along with the leadership traits of a person who has the experience of
working in an organization as a team leader or who is assigned in any
kind of administrative position. In this context, one interviewee with
relevant experiences is selected by the interviewer. After that the
interviewee is asked five different questions regarding leadership and
organizational behavior. Further the five answers provided by the
interviewee are analyzed so that individual leadership characteristics
are revealed.

In order to throw lights on the
leadership skills as well as traits
of the interviewee, his or her
Leadership style and characteristics
should be analyzed (Coccia, 2015).
Hence the first question will be:
1. What is the leadership style that
describes you the best?
FIRST QUESTION

Answer to Question 1.
The supportive approach of Path-Goal Leadership Style is considered to
be the leadership style that desc5ribes me the best. With the help of
Path-Goal Leadership Style I attempt to determine what are the
outcomes that subordinates want. Again, I reward individuals through
their favorable outcomes when subordinates perform well.

• Organizational behavior indicates to group as
well s individual performance the power to
establish professional connection the attitude
as well as etiquettes of the people engaged
with this organization. Organizational
behavior can be observed if the attitude of
the interviewee towards his or her job roles
and responsibilities and people of the
organization is observed (Wood, et al., 2013).
Hence the first question will be:
2. What is your attitude towards his or her job
roles and responsibilities and people of the
organization you are attached with?
SECOND QUESTION

Answer to Question 2.
I maintain a professional attitude within the organization. I possess a
positive attitude towards my occupation. Again I always focus on employee-
oriented organizational behavior. Hence, my attitude towards the
organization and its employees is supportive yet convincing .

Organizational Citizenship Behavior refers to
that voluntary commitment of the
employees to the organization they work in.
This voluntary commitment is not the part of
the employee’s contractual duties or
responsibilities. In order to understand the
characteristics traits and intention and
attitude of the interviewee towards the
organization he or she is committed to
organizational citizenship behavior of the
interviewee has to be noticed (Hashim &
Wok, 2014).
Hence the third question is:
3. Mention the organizational citizenship
behavior, you are engaged in?
THIRD QUESTION

Answer to Question 3.
I
consider that organizational citizenship behavior is an unofficial parameter depending on
which the nature appearance and professional skills of an employee is judged. Hence, I
consider it is my duty to be dedicated and hold a positive attitude towards the
organizational activities. I try to devote myself to all the duties related to my workplace,
even I serve the organization beyond the domain of my duties. For example I try to keep
my workplace and desk clean by instructing the cleaning staffs and cooperating with
them. Again , I cooperate with my peers and team mates ignoring personal issues. Thus I
maintain an organizational citizenship behavior which is effective to maintain a healthy
workplace.

In order to estimate the effectiveness of the
interviewee as a leaders as well as an
employee with excellent OCB skill, the
perception of the interviewee about his or
her own qualities should be known to the
Interviewer (Christina, et al., 2014).
Hence, the fourth question is:
What are the essential qualities in you
which have made you successful as a
Leader?
FOURTH QUESTION

Answer to question 4
I consider that my flexible personality as well as self efficacy, my
determination, management skills and power to motivate my
subordinates, have made me successful as a leader. Apart from that
one of the remarkable qualities that helped me to reach to each and
individual employees, is my communication skills. It is my
communication skill and power to convince, with the help of which, I
have become successful to convey the mission and vision of the
organization effectively to the subordinates and also convinced the
team members to achieve individual goals.

In order to analyze the nature
performance and professional behavior of
the interviewee , the work culture of the
organization needs to be known to the
interviewer. In this context the positive
and negative elements of the work
Environment (Xerri & Brunetto, 2013).
Hence the fifth question is:
Talk about the advantages and
Disadvantages of the work culture of the
Organization your are engaged with.
FIFTH QUESTION

Answer to question 5
• The advantages of the work culture:
1. Disciplined
2. Supportive and empathetic to the employees
The disadvantages of the work culture:
3. Lack of opportunities to relieve stress
4. Sometimes lenient towards the bad habits of the employees

Conclusion
• In the conclusion it can be stated that this interview was fruitful to
know about the organizational behavior as well as the leadership style
and other characteristics of the interviewee that has made the
interviewee an effective leader and valuable employee of an
organization. This interview also throw lights on the positive factors
and the loopholes of the work culture of the organization.

References
• Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Morrison, R., Seet, P. S., ... & Osborn, R.
(2013). Organisational behaviour: Core concepts and applications. John Wiley & Sons.
• Coccia, M. (2015). Structure and organisational behaviour of public research institutions under unstable
growth of human resources. Coccia, M.(2014)‘Structure and organisational behaviour of public research
institutions under unstable growth of human resources’, Int. J. Services Technology and
Management, 20(4/5), 6.
• Hashim, J., & Wok, S. (2014). Predictors to employees with disabilities’ organisational behaviour and
involvement in employment. Equality, Diversity and Inclusion: An International Journal, 33(2), 193-209.
• Christina, S., Dainty, A., Daniels, K., & Waterson, P. (2014). How organisational behaviour and attitudes
can impact building energy use in the UK retail environment: a theoretical framework. Architectural
Engineering and Design Management, 10(1-2), 164-179.
• Xerri, M. J., & Brunetto, Y. (2013). Fostering innovative behaviour: The importance of employee
commitment and organisational citizenship behaviour. The International Journal of Human Resource
Management, 24(16), 3163-3177.