Organisational Behavior JUNE 2025

Description

Organisational Behaviour

Jun 2025 Examination

Q1. Sara is looking to send one of her team members on an international assignment to China to train a group of employees located at her company’s office in Beijing. As part of the assignment, the chosen employee will have to undergo a three-week diversity training program to help him/her learn about his/her new environment. How can the knowledge of the BIG 5 framework help her chose the most eligible employee for this assignment? (10 Marks)

Ans 1.

Introduction

International assignments require more than just technical expertise—they demand adaptability, cultural sensitivity, emotional intelligence, and resilience. When Sara needs to send an employee to Beijing for training responsibilities, selecting the right person becomes crucial for the success of the assignment. A powerful psychological tool that can support this decision-making process is the Big Five Personality Traits framework, also known as the OCEAN model. This framework evaluates individuals across five core personality dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. Understanding

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Q2. Mark is an excellent technical writer. He has never missed a deadline and all his projects are of superior quality. He now wants to telecommute two days a week, so that he can spend more time with his family. He feels that he has proven his reliability. However, his boss is unable to comply with his request and gives him a substantial raise instead. Analyze Mark’s disappointment in the current situation with respect to the Expectancy Theory of Motivation. (10 Marks)

Ans 2.

Introduction

Motivation in the workplace is not solely driven by monetary rewards; it is influenced by the alignment between employee expectations and outcomes. In Mark’s case, despite being a reliable and high-performing technical writer, his request for telecommuting two days a week was denied, and he was instead offered a raise. While this financial recognition might seem like a reward, it failed to satisfy Mark’s personal goal of achieving better work-life balance. His disappointment can be examined through the lens of Victor Vroom’s Expectancy Theory of Motivation, which

Q3 (A) A multinational company is expanding into new global markets and hiring employees from diverse cultural backgrounds. What challenges and opportunities might arise from workforce diversity in this scenario? Suggest strategies to effectively manage diversity in the workplace. (5 Marks)

Ans 3a.

Introduction

As a multinational company expands into global markets, workforce diversity becomes both a strategic asset and a managerial challenge. Employees from various cultural, ethnic, linguistic, and religious backgrounds bring unique experiences and perspectives that can foster innovation and broaden market reach. However, differences in values, communication styles, and work ethics may also lead to misunderstandings or conflict. To harness the benefits of

Q3 (B)A fast-growing tech startup is facing high employee turnover and declining motivation levels. As an HR consultant, how would you recommend fostering a positive organizational culture to enhance employee behavior, motivation, and overall performance? Provide specific strategies with their expected impact. (5 Marks)

Ans 3b.

Introduction

In a fast-paced startup environment, rapid growth can lead to stress, unclear roles, and disengagement, often resulting in high employee turnover and reduced motivation. Organizational culture plays a critical role in shaping employee behavior and influencing performance. As an HR