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Master of Business Administration- MBA Semester 1

MB0038 Management Process and Organizational Behaviour - 4 Credits
(Book ID: B1621)
Assignment (60 Marks)
Q1). Describe the concept of vision and Mission in an organization.
Ans: -

A formal definition of the purpose of the organisation and what it wants to achieve. Usually it is
in a written form and becomes a lighthouse for the organisation to navigate itself.
Every Organization has a vision and mission.
Vision:
A vision statement looks into the future at least five years and defines a desired future
state of the company.
A Vision statement is a formal statement of what a business wants to be.

Vision statement is made by all the stakeholders of the organisation such as the employees,
the customers, and the society.
Mission:
A mission statement defines what a company currently does, and how it plans to
achieve its vision.
Mission is well integrated with the Vision statement. Mission is the way of achieving the
organisational goal.

The Mission statement can be a separate one or rolled into one, as it encapsulates the Vision &
Mission and anchors the value.

A Vision statement has mainly four parts:

Core Values: - Values that are very close to the heart of the stakeholders that they will never give it up
at any cost.
Core Purpose: - It is something that the stakeholders want to achieve within the framework of core
values.
BHAG: - BHAG is about having a big goal that qualifies the purpose.
Vivid Description:- Makes the Vision statement inspiring. It is simple and easily understandable.
Mission Statement Creation
1. To create your mission statement, first identify your organization's "winning idea".

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2. This is the idea or approach that will make your organization stand out from its
competitors, and is the reason that customers will come to you and not your
competitors (see tip below).
3. Next identify the key measures of your success. Make sure you choose the most
important measures (and not too many of them!)
4. Combine your winning idea and success measures into a tangible and measurable goal.
5. Refine the words until you have a concise and precise statement of your mission, which
expresses your ideas, measures and desired result.
Vision Statement Creation
Once you've created your mission statement, move on to create your vision statement:
1. First identify your organization's mission. Then uncover the real, human value in that
mission.
2. Next, identify what you, your customers and other stakeholders will value most about
how your organization will achieve this mission. Distil these into the values that your
organization has or should have.
3. Combine your mission and values, and polish the words until you have a vision
statement inspiring enough to energize and motivate people inside and outside your
organization.
Q2).
a) Define Planning
Ans: -
Planning can be defined as a basic management function which enables one to select the
purpose of the business, and how the resources should be mustered to achieve that purpose to
include using the available resources optimally to do that. Planning Implies goal setting for the
organization keeping in mind the constraints, Opportunities, and threats as much as what the
person or business which is planning wants to do.
A goal is a desired future state that the organization attempts to reach. Goals are important
because an organization exists for a purpose, and goal define and state that purpose.
The concept of planning is to identify what the organization wants to do by using below
questions:
What needs to be accomplished? What are the alternative routes to it?
When is the deadline?
Where are we today in terms of our business or strategy planning?
Where will this be done?
Who will be responsible for it?
How will it get done?
How much time, Energy and resources are required to accomplish this goal?

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b) Explain Importance of Planning
Ans: -
Planning is Important for the following reasons:
It helps the management to clarify, focus and research their businesses or projects
development and prospects.
It provides a considered and logical framework within which a business can develop and
pursue business.
It offers a benchmark against which the actual performance can be measured and
reviewed.
It plays a vital role in helping to avoid mistakes or recognize hidden opportunities.
In the business context, it guides the development of products, management, finances, and
most importantly markets and competition.
It helps in forecasting the future and makes the future visible to some extent
It bridges between where we are and where we want to go.
Planning increases the efficiency of an organization.
It reduces the risks involved in modern business activities.
It facilitates proper coordination within an organization.
It aids in organizing all available resources.
It gives right direction to the organization.
It is important to maintain a good control.
It helps to achieve objectives of the organization.
It motivates the personnel of an organization.
It encourages managers' creativity and innovation.
It also helps in decision making.

Q3).
a) Why Leading is Important?
Ans: -
Leadership is an important function of management which helps to maximize efficiency and to
achieve organizational goals. The following points justify why leadership is important
Initiates action- Leader is a person who starts the work by communicating the policies
and plans to the subordinates from where the work actually starts.
Sustains action- Leading on the other hand ensure that the actions go on and course
corrections are done automatically by the followers because of their innate belief in the
goal being something desirable to follow.
Motivation- A leader proves to be playing an incentive role in the concerns working. He
motivates the employees with economic and non-economic rewards and thereby gets
the work from the subordinates.

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Integrates efforts and providing guidance- Through leading, the superiors are able to
guide, inspire and instruct the subordinates to work. Guidance here means instructing
the subordinates the way they have to perform their work effectively and efficiently.
Building morale- Morale denotes willing co-operation of the employees towards their
work and getting them into confidence and winning their trust. A leader can be a morale
booster by achieving full co-operation so that they perform with best of their abilities as
they work to achieve goals.
Provides Stability- Stability and balance in a concern becomes very important for a long-
term survival in the market.
Builds work environment- Management is getting things done from people. An efficient
work environment helps in sound and stable growth. Therefore, human relations should
be kept into mind by a leader. He should have personal contacts with employees and
should listen to their problems and solve them. He should treat employees on
humanitarian terms.
Utilization of resources- The resources can be utilized properly only when less of
wastages, duplication of efforts, overlapping of performances, etc dont take place.
Leading helps in maximum possible utilization of resources of men, machine, materials
and money which helps in reducing costs and increasing profits.
b) What are the characteristics of Leading?
Ans: -
Visionary- A leader must have a clear picture of the future while remaining focused on
the present. Effective leaders have a clear picture of the future then gather people
around them who can produce results which lead to the vision being accomplished.
Team Builder- An essential characteristic of leading others is the ability to build and
maintain teams of people. Good leaders know the value of having a united team that
can effectively work together to produce results. This can be done if a leader puts the
right people in the right places within the team or organization
Communicator- A leader needs to be able to effectively communicate with others, both
verbally and non-verbally. The leaders words and body language needs to be lined up
with the message they are communicating. Becoming a better communicator is a skill
every leader must develop.
Integrity. At the core of integrity is truthfulness. Telling the truth to all people in all
situations is the foundation for the trust necessary to run any business. According to
Tracy, being viewed as a trusted leader is an integral part of successfully commanding
and shaping your employees' business practices.
Delegator-An exceptional leader realizes that he/she cannot accomplish everything on
his own. A leader will know the talents and interests of people around him/her, thus
delegating tasks accordingly.
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Open to Change-A leader will take into account all points of view and will be willing to
change a policy, program, cultural tradition that is out-dated, or no longer beneficial to
the group as a whole.
Resourceful-Utilize the resources available to you. If you don't know the answer to
something find out by asking questions. A leader must create access to information.
Q4).
a) Define Organisation Behavior (OB)?
Ans: -
'Organizational behavior' is a phenomenon through which we 'discuss' how to improve the
work performance of employees by motivating them to do work at their best levels.
Or
OB can be defined as a systematic study that investigates the impact of individuals, groups and
organisational factors on productivity to include effectiveness and efficiency, absentee,
turnover, organisational citizenship behavior and job satisfaction. Organizations have been set
up to fulfill needs of the people. In todays competitive world, the organizations have to be
growth-oriented. This is possible when productivity is ensured with respect to quantity of
product to be produced with zero error quality. OB involves integration of studies undertaken
relating to behavioral sciences like psychology, sociology, anthropology, economics, social
psychology and political science.
b) What are the Limitations of OB?
Ans: -
Some important limitations are as follows:
OB is not a remedy for the removal of conflict and frustration but can only reduce them.
OB helps an individual to understand human behaviour only at workplace or he she may
be a failure at domestic front.
It is only one of the many systems operating within a large social system.
OB has not contributed to improved interpersonal relations in an organisation.
Jealousies, back stabbing, harassments go side by side with rewards, lectures,
discussions, smiles etc.
There is a great danger of OB when in the hands of people who lack system
understanding. They tend to look only at the 'behavioural basis', which gives them a
narrow view point. This tunnel vision often leads to satisfying employee
experience while overlooking the broader system of an organisation in relation to all its
public.
OB is selfish and exploitive. With emphasis on motivation, efficieny, and productivity
there exists a kind of competition among workers and they are not able to live in
harmony.
OB has all most become a fad with managers. Abolishing or physical disparities has not
abolished mental barriers.
The ethical standards of those in charge and those who use OB techniques are a great
concern. Its knowledge and techniques could be used to manipulate people without
regard for human welfare.
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Q5).
a) What is meant by Emotional Intelligence?
Ans: -
Emotional intelligence is the capacity for recognising our own feelings and those of others, for
motivating ourselves, for managing emotions well in ourselves and in to our relationships."
Or
Emotional intelligence (EI) is the ability to identify, assess, and control the emotions of oneself,
of others, and of groups. Emotional intelligence has reached the classroom and the work place
Goleman.
Golemans model of Emotional Intelligence (EI):
Self-awareness: Capacity for understanding one's emotions, one's strengths and one's
weaknesses.
Self-management: Capacity for effectively managing one's motives and regulating one's
behaviour.
Social awareness: Capacity for understanding what others are saying and feeling and
why they feel and act as they do.
Relationship management: Capacity for acting in such a way that one is able to get
desired results from others and reach personal goals.

Personal competence determines how we manage ourselves, whereas social competence
determines how we handle our interpersonal relationships.
b) What is the impact of emotional intelligence on managers?
Ans: -
Emotional intelligence directly influences a managers ability to lead. Being emotionally
intelligent means understanding the importance and impact that emotions have on you and
those around you, so you are better equipped to make smarter decisions. It requires project
managers to know the team and their reactions, as well as skillfully managing and regulating
their own emotions and reactions. Emotional intelligence impact on managers in below
criterias:
Operate in complex environments
Build effective teams
Manage changes
Provide-leadership
Deliver best results
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Q6).
Suppose you are the Team Manager in a multinational company with
team strength of 10 members. You are given the responsibility of
ensuring that the team gives excellent performance or results. What
are the key issues you have to handle in team building?
Ans: -
Below are few key issues to handle in team.
Set a goal and target as per team strength: Team members should all be working
towards the same goals and targets. If they do not have a shared vision, conflict and
competition are likely to develop. Ideally, team members should be involved in the
process of formulating the team's goals and targets. This will help to secure their buy-in
and that they fully understand the team's purpose.
Motivation: A manager should ensure that he/she motivate the team member on timely
manner.
Commitment: Commitment to the purpose and values of an organization provides a
clear sense of direction. Team members understand how their work fits into corporate
objectives and they agree that their team's goals are achievable and aligned with
corporate mission and values. Commitment is the foundation for synergy in groups.
Value everyones Contribution: Teams are successful when they draw from the
expertise of every team member, with each person contributing different skills and
experience. While some team members may be technical experts, others may have vital
organizational, administrative or financial skills.
Communication: Open communication is equally important to a team's success. To
assess work performance, members must provide honest feedback, accept constructive
criticism, and address issues head-on. To do so require a trust level supported by direct,
honest communication Positive communication impacts the energy of a work team.
Cooperation: Most challenges in the workplace today require much more than good
solo performance. In increasingly complex organizations, success depends upon the
degree of interdependence recognized within the team.
Conflict management: Constructive conflict between team members is a sign of a
healthy team. Teams that operate without any challenge at all risk "group think," where
mistakes happen because team members feel pressured to agree with a course of action
to avoid upsetting the team's harmony. However, unhelpful arguments and conflict
should be tackled. If the team members are unable to resolve the situation among
themselves, a manager may have to become involved to provide independent
mediation or facilitation for the group.
Celebrate Team Successes: When the team achieves a milestone or target, you should
encourage team members to celebrate their success together. Simple, shared
celebrations, such as a team lunch or drinks after work, can help to build camaraderie
and act as an incentive to reach the next milestone or target.