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Paper - IV: ORGANIZATIONAL BEHAVIOUR
Assignment 1
1-Discuss the significance of organizational behaviour.
Significance of Organisational Behaviour
OB is concerned with understanding, applying and controlling of behavioural and structural knowledge of an
organisation for organisation's effectiveness. Management function includes Planning, organising, leading and
controlling where people are involved in different roles (interpersonal roles, informational roles, and decisional roles)
and different capacities. Therefore, for an organisation to succeed it is very important for it to understand its
organisation's culture, people by way of understanding their perception, attitudes, motivation, personality, key
personality characteristics relevant to workplace, learning, job satisfaction, etc through theories of motivation,
learning, and reinforcement. And mould their dissatifaction to satisfaction, motivate them to achieve desired results,
provide them appropriate work culture, growth opportunities, punish their inappropriate behaviour, and infusing
learning environment and leadership.
Importance of Organizational Behavior:
1. It builds better relationship by achieving people’s, organizational, and social objectives.
2. It covers a wide array of human resource like behavior, training and development, change management,
leadership, teams etc.
3. It brings coordination which is the essence of management.
4. It improves goodwill of the organization.
5. It helps to achieve objectives quickly.
6. It makes optimum utilization of resources.
7. It facilitates motivation.
8. It leads to higher efficiency.
9. It improves relations in the organization.
10. It is multidisciplinary, in the sense that applies different techniques, methods, and theories to evaluate the
performances.
2. Examine the reasons for group formation.
Reasons for Group Formation
 Personal Characteristics: Individuals with similar beliefs, attitudes and values are more likely to form groups.
 Opportunity for interaction: If the employees of an organization, are given an opportunity to interact with one
another, they find that they have many things similar, which also creates a group.
 Interest and goals: When individuals share common interest and goals, it requires cooperation and coordination for
its achievement, which also results in the formation of groups.
 Influence and power: Last but not the least, a group has more influence and power, as compared to an individual,
which also promotes its formation.

In general, groups are created out of individual need satisfaction, which can be personal, social or economical.
Meaning that the members need to associate with the group in order to fulfil their basic needs.
3. Critically examine Theory ‘X’ and Theory ‘Y’.
Theory X and theory y are considered as theories of human motivation at the workplace. This theory was developed
by Douglas McGregor in 1950s at MIT. Both theories X and Y are proposed by McGregor which describe the
workforce models which are contrasting in nature and which are used by reporting managers in organizational
behaviour and human resources at a typical workplace.
These theories are used in management studies and are used to study the effect of motivation and productivity in
employees in different ways.
#1 Internal motivation:
Theory X assumes that there is no internal motivation in employees and only awards and punishment can generate it,
while on the other hand, theory Y assumes that employs are full of internal motivation and do not require any external
gratification.
#2 Work:
In the case of theory X, the assumption is that workers or employee is do not tend to like work, but in the case of
theory Y there is the liking of work, and it is a natural process. Theory X also assume that the employees have very
little ambition but theory Y assume the contrary that employees have a very high ambition.
#3 Control and Authority:
Theory X assumes that there is a centralization of authority and very tight control over the employees, but theory Y
says that the authority should be decentralized and that should be leniency in control.
#4 Leadership style:
Many have categorized Theory X as an autocratic type of leadership and Theory Y as Democratic style.
Application of theory X and theory Y in motivation:
In spite of having contrasting views theory, X and Y have found a lot of applications in many fields and workplaces.
4. Discuss the concept of organizational change.
Organizational change is an organizational strategy that responds to the need for a company to make
changes. This, in order to improve the administrative, social, as well as technical management of the
organization.
With organizational change we refer to an organizational strategy, which can be applied by a company. This, as its
name suggests, responds to a need for change that the company presents, due to dysfunctions in the performance of
any of its areas. For this reason, these strategies are focused on improving some of the different areas that the firm
presents, whether in the administrative, technical or social areas.
Thus, we live in an increasingly globalized world, and where changes are the order of the day. The scenario is
increasingly volatile and the resilience that companies must show is increasing, so that organizational change is a
strategy that is increasingly present in companies. Through this strategy, firms try to adapt to new environments, trying

to improve in those aspects in which, previously, they showed weaknesses that endangered the progress of the
business.
These changes, as we will see later, can affect part or all of the business. In the same way, they can be accepted by
the company, or face the members themselves with the management. And this, in the same way that we can speak of
gradual or radical changes. These changes are motivated by dysfunctions or underperformance in certain areas.
Characteristics of organizational change
That said, let’s see the main characteristics of this strategy to consolidate the concept:
 It is an organizational strategy.
 It responds to a need that the company has.
 It is based on the application of changes in one or more areas of the company.
 These changes are promoted in order to improve the performance of said area.
 It is a necessity, as it can jeopardize the progress of the business.
 These types of strategies can be accepted by the company, or employees could show resistance to this
change.
 Changes can occur in a specific area of the business, or in the entire business model.
 These changes can be gradual or radical, depending on the immediacy of said need.
 Organizational resilience measures, among other things, the ability of the company to adopt these changes.
5. Critically examine the concept of organization development.
Organisation is an open system and therefore must develop itself by adopting various changes to meet the challenges
thrown out by the constantly changing environment.
OD incorporates various changes and accordingly takes up management development and training programmes to
cope up with the situation.
Organisation development takes the help of social sciences such as psychology and sociology and anthropology. A
continuous research and theory building is the crux for OD because it concerns with people.
It helps increasing organisational effectiveness. OD involves the changes over a long period of time in systematic and
planned manner in work culture, organisation structure, its people, process, strategy, objectives etc. The help from
various other social sciences is sought to develop and maintaining organisational health and soothing climate.
Characteristics of Organisation Development:
Organisation development has the following characteristics:
1. Programme is planned involving all the departments and subsystems seeking their coordination.
2. The top management is committed to the programmes for organisation development.
3. It is related to organisational objectives.

4. OD is based on research. Continuous research goes on because interventions are based on findings.
5. It utilises change agents to motivate the group of people to accept the changes within the organisation as a part of
OD.
6. OD lays stress on changing the behaviour of people.
7. It seeks interaction between various groups to cope up with the changes that OD will incorporate.
8. Propagation is made so that people should know about the developments. Feedback is taken.
9. OD through discussions solutions to the problems is sought. All problem solving research constitute action research.
10. OD takes pretty long time to implement.
Assignment 2
1-. Examine the causes and consequences of accidents.
Workplace accidents can be costly no matter how minor they may be. When safety procedures are not followed and
accidents occur, the financial impact to your organization can be staggering. Workplace accidents are generally
classified as either employee or customer.
Some of the consequences of employee accidents include:
 Personal hardships [pain and suffering]
 Loss of work
 Reduced productivity
 Poor employee morale
 Increased unnecessary costs to the organization [medical expenses, increased worker’s compensations, and
increased insurance premiums]
Some consequences associated with customer accidents include:
 Poor company reputation
 Decreased customer satisfaction
 Reduced repeat business and referrals
 Potential litigation.
Over 90% of workplace accidents are caused by unsafe acts or conditions. The most common causes of injury to
employees and customers include:
 Improper handling of objects [lifting, pushing, pulling, etc.]
 Falls [standing in chairs, wet floors, tripping over objects, poor housekeeping, etc.]
 Struck by falling objects [items from shelves, hangers on the wall, etc.]
 Running into objects [boxes, furniture, equipment, glass windows, etc.]

 Improper body movement [stooping, bending, twisting, etc.]
 Contact with electricity
In order to control accidents, you must be able to recognize unsafe acts and conditions and understand the
appropriate action needed to eliminate the hazard.
2. Explain the stages of group development.
This process of learning to work together effectively is known as team development. Research has shown that teams
go through these stages of group development development. Bruce Tuckman, an educational psychologist, identified
a stages of group development process that most teams follow to become high performing. He called the stages:
forming, storming, norming, performing, and adjourning.
1. FORMING STAGE
The first stage of team development is forming, which is a lot like orientation day at college or a new job. You could
even compare it to going out on a first date. The team has just been introduced and everyone is overly polite and
pleasant. At the start, most are excited to start something new and to get to know the other team members.
The forming stage includes:
 Member’s skills, background and interests
 Project goals
 Timeline
 Ground rules
 Individual roles
As the group starts to familiarize themselves, roles and responsibilities will begin to form. It is important for team
members to develop relationships and understand what part each person plays. But, because this stage focuses more
on the people than on the work, your team probably won’t be very productive yet.
2. STORMING STAGE
Have you ever reached the point in a relationship where you become aware of a person’s characteristics and they
frustrate or annoy you? Perhaps they squeeze the toothpaste from the top of the tube instead of the bottom? Well,
congrats, you’ve entered the storming stage.
Being in a team is like being in a relationship. At first, you may think someone is perfect and flawless. But, then you
realize that they aren’t. Once you’re aware of their flaws, you either learn to embrace them or the relationship will
end quickly. In the storming stage, the reality and weight of completing the task at hand have now hit everyone. The
initial feelings of excitement and the need to be polite have likely worn off.
Some teams skip over the storming stage or try to avoid conflict at whatever cost. Avoidance usually makes the
problem grow until it blows up. So, recognize conflicts and resolve them early on.
3. NORMING STAGE
During the norming stage, people start to notice and appreciate their team members’ strengths. Groups start to settle
into a groove. Everyone is contributing and working as a cohesive unit.
Well, of course, you may still think that your tech guy’s choice in music is obnoxious. But, you also admire his
knowledge of web design and coding skills, and value his opinions on anything tech-related. Storming sometimes
overlaps with norming. As new tasks arise, groups may still experience a few conflicts. If you’ve already dealt with
disagreement before, it will probably be easier to address this time.

4. PERFORMING STAGE
If you’ve reached the fourth stage, pat yourself on the back. You’re on your way to success. In the performing stage,
members are confident, motivated and familiar enough with the project and their team that they can operate without
supervision. Everyone is on the same page and driving full-speed ahead towards the final goal. The fourth stage is the
one that all groups strive to reach. Yet, some do not make it. They usually fail to overcome conflict and can’t work
together.
5. ADJOURNING STAGE
In 1977, Tuckman added a fifth stage called adjourning. Once a project ends, the team disbands. This phase is
sometimes known as mourning because members have grown close and feel a loss now that the experience is over.
WHY ARE THE 5 STAGES OF GROUP DEVELOPMENT IMPORTANT?
Groups are so in-sync during the performing stage that it seems to happen naturally. But, don’t be fooled. The most
effective and high-functioning teams are cultivated. Throwing a group of talented people together doesn’t mean that
they will form a great team. Hoping that your company or project will be a success won’t make it happen.
3-. Examine the barriers to communication.
Communication is one of our basic needs. We require to communicate with many people for personal and professional purpose.
But while communicating we may face many hurdles or problems. Sometimes the message is not passed properly or gets lost.
There are chances of misunderstanding between the sender or the receiver. Sometimes language used in the communication is
not understood properly. This results into Communication breakdown or communication failure. There are many reasons behind
the problems in the communication process. Let’s study the Communication Barriers in detail. Definition of the Barrier to
Communication: ‘Any obstacle or problem in the process of Communication which hinders/obstructs the process of
Communication is called Barrier.’ Barriers are part of process of Communication. Whenever we are communicating we encode
and decode. We use various channels for passing messages. At any level or at any moment or stage there can be problems in
communication process. Sometimes the sender may not use proper language that the receiver will understand. Receiver may
not be able to Decode properly. There can be lot of noise in the surrounding which can disturb us. It rarely happens that barriers
do not arise in the communication process. Many times barriers arise in the minds of the sender and receiver. The intended
messages are not sent to the receivers . Types of Barriers: We face many barriers while communicating. These barriers can
create obstacles in the communication process. These barriers are classified into the following types. 1.Physical or
Environmental Barriers: The Barriers in the surrounding or in the environment are the physical barriers. 2.Language/Semantic or
Linguistic Barriers: Barriers arising due to the different language or differences in language can create problems in
communication. Semantic Barriers means the problems arising because of the different meanings of the words. 3.Psychological
Barriers: Barriers or problems arising due to the stress or psychological problems are psychological barriers. It is difficult to
accept and overcome these barriers. 4.Socio-Cultural Barriers: Due to differences in social status or cultural barriers many times
we face differences in communication. These are socio-cultural barriers.
4-. Examine the positive side of conflicts in an organization.
Positive Effects of Conflict in an Organization
 Social Change,
 Decision Making,
 Reconciliation,
 Group Unity,
 Group Cooperation,
 Inspire Creativity,
 Share and Respect Opinions,
 Improve Future Communication, and
 Identify New Members.

Social Change
Conflict contributes to social change ensuring both interpersonal and intergroup dynamics remain fresh and. reflective
of current interests and realities.
Decision Making
Conflict serves to “discourage premature group decision making,” forcing participants in the decision-making
process to explore the issues and interests at stake.
Reconciliation
Conflict allows for the reconciliation of the parties’ concerns, which can lead to an agreement benefiting both parties’
needs, and often their relationship and organizations.
Group Unity
Conflict strengthens intragroup unity by providing an outlet for group members to discuss and negotiate their
interests within the group. Without intragroup conflict, the health of the group typically declines.
Group Cooperation
Conflict between groups produces intra-group unity as the conflict provides the opportunity for increased intra-group
cooperation while working towards the group’s common goal for the conflict’s outcome.
Inspire Creativity
Fortunately, some organization members view conflict as an opportunity for finding creative solutions to solve
problems. Conflict can inspire members to brainstorm ideas while examining problems from various perspectives.
Share and Respect Opinions
As organization members work together to solve a conflict, they are more willing to share their opinions with the
group. Conflict can also cause members to actively listen to each other as they work to accomplish the organizations’
goals.
Improve Future Communication
Conflict can bring group members together and help them learn more about each other.
From learning each others’ opinions on topics relevant to the organization’s growth to understanding each member’s
preferred communication style, conflict within an organization can give members the tools necessary to easily solve
conflicts in the future.
Identify New Members
Within organizations members actively participate in each meeting, enjoy serving on multiple committees and have an
opinion on each topic the group discusses. There are also members who seemingly contribute little to the group and
observe more than talk.
Conflict within an organization can inspire typically silent members to step up and demonstrate their leadership skills
by offering meaningful solutions to the problem the group is facing.

5-. Examine various organizational development techniques.
Organizational Development Techniques
Organizational development (OD) is that the process of improving organizational efficiency through planned change.
Its main motive is to enhance the general operating efficiency of the organization. For organizational
development, it’s essential to perform some activities or use techniques at the individual level, group level, and
organizational system levels.
10 important organizational development techniques/activities are:
 Counseling and coaching
 Sensitivity training
 Survey feedback
 Formation of team
 Process consultation
 Inter-group development
 Orga izational restrucurung
 Technological changes
 Goal setting
 Quality of work-life programs
These OD techniques are also classified as individual, group, and organizational levels.
#1 Individual Level Techniques/Activities
The motive of individual activities is to enhancethe talents, ability, and efficiency of people and encourage them for the
simplestof labor. The individual-level techniques of organizational development (OD) include counseling and training,
sensitivity training, and survey feedback.
Counseling and Coaching
Counseling cares with making interaction with individuals to understand about their problems, difficulties, potentiality,
prosperity, work and family life, etc. Such interaction facilitates understanding employees and managers, can provide
proper guidance. Similarly, coaching cares with guidance, instruction, information, facilitates to employees for his or
her better performance.
Sensitivity Training
Sensitivity training involves a change within the behavior of group members through unstructured group interaction. In
such training, interpersonal problems of the workgroup are discussed and resolved. Within the problem-solving
process, all the group members have participated. They create interacting with group members and also with
managers in taking decisions.

Survey Feedback
This activity involves the distribution of questionnaires to the members to understand about their perceptions, beliefs,
and attitude toward organizational development. The world of the survey is often a workgroup, department, or whole
organization. It facilitates checking out the discrepancy within the perception and behavior of members.
#2 Group Level Activities/Techniques
The most motive of group-level activity is to enhance group-level performance. The group-level techniques of
organizational development are:
Formation of Team
Formation of teams having skilled members and assignment of employment to them is a crucial part of the group-level
activity of organizational development. The team formation process involves some activities like goal setting,
performance evaluation, goal clarity, and process analysis. It helps for mutual interaction among group
members within the process of doing work. It increases mutual trust, openness, and cooperation among team
members.
Process Consultation
This activity cares about the task process to be completed by the group members to realize objectives. It involves
consultation with outside expertise about procedures for the accomplishment of assigned jobs. The consultant
identifies and suggests major processes to enhance group performance. The workgroup must perform activities in
accordance with the suggestions of the consultant.
Inter-Group Development
A crucial part of the group activity is to implement techniques for intergroup efficiency development. All group
members got to participate in a problem-solving activity. It facilitates to vary within the attitudes, believes, and
perceptions that group members have of every other.
#3 Organizational Level Activities/Techniques
Organizational-level activities emphasize a system of the whole organization. In organizational development,
management needs to change the required systems of the organization to improve performance. The organizational
level techniques of organizational development are:
Organizational Restructuring
Organizational-level activities emphasize a system of the entire organization. In organizational development,
management must change the specified systems of the organization to enhance performance. The organizational
level techniques of organizational development are:
Technological Changes
Technological development is an ever-changing process. It’s concerned with the utilization of machines and
methods within the production process. It’s concerned with modification in working processes like from manual to
automation, robotics, and computerization. Information technology should be widely used for the assembly and
distribution of products and services.
Goal Setting
Management by objectives techniques is often used for goal setting. In MBO, managers, and subordinates close and
mutually set organizational goals, prepare plans, and implement plans in practice. It emphasizes integrating both
organizational and individual objectives of employees.
Quality of Work Life Programs
The most objectives of such programs are to make a positive working environment to satisfy employees. Some steps
of quality work life are safe and healthy work environment, development of human potential and capabilities, equitable
rewards, etc.

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