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Organizational
Behavior
1. Within the framework of the emotional intelligence domains
of self-awareness, self-management, social awareness, and relationship
management, discuss the various factors that might have to led to Diana’s
failure to be promoted.
2. What competencies does Diana need to develop to be
promotable in the future? What can the company do to support her developmental
efforts?
1. You have met three employees of Buddy’s Snacks. Explain how
each employee’s situation relates to equity theory.
2. Explain the motivation of these three employees in terms of
the expectancy theory of motivation.
1. What competencies are needed to be creative?
2. Identify methods through which creativity can be nurtured.
1. What are the barriers for women to become corporate leaders?
2. What competencies are needed by women to succeed in
corporate life?
1. Identify the sources of resistance to change in this case.
2. Discuss whether this resistance is justified or could be
overcome.
3. Recommend ways to minimize resistance to change in this
incident or in future incidents.
Organizational Behavior
1. What
performance problems is the captain trying to correct?
2. Use
the MARS model of individual behavior and performance to diagnose the possible
causes
of the unacceptable behavior.
3. Has
the captain considered all possible solutions to the problem? If not, what else
might be
done?
1. Identify
the stressors in John Breckenridge’s life. Which ones could he have prevented?
2. What
were the results of the stress? Would you consider these to be typical to
stress situations
and lifestyle choices John made, or
was John Breckenridge unlucky?
3. Assume
you are a career coach retained by John Breckenridge to guide him through his
next
decisions.
How would you recommend that John modify his lifestyle and behavior to reduce
stress?
Should he change jobs? Do you believe he is capable of reducing his stress
alone? If not,
where
should he seek help?
1. What
type of team was formed here? Was it necessary, in your opinion?
2. Use
the team effectiveness model in Chapter 9 and related information in this
chapter to
identify the strengths and weaknesses of this team’s environment,
design, and processes.
3. Assuming
that these four people must continue to work as a team, recommend ways to
improve the team’s effectiveness.
1. Identify
the different conflict episodes that exist in this case. Who was in conflict
with whom?
2. What
are the sources of conflict for these conflict incidents?
3. What
conflict management style(s) did Lapierre, the international team, and Gushin
use to
resolve these conflicts? What style(s) would have worked best in the
situation?
1. Contrast
Hillton’s earlier corporate culture with the emerging set of cultural values.
2. Considering
the difficulty in changing organizational culture, why did Hillton’s management
seem to be successful at this transformation?
3. Identify
two other strategies that the city might consider to reinforce the new set of
corporate
values.
Organizational
Behavior
1. What factors do you think
attributed to Suraj bhai’s success? Was he merely ``in the right place at the
right time’’, or are there characteristics about him that contribute to his
success?
2. How do you believe Suraj
bhai would score on the Big Five dimensions of personality (extroversion,
agreeableness, conscientiousness, emotional stability, openness to experience)?
Which ones would he score high on? Which ones might he score low on?
3. Do you believe that Suraj
bhai is high or low on core self-evaluations? On what information did you base
your decision?
4. What information about Suraj
bhai suggests that he has a proactive personality?
1) Of the three types of organizational justice, which one does
workplace bullying most closely resemble?
2) What aspects of motivation might workplace bullying reduce?
For example, are there likely to be effects on an employee’s self-efficacy? If
so, what might those effects be?
3) If you were a victim of workplace bullying, what steps would
you take to try to reduce its occurrence? What strategies would be most
effective? What strategies might be ineffective? What would you do if one of
your colleagues was a victim of an abusive supervisor?
4) What factors do you believe contribute to workplace bullying?
Are bullies a product of the situation, or are they flawed personalities? What
situations and what personality factors might contribute to the presence of
bullies?
1) If praising employees for doing a good job seems to be a
fairly easy and obvious motivational tools, why do you think companies and
managers don’t often do it?
2) As a manager, what steps would you take to motivate your
employees after observing them perform well?
3) Are there any downsides to giving employees too much verbal
praise? What might these downsides be and how could you alleviate them as a
manager?
4) As a manager, how would you ensure that recognition given to
employees is distributed fairly and justly?
1. How would you rate President George W. Bush on the four
characteristics outlined at the beginning of the case? How would you contrast
his reaction to Hurricane Katrina with his reaction to the terrorist attacks of
September 11, 2001? What do you think his handling of these two events says
about his leadership?
2. Do you think leaders in other contexts (business’, sports,
religious) exhibit the same qualities of great or near-great U.S. presidents?
3. Do you think being in the right place at the right time
could influence presidential greatness?
1. Do you think individuals can learn empathy from something
like a 1-month CIP experience? Explain why or why not.
2. How could UPS’s CIP help the organization better manage
work-life conflicts?
3. How could UPS’s CIP help the organization improve its
response to diversity?
4. What negatives, if any, can you envision resulting from CIP?
5. UPS has 2,400 managers. CIP includes only 50 each year. How
can the program make a difference if it includes only 2 percent of all
managers? Does this suggest that the program is more public relations than
management training?
6. How can UPS justify the cost of a program like CIP if
competitors like FedEx, DHL, and the U.S. Postal Service don’t offer such
programs? Does the program increase costs or reduce UPS profits?
Organizational
Behavior
1.
On reading the news about accession of China to
WTO, your organization, an internationally well-known name in manufacturing of
bicycles, who had just two years ago started operations in India, decided to
relocate its manufacturing base to China, while retaining other service and
corporate support in India. Discuss what should be the likely structure of your
organization. (To help you understand the bicycle manufacturing and support
services of the company, a brief outline of the product and process oriented
activities is given below).
2.
Explain
the logic behind your suggested structure. What advantage can be reaped out of
this move? What are the likely problems your organization may encounter in such
a move?
3.
Where
did things go wrong?
4.
Who
is responsible for this episode? Is Mr. Jain to be blamed?
5.
Should
the training manager have conceded to his demand for appropriate placement?
6.
Study
this case carefully. In India we have two major Korean consumer electronics
conglomerates. While both the companies have achieved tremendous market growth,
they have started encountering the problem of losing their key people. Track
such reasons to the typical Korean culture and suggest how such Korean
companies can best adopt the theory Z model.
7.
Read
the case and suggest as an organizational behavior professional, what type of
managerial interventions can ease the problem of customer service in a
competitive, technology-intensive market?
8.
Related
the TQM concept in this case with customer retention.
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