Q1 Interpersonal relationships between superiors and subordinates in an

organization involve different kinds of power equations. In your opinion, arrange

the 5 sources of power in order of importance that are based on superior
subordinate relationships in an organization. Justify your preference.
INTRODUCTION:
power refers to the ability to have one’s will carried out despite the resistance of others. Most of
us have seen that a raw power arrives when we are driving a car and see a police in are rear view
mirror.at that moment the driver of the car has enormous power over us.we need to see that we
follow the speed limit and other driving rules. In short this implies that driver has to follow all
the power.
The ability to affect the conduct of some associates for your business is know as executive
power-humans with differing impacts via the idea of groups. Electricity ought to come via a
person”s rank within the corporation or by specific competencies & experience .someone else
might exercise authority due to their relational relations or the decisive point in their characters.
Others attain control via presenting the functionality to supply control over assets. Due to the fact
understanding power promotes control; those power centers preserve to remain relevant in.
CONCEPT AND APPLICATIONS:
Understanding power
“power is the probability that one actor within a social relationship will be in a position to carry
out his own will despite resistance.”
MAX weber,a principle architect of mordern sociology
Power is the potential ability to influence the behavior of other.the term power may be applied to
people,groups,divisions,organizations,and nations for example, a particular department in an
organisations may be considered powerful, implying that is has the ability to influence the
behavior of individuals in other departments in the organisation. power within organization.
Affects decision making for resource allocation, goals and objectives setting, hiring of
individuals, structural and employment decisions, etc.

The sources of power are based on the interpersonal relationships between superiors and
subordinate in an organization.
Now let us see the various types of power
NOW LET US DISCUSS FURTHUR THIS POWERS:

REWARD POWER:
Reward power means having the capacity to offer rewards or benefits in exchange for
carrying out a task or achieving as a result
Rewards usually come in the form of benefits,public praise or promotions.however this
type of power is not always as good as some leaders think

This type of power may help us in achieving results but dose not ensure the support of
employees.

Why is reward power important ?

In the workplace,motivation is a constant matter of importance for leaders,no matter their
leadership style.employees require it too do their job with enthusiasm and efficiency.
This is where reward power can prove useful.instead of applying additional pressure on
employees to be more productive,offering them a desirable reward in exchange for
meeting certain goals can encourage them to apply that pressure onto themselves.
When employees are forced into taking on extra work, it can result in burnout or poor
mental health.
Reward power allows employees who have the energy available to push the company
forward. And at the same time, they’re rightly compensated for their efforts.
COERCIVE POWER:
This power is commonly used in many work places yet it is least effective.this power
uses threats to force people to do your will it also influence behavior by punishing
undesirable behavior.
For example leaders demand new innovation and new skills and ideas from their
subordinates. Those who doesn’t meet up expectation gets replaced by someone else.

LEGITIMATE POWER:
This is a formal type of power that you receive when you occupy a certain position in
your organization. under this power individuals respond to this influence to acknowledge
the supervisor’s legitimate right to command certain behavior
This power gives you authority with in the company.it also last as long as you remain in
that role.
This type of power is recognized by subordinate .it is for this reasons this power works
well in hierarchical organizations such as the military.
For example in an organization a manager is authorised to make decision related to a
specific area of responsibility such as production quality control marketing accounting or
customers service.the area of responsibility handled by a manager defines the extent to
which the manager may exercise legitimate power to influence behavior.sometimes the
subordinates may also exhibit legitimate power.

EXPERT POWER
This power includes an individual ability to influence the behavior of other individuals
owing to his her competencies, talents,skills etc.
This power comes from having both deep technical knowledge and extensive experience
in the field of expertise.
When you are the expert in your field,people comes to you for your knowledge.
Expert power is an individuals ability to influence the behavior of other individuals
owing to his/her competencies,talents or specialized knowledge and skills.but the
knowledge of expert can be less effective in case of new employees.

REFERENT POWER
According to Nicole lipkin author of what keeps leader up at night this is the type of
power that gives a leader the greatest influence.
A person who has referent power holds excellent interpersonal skills and excludes
confidence.these includes honesty and integrity.

This type of power internal rather than external.it is a personal power that cannot be
handed to you by someone else.as this powers grows so increases the will your capacity
to influence your colleagues.therefore it is linked with political leaders,movie stars sports
personalities or many other peoples.
 CONCLUSION:

Hence it can be concluded that superior and subordinate by using these 5 sources of
power ,can corporate and can motivate their businesses and can have better
implementation of work.at the same time co ordination between departments discipline
and decorum can all be achieved with proper use of sources of power.

Q2.Performance of employees at the workplace depends on their personality traits.

Describe the five major traits that most researchers agree upon and explain how
they lead to meaningful workplace behaviour.

INTRODUCTION
Personality refers to the set of traits possessed by an individual that makes him/her distinct from
others. Personality determines the behavior of an individual.personality can also be defined as a
combination of physical,mental and moral qualities of individuals that are reflected in their
unique behavior.
DEFINITION OF PERSONALITY
NOW: lets as discuss some of the definitions of personality
McClelland: views personality as “the most adequate conceptualization of an individual’s
behaviour in all its details,which the scientist can provide at a moment in the time”.
Webster’s new American dictionary: defines personality as “the assemblage of qualities, physical,
mental and moral that set apart one individual from another”.
S. R. maddi: sees personality as “a set of characteristics and tendencies that determine those
commonalities and differences in the behaviour (thoughts,feelings, and actions)of people that
have continuity in time and that may not be easily understood as the sole result of the social and
biological pressures of the moment”.

CONCEPT AND APPLICATION:

The most comprehensive effort to explain personality came from
Carl jung: who was a physiotherapist and proponent of analytical psychology. In his words,
“personality is the supreme realization of the innate idiosyncrasy of a living being. It is an act of
high courage flung in the face of life, the absolute affirmation of all that constitutes the
individual the most successful adaptation to the universal condition of existence coupled with
the greatest possible freedom for self-determination”.
These elements are briefly explained as follows:
FREEDOM: it is the state of being free and able to act according to one’s own wishes.A free
individual dose not experience any constraints or restrictions in expressing emotions, feeling,
ideas, and desires.
BEHAVIOUR: it refers to the way an individual reacts in response to external or internal stimuli
in the environment.
HABITS: they are the unconscious and recurring behavioral patterns that an individual acquires
through continuous and respective processes,for example, the habit of smoking.
Significant personality traits affecting organizational behaviour
There are numerous traits that can be used to describe the behaviour of a person.however, all the
traits are not equally important in an organizational setup. Only a few traits correspond to
positive behaviour in a workplace. There is a consensus among researchers on five major traits
that correspond to meaningful behavioral tendencies in a workplace. Collectively these traits are
called big five. These traits are elaborated as follow:
Extroversion: some of the major psychologist involved in the research of this trait include carl
jung, hans eysenck and Raymond cattel. Extroversion refers to the degree to which a person is
outgoing and derives energy from being around other people . in other words,it refers to the
degree to which an individual implies an energetic approach to the social and material world and
includes traits such as sociability,activity, assertiveness, and positive emotionality.this factor
consists of emotions that can be said to be positive as well as an industrious personality and
ability to relate well with other. Extravert enjoy other peoples company and tend to be very
active in group efforts. Whereas introverts are reserved, timid and quiet.
Enjoys being with others.
Is warm to other.
Opens up in a group setting.
Stays cheerful and likes excitement.
Maintains a vigorous pace.

Conscientiousness: it refers to the goals-orientation of an individual.in other words,it refers to the

degree to which a person describes socially prescribed impulse control that facilitates task and
goal-directed behavior, such as thinking before acting, delaying gratification, following norms
and rules, and planning, organizing, and prioritizing tasks
Feels capable of achieving goals.
Is organized.
Is reliable and processes a drive for success.
Is an effective thinker and focuses on completing tasks.
Agreeableness: it refers to the extent to which a person is outgoing and tolerant. In other words,
it refers to the degree to which an individual contrasts a pro-social and communal orientation
toward others with antagonism and includes traits such as altruism, tender-mindedness, trust, and
modesty. Highly agreeable people who score low on agreeableness are cold, disagreeable and
antagonistic.
Is honest and straight forward.
Believes in the honesty of others.
Is helpful.
Tends to yield under pressure.
Exhibits humility and sensitivity to others
Emotional stability : It relates to how a person reacts in a stressful or demanding situation . some
of the specific features of this traits includes the degree to which a person describes
eventemperedness with negative emotionality,such as feeling anxious, nervous, sad,and tense.
Individuals scoring low on emotional stability will experience bouts of mood swings triggered by
frustrations by minor issues at the workplace.
It relaxed and capable of handling stressful situations.
Maintain calm and dose not exhibit anger.
Becomes embarrassed and discouraged.
Handles difficult situations.
Openers to experience: it refers to the degree to which a person seeks new experiences and
thinks creatively about the future . to be more specific, openness refers to the degree which a
person
Is imaginative.
Appreciates art and beauty.
Values and respects others emotions
Is curious.
Is open to change.
CONCLUSION:
Each traits we discussed are used to help companies get better understanding of their employees
and other candidates .it is also important to remember that there are thousands of different
personality traits.each individual has their own unique set and combination of personality
traits.personality traits may help to confirm things you already believed to be true or may open
eyes to a side that neverv existed in our minds.

Q3. Mr. Ranveer Goswami, the current CEO retired from the organization and
everyone bid him a very emotional farewell. He was a people’s leader and the team
was going to certainly miss him. The young CEO Ms. Riya Talwar who was going
to take his position had a tall task ahead of her. She was eager to implement the
ideas she had in mind to expand the organization and was one focused leader,
doing everything in her capacity to lead the organization to greater success.
A. Ms. Riya did not get the welcome or support she expected from the team. Her
plans were not implemented with the same vigour that she had imagined? Which
common organizational pitfalls in leadership are described in this scenario?

ANS 3(a)
Introduction.
While and implementing a healthcare gadget,management will face numerous obstacles.
Whether or not such a leader can efficiently circulate thru or all over obstacles is decided by how
they interact with them. There are three categories of common pitfalls that a pacesetter would
possibly encounter: interpersonal, expert and ecological.Too often leaders focus exclusively on
driving the achievement of company goals and in that push deny the inherent human need to
learn.people wants to expand their skills and competencies while doing their work.
Lacking humility describes as holding a position of power may be good for your ego but its
important you and your employees know you are not above your shortcomings.
Leaders must not be afraid to recognize their own failures said joe chiarello business broker and
owner of multiple murphy business and financial corporation franchises.
One of the most difficult adjustments a new leader has to make is learning how to handle
disagreements or issues.you want to be balanced while avoiding potential conflict,but,sometimes,
thats difficult to settleout both the things.
Managers often veer away from confrontation and try to avoide it at all costs.A great leader
understands how to fairly address problems on their team.

B.Correlating it to the above situation, explain how emotional intelligence would

help the new CEO get the support she expects from her employees?
Ans 3b.
Introduction.
Even as replicating the methods of emotional intelligence sections of the population isn’t
possible, you could offer the required requirements for teammates to build their emotional
maturity. Participants’ self-belief, a sense of belonging to a set, and a sense of operational
improvement are the three.
Under this case she expects emotional intelligence from her employees. The strongest emotions
are related to loss,disappointment,failure and seperation.in fact,research clearly shows that loss
and even the fear of anticipated loss drives people behaviour much more strongly than potential
benefits and rewards leaders and employees who ignores the emotions of loss and
disappointments make a major mistake that greatly reduces employee engagement.you can make
a huge difference simply by being aware of these emotions and showing true interest in that part
of a persons experience.

CONCLUSION:
Employees hate it when they are treated like cogs in a machine. Yet so much of management is
about controlling,administering and planning activities and by extension people .leadership on
the other hand involves inspiring encouraging and bringing out the very best in people by
building a sense of trust and by challenging them to take positive risks.to be a leader and not just
a manager one needs to focus therefore on people as people.