NMIMS Global Access

School for Continuing Education (NGA-SCE)

Course: Organisational Behaviour

Internal Assignment Applicable for June 2022

Examination
Question 1

Answer

Introduction
The term "relational relationship" connotes a strong connection between people in a similar
affiliation. Participants should have a special bond in convey their level to the best of their
abilities. When it comes to building a strong working relationship, it is critical for persons to
be honest with each other. Every worker must build a relationship with their boss in order to
find direction and purpose in their work. The manager decides whether or not to let the
subordinate take charge of the course, makes commitments, monitors progress, determines
pay raises, and concludes who should be promoted. A manager's drive style determines the
kind of partnership a delegate will have with him or her.

Concept
Power is getting close to having an effect. In addition, it retains its own identity within the
users. While a position of authority within an organization may give one the appearance of
having more power, the reality is that power obtained this way isn't nearly as useful as power
obtained from the organization itself. Every organization has pioneers who have no positional
power but are able to exert influence over those who should have the power to choose to be
revered.

The five sources of power in organizations should be considered by business leaders who
want to improve their own and their bosses' influence. In contrast to the other two, which are
open to anyone, the underlying three are based on their position.

Five well-known sources of power are used by managers and trailblazers to influence their
subordinates, none of which require a large title to propel. Most of these publications will be
used all around you, so be on the lookout for them. Reward power, authority, honest power,
master power, and referent power are the five sources of force and impact.

Power in the Fullest

Positional power is commonly referred to as such, and it is derived from the individual's
position in the organization's ever-changing framework.
Executives but rather trailblazers who work with agents and help others achieve their goals
are frequently depicted as having real power. Whoever is capable of practicing it
meticulously has probably been seen (or, alternatively, seen) as deserving of it. This could be
due to the amount of time spent in the gig, the amount of knowledge they have gained, or the
results they have achieved.

The CEO is an example of something in a company.

It's risky to use this much power. The individual's power diminishes when they anticipate
losing their position, be it a title or a life circumstance.
Powerful Mastery
Having mastery over a specific area is a prerequisite for mastery. In the context of the
relationship, these people were being regarded as having decisive reasoning abilities.
Individuals will shift the focus to them so that they have a say in decisions and are viewed
favorably by their co-workers.
It's possible to see people with supreme power as ideal candidates for advancement in the
organization.

Symbolic Influence
Referent power is derived from the relationships a person establishes with other members of
the affiliation. When others admire and respect someone, they gain authority.

Because of the impact they have on others through the way they approach acting, it is a result
of this. They will be respected and trusted if they are applauded. A person mostly with
referent ability can have an effect on others in this way.

Additionally, this individual's connections with key members of the organization, such as the
CEO, can have a significant impact on the organization's success.

Intimidating Power
An individual's ability to influence others through risk, discipline, or approval gives them this
power. Others are afraid to answer directly for fear of being rebuked, so they'll keep their
mouths shut. They are in charge of making sure that everyone else adheres to the
organization's rules, strategies, and methods.
The drawback is that short detonations can use this kind of power. Accepting that it's being
used excessively will cause people to leave or even break ties with the organization.

Reward Authority
A single person's ability to inspire and influence others is what gives them this power. This
could be a raise in salary, as well as a promotion. Workers and associates can be stirred by
this ability.
There may be a problem with this power because the individual may not be in that right state
of mind at any point, or the individual may not be able to make these decisions about
compensation or rousing power on their own without the help of another person. When
determining whether or not a prize can be isolated, they may need to seek the agreement of
others.
Observing the relationship between the dominant and the subordinate will change greatly
depending on the hypothesis for the one-on-one social occasions. Some people will agree to
anything if it means keeping a good relationship with their boss. Others may be centered
around maintaining a professional relationship. Keeping a normal relationship with one's boss
may be a priority for people who don't work with their bosses every day. Because some
normal strategies, such as avoidance, are incompatible with the unusual dynamic between
superiors and subordinates, specific strategies for maintaining it are required.

Conclusion
An effective leader will not only use one source of force, but will use all five sources to
influence the laborer's method to acting but instead execution. A trailblazer uses different
power styles to run in diverse circumstances, and a productive leader will use all five
elements to impact people. A trailblazer's power is derived from three types of organizational
style and five sources. If these are not used in a genuine manner, they could have an adverse
effect. According to the results of determining the reliability of the various impact attempts, it
is important to emphasize referent, master, and prize power to ensure servile affirmation. In
any attempt to have an impact other than discovering essentially the same job that calls for
such philosophy, autocratic leadership should be restricted. Among the quel power bases, the
real power base had the least impact on subordinates' willingness to follow the lead of their
superiors who had specific and capable staff on hand. When comparing the findings of
similar studies, it was discovered that the superiors' impact attempts were based on different
points of view.
Question 2:

Answer

Introduction
Goals can only be achieved if you have a clear picture of your character traits. Understanding
your strengths and weaknesses as well as making the most of your resources is the foundation
for success. It is inevitable that when we use our protagonist to make decisions that are in our
best interest, we will experience a great deal of pleasure and satisfaction. As a general rule,
gaining an understanding of others' personalities will help us form more solid relationships.
In one way or another, finding a person with varying character traits can be useful. People
with backwards actors can help each other see things from a new perspective when they
connect with each other. Making an alternative workplace where the creative mind and
relocating contemplations can thrive is essential in the workplace.

Concept

The Five Most Important Character Traits Pre-dispositional attributes, which have been
clearly linked with work execution, have a real value in a definitive method to acting because
they can't be avoided. Overall, it's easy to see that these traits are all connected. In terms of
the reality that obtained respectively are expected in affiliation for different situations, it
gives delegates an ideal character profile over the course of their entire calling. The key to
success is finding the right person for the right job and putting them in the right place at the
right time in order to achieve the organization's mission and vision.

The following are five incredibly important character traits:

Transparency
The word "transparency" connotes a combination of the creative mind and access to data.
This personality trait places a high value on curiosity about the wider world, other people,
and other cultures. It encourages a wide range of interests and a willingness to take risks.

Additionally, ingenuity has a significant impact on the transparency attribute, which prompts
a somewhat more significant safe area with respect to function and resemble thinking.
As an example, think of that person who is always talking about what they are eating, where
they have been, and what they are interested in... That person has a high level of openness.

Uprightness
To be upright, one must have high levels of concern, extraordinary self-control over their
driving forces, and a goal-oriented approach to acting. Folks who work in science and high-
end finance are more likely to have a methodical and coordinated approach to their work,
which is unusual.
Principled people regularly prepare themselves to separate their own actions from how they
affect others. It's common for project administrators and HR divisions to have a significant
number of genuine people in their gatherings who can help with the overall group's
improvement.

Extraversion
When it comes to personality traits, many will have come across the term "Extroversion" (or
"Extroversion"). You can clearly identify it as a person who gets energized by the company
of others.
Chattyness, conclusiveness, and high percentages of excited expressiveness are just a few of
the characteristics that have made extroversion people commonplace across many significant
social ties.
All of us have a friend or two who aren't really good conversationalists, whether they be
family members or close friends. They thrive in a role as a focal point for ideas, relish the
opportunity to meet new people, and somehow always seem to have the best friends and
partners you've ever met.
An introvert is clearly the opposite of an extrovert in our lives. They are more inclined to
detachment that have less energy when the environment is favorable. There's a fine line
between being at the center of a conversation and making it easygoing.

Appropriateness
Trust, altruism, permissiveness, and love are all signs of high appropriateness. Great people
frequently have high toward others approaches to action, implying that they're more prepared
to help others than the average Joe or Jane.
Sharing, comforting, and working next to each other are all traits that lead to beautiful
personalities. Regardless as to whether or not term "compassion" is particularly appropriate,
it is commonly regarded as a form of pleasantness.
Obnoxiousness is a step backwards in terms of suitability, but it pops up in the lead attributes
of characters who are socially awful.

Neuroticism
Hopelessness, sensitivity, and a high level of excitement about the unknown characterize
neuroticism. When neuroticism is mistaken for an antisocial approach to acting or even
worse, a more obvious mental disorder, it refers to a physical and ecstatic response to risk and
stretch in the ordinary presence of another person.
Increased neuroticism is commonly associated with mood swings, stress, and fractious
behavior. Some people who undergo unexpected character shifts from a normal point of view
may be unusually crazy and respond to high levels of tension in about there professional and
personal lives.
The ability of a solitary to adjust to stress and could see or genuine bet is at the heart of
strain, which has a massive impact on neuroticism's beauty care products. Neurotic people
will find it difficult to relax, even with their own homes, because they tend to over-analyze
everything.

Conclusion
Openness to new experiences, conscientiousness, extraversion, agreeableness, and
neuroticism are some of the more commonly used terms to describe the Big Five personality
traits. OCEAN is the abbreviation for the truncation used to examine these variables. A high
or low rating on any of these characteristics can be found by workers in an affiliated union.
Conscientiousness workers who consistently score on the standpoint are dependable,
trustworthy, and prepared. Workers with a low level of conscientiousness have opposite
characteristics. Low-excited strength agents have the opposite characteristics of free, secure,
and calm energetic relentlessness workers. Workers with a high Openness to Experience
score are empathic, adaptable, creative, and inquisitive. Low Openness to Experience has the
opposite characteristics. When it comes to Agreeableness, workers who consistently score
upon that angle are conscientious, empathetic and considerate. Agents with a low
Agreeableness score have the polar opposite set of characteristics. Employees with high
Extraversion quotients are energetic, talkative, pleasant, decisive, and outgoing. Agents with
low extraversion have a reversal of personality traits.
Question 3 (a)

Answer

Introduction

The first pioneers were all others. In spite of this, most of us were granted initiative
commitments with little to no spectacular arrangement of authority. Since this is the case, it
shouldn't come as a surprise that new pioneers make many mistakes, despite their ferocity to
succeed in their new roles. It's not difficult for a pioneer to discern the values they should
uphold, given the people who came before them. In order to pass, you must stay clear of the
pitfalls that threaten even the best-laid plans.

Concept

The foregoing are a few of the most common pitfalls of taking charge:

Ignorance of the Importance of Preparation

Before making any new commitments, make sure you've had a chance to learn all you can
about organization. Recognizing that once on the ground, there will be a lot of time for quick
use of savvy instincts, is a recipe for frustration. Choose to know the affiliation's vision,
purpose, values, and essentials. Achieve clarity on legitimate development, expenditures, and
the fundamental SOPs or techniques. Investigate the most pressing issues of contention with
which you will be confronted as soon as they appear by gathering information. Meeting with
people outside the relationship can help you find amazing people to bring into your
relationship.

First-Twelve-Week On-the-Job Scheduling Mistake

To make it easier for your family to get on board with you, they should have a clear
understanding of what you expect from them. Make a list of your most pressing goals and
present them in a graph. Make a list of all of the social gatherings you'll be attending and
when they'll take place. Begin at the very beginning and give as much help as possible. Make
plans for an off-site gathering for the innovativeness gathering as soon as possible after its
public debut. Get advice from the organization's most influential members. Think carefully
about who you need to meet both with freely and completely, and then make a list of those
people.

Misleading Your Customers or Clients about Who User Are and What You Do
Astounding your family by keeping them guessing about your character will give up the trust
that you need to build. Make sure your show is ready to go before you go on stage. It should
reflect who you are as a person, what you know for sure, and how you think about your
family. Ensure that you meet with all of your local reports and possibly the entire
organization.

Failing to Meet and Hear to Your Customers and Employees.

It can take months at best to repair the damage done by a large mental self-view. Repeatedly,
I've seen it this way. Meeting with your director is a great opportunity to discuss your needs,
suspicions, and other information related to your affiliation's resources and challenges. Bring
your energy to the table by hanging out with fun people (like real, CFO, EO, priest,
examiners, quality, risk, and others). When you're ready, arrange a meeting with the people in
your immediate vicinity.

Conclusion
The implications of these so-called entanglements, both in terms of human resources and
financial resources, can become unpredictable risks for a business. As a result, you'll be able
to avoid them and perform at your best with a deeper understanding.
Question 3 (b)

Answer

Introduction
Developing a deep appreciation for others is a matter of being able to effectively handle your
own thoughts and feelings about them. It is regarded as an essential part of persuading
management. Those who are truly sharp pioneers practice good for the mind, control their
emotions, and clearly express their feelings to others. For their customers and partners, they
are able to accurately assess their needs, requirements, or suspicions.

Concept
The use of authority is a means of motivating others to accomplish a goal. Pioneers need to
sort out individuals and their workers by being able to understand people on a deeper level in
order to get a better result. A deep respect for authority helps you communicate effectively
with your audience and collaborate effectively with others. The way you interact with others
has the potential to lay out just the energy needed for initiative within a group. In order to
achieve lower agent culpability and higher laborer turnover, pioneers without the ability to
evaluate anyone at their core are unable to relate or get a handle on others.

Five points for being able to appreciate people for who they truly are.

Making workplace connections will be easier if you can appreciate people's initiative on a
deeper level. Practice the following five credits to improve your ability to deeply appreciate
people and to stay current with your own initiative:

1. Being present in the moment

Individuals can be better understood when they are mindful of their surroundings. This brand
name allows you to see and understand what other people's feelings, resources, inadequacies,
and values mean to you. As a first step, you must cultivate a state of mindful awareness in
order to inspire others to their full potential.
Second, self-administration
Having the ability to manage one's own affairs, also referred to as "self-rule" or "self-
control," is essential for pioneers. People with good self-control are more likely to maintain a
positive attitude and maintain their composure under stressful circumstances. An obstacle is
viewed as an opportunity for growth and a great test for their decision-making abilities by
them.

3. Mindfulness of others
In order to cultivate social awareness, it is important to have empathy and compassion. As a
result of cultivating social mindfulness, trust and open communication among your friends
grows. Understanding another person's view and emotions is a key component of being
considerate. Make a point of imagining what the other person knows, then express your
sympathy and support for their predicament.

4. Relations between the board members

The board's relationship with you means gathering and support positive workplace
connections. In other words, it suggests someone ability to influence, coach, and mentor
those around while also resolving conflict effectively

Rely on the three ascribes already mentioned to figure out how to build strong and valuable
connections. Acquaint yourself with your own feelings and reactions, demonstrate empathy
by blocking in, and figure out a way to grant, to tell the truth.

5. The correspondence must be feasible.

Delegates in the workplace benefit from clearer communication, which in turn increases
productivity. Develop your social skills, both verbal and nonverbal, so that you can become a
genuine, doable pioneer. In every conversation, you have an opportunity for self-awareness,
empathy, and connection-building.
Conclusion
The ability to appreciate people on a deeper way is a critical variable in ensuring employee
satisfaction at work and, as a result, enhancing an association's general effectiveness. The
ability to appreciate others on a more in level and job satisfaction have been found to have a
moderately positive relationship.