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Department Of Business Administration

Course Title: Organizational Behavior

Course Code: MGT-532

An Assignment on Case Studies,

Case Study: 1
“Is There a Price for Being Too Nice?”
Case Study: 2
“Leadership from an Introvert’s Perspective.”
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Submitted By-

Md Abdullah Al Mahbub

ID: 2031016001

MBA/EMBA program

Department of business administration

Under Supervision-

Md. Abdul Muhith Chowdhury

Assistant Professor (HRM)

MBA/EMBA Program

Department of Business Administration

Leading University, Sylhet

Assignment Submission Date: 22nd-September-2021

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Case Study: 1

Is There a Price for Being Too Nice?

Questions & Answers:

Q1. Do you think there is a contradiction between what employers want in employees (agreeable
employees) and what employees actually do best (disagreeable employees)? Why or why not?

ANS. Yes there is contradiction agreeable employees are more flexible, pleasant, warm and
tolerant employee disagreeable employees are cold, aggressive and reserve.

Disagreeable employees may have far better ideas and have the nerves to push and insist
them. Disagreeable employees tend to be more focus and engage with their work but they are
cold, aggressive and reserve.

Agreeable employees provide cooperative working environment to better commutation.

Q2. Often, the effects of personality depend on the situation. Can you think of some job
situations in which agreeableness is an important virtue? And in which it is harmful?

ANS. Jobs like special educators, customer service representative, nurses, and social worker
agreeableness is an important virtue. For example a very annoyed customer came in and insulted
the customer service representative , in that job situation it doesn’t matter how much angry the
employee is because of that customer insulting behavior, what matters is agreeableness which is
the basic personality trait required by the organization for this job. You have to agree on what
ever customer says to ensure customer satisfaction. Whereas jobs which require decision making
and leadership qualities agreeableness is harmful because if your boss is saying you to follow
you do not follow your boss and you don’t like what your boss is asking you to do then this
causes problems with your jobs.

Q3. In some research we’ve conducted, we’ve found that the negative effects of agreeableness
on earnings are stronger for men than for women (that is, being agreeable hurt men’s earnings
more than women’s).Why do you think this might be the case?

ANS. There is a difference of nature of both man and women, man are born as leaders and
strong, while women are more social and caring.
Agreeableness is known as a feminine feature. A man being to kind can be misunderstood by the
society as feminization.
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Case Study: 2

Leadership from an Introvert’s Perspective.

Questions & Answers:

Q1. Are you more of an introverted or extraverted leader? What can you do to leverage your
personality to be a more effective leader?

ANS: I would undeniably consider myself as an introvert leader as I am an individualist and get
energy from my inner world of thoughts, memories, ideas and reflections. I tend to carefully
think things through before acting. I make sure to have a complete knowledge before any
presentation; I don’t get afraid of learning new things. As I consider myself an introvert, letting
people around me share their opinion helps me in making a good decision, this also helps
empower them. This way I can use my personality to be an effective leader.

Q2. Under what conditions do you think extraverts make more effective leaders than introverts?
What unique abilities of introverts could make them more effective in some situations?

ANS: Extraverts would be more effective leaders in jobs requiring social and people skills like
sales person and marketer. Situations like presenting ideas in front of people. Extroverts can be
better than introverts as Influencers to lead people with their confidence. Their subordinates
can learn a lot from them. Business parties, official meetings and negotiating roles are better
suited for extraverts. Extroverts are creative when problems arise.

Introverts should not try to change themselves to become an extrovert rather they should
embrace their personality and try to focus on their skills. Introverts are mostly soft-spoken and
remain calm under stressful situation. Make very calculated decisions and tend to be more risk
averse. They can convince their audience with their knowledge; so for a business meeting
where creativity and convincing your client is important, introverts can do well here. They can
be better leaders in group projects because they don’t impose their ideas and listen to the ideas
of each member.

Q3. The case describes some problems introverts might have in leadership situations. What
techniques might they employ to help them overcome these?

ANS: Public speaking is a well-known weakness of introverted leaders, believing in their own
self can help introverted leaders overcome this problem. They should embrace their
introverted personality and push forward. They should capitalize on natural talents, be
innovative and build proactive teams. They should allow their teams the freedom to innovate.
Introverts are often overlooked for leadership roles because of their naturally quieter nature.
The portrayal of introverts, however, is changing for the better as more and more people
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realize their traits can be well-suited for modern leadership roles. (Let’s not forget some of the
world’s great leaders, like Rosa Parks and Abraham Lincoln, were introverts).

Q4. What types of developmental experiences do you think would be especially valuable for introverted
leaders?

ANS: An introvert is often thought of as a quiet, reserved, and thoughtful individual.

If there is a leader who is quiet. Reserved and thoughtful most of the times, there are
chances that he is a perceived as a person who is not open, not easily accessible or
approachable.

1. We need to design a survey or interviews with direct contacts to validate this

assumption and also understand how he/she impacts the people, processes and
business
2. We may then arrange for:
a. group tasks involving the direct contacts
b. identify areas of development/change
c. develop individual and group action plan
d. implement them
e. Repeat step -1 to understand the changes in the person and teams.

Reference:

https://www.academia.edu/9703021/Case_study_Is_There_a_Price_for_Being_Too_Nice
https://www.coursehero.com/file/p8i56t/
https://www.quora.com/4-
https://study.com/academy/answer/in-some-research-we-ve-conducted-we-ve-found-that-
negative-effect-of-agreeableness-on-earnings-is-stronger-for-men-than-women-that-is-being-
agreeable-hurt-men-s-earnings-more-than-women-s-why-do.html