ANSWERS

1. a) Define organizational behavior and it used in the organizational setting.

Action and attitude of individual and groups towards one another and toward the organization as a whole, and its effect on the organization's functioning and performance. Organizations is the human tool for human benefits applies to the behavior of people in all types of organization such as business government, service sector organizations.

b) Challenges and Opportunities for OB:i. Responding to Globalization

Organizations are no longer constrained by national borders. Globalization affects a mangers people skills in at least two ways. First, if we are manager, we are increasingly likely to find our self in a foreign assignment. Second, even in our own country, we are going to find our self working with bosses, peers and other employees who were born and raised in different cultures.

ii. -

Managing Workforce Diversity

Workforce diversity is e of the most important and broad-based challenges currently facing organizations.

While globalization focuses and differences between people from different countries, workforce diversity addresses differences among people within given countries.

Workforce diversity means that organizations are becoming more heterogeneous in terms of gender, race and ethnicity. It is an issue in Canada, Australia, South Africa, Japan, and Europe as well as United States.

A melting-pot approach assumed people who were different would automatically assimilate.

Employees do not set aside their cultural values and lifestyle preferences. The melting pot assumption is replaced by one that recognizes and values differences.

iii. -

Improving Quality and Productivity

Quality Management (QM) is a philosophy of management that is driven by the constant attainment of customer satisfaction through the continuous improvement of all organizational processes.

Implementing quality programs requires extensive employee involvement .

2. a) Define and describe the theory

Motivates one employee may discourage another, making the task extremely difficult to accomplish. When dealing with healthcare environment, managers need to use different strategies to engaged and motivated employees because it can make a difference in a patients care. Healthcare managers can provide the necessary solutions to encourage employees to continue to strive for accomplishments within the working environment, thereby securing indispensable talent and saving money for the organization. This can also contribute to the well-being of the working environment and create a sense of loyalty among the staff which can then be passed on to the patients and then continue on into their families, providing a quality of service that is incomparable with other organizations.

Workplace Motivational Theory

Decide what theories of motivation we will incorporate. We can choose to implement an incentive program based on performance, use positive . reinforcement , revamp our discipline policies, create new ways to meet our employees needs or use any combination of motivation strategies. Create a program that incorporates motivations strategies into our organization. Define methods for incorporating each specific method, such as introducing a new policy and procedure manual, rolling out an employee contest or developing a new feedback system that allows our employees share ideas. Develop any materials that will be needed to carry out our plans. If we are implementing a new employee feedback process, we need to develop new forms. If we are rolling out an employee contest, determine what prizes will be awarded and develop promotional materials to promote the program among our staff. Decided how our progress will be monitored. Create goals and objectives, and outline criteria for their successful completion. Set dates by which we want goals to be met. Develop reports and policies for our mangers and employees to use to report their progress. Conduct extensive training with our management staff. On a day-to-day basis, its our management staff who are primarily responsible for employee motivation. Train our mangers on motivation theories and a detailed understanding of the new programs our company is implementing.

b) Maslow theory
- Hierarchy
Maslow's hierarchy of needs is often portrayed in the shape of a pyramid, with the largest and most fundamental levels of needs at the bottom, and the need for self-actualization at the top.

- Physiological needs
For the most part, physiological needs are obvious they are the literal requirements for human survival. If these requirements are not met, the human body simply cannot continue to function.

- Safety needs
Personal security, financial security, Health and well-being, Safety net against accidents/illness and their adverse impacts.

- Love and belonging

Friendship, Intimacy and Family

- Esteem
All humans have a need to be respected and to have self-esteem and selfrespect. Esteem presents the normal human desire to be accepted and valued by others. People need to engage themselves to gain recognition and

have an activity or activities that give the person a sense of contribution, to feel self-valued, be it in a profession or hobby. Imbalances at this level can result in low self-esteem or an inferiority complex.

- Self actualization
Maslow describes this desire as the desire to become more and more what one is, to become everything that one is capable of becoming. This is a broad definition of the need for self-actualization, but when applied to individuals the need is specific.

3. a) Learning Organization
A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself. Learning organization developed as many organizations changed from product-based, the largest contributing factor t this transition being the technology explosion. However, for a company to truly become a learning organization, they must value learning. Everyone can tell when a company values learning. The employees say, I dont know, but Ill find out. It is not just a customer service phrase. It is a deep value within a person and organization to continue learning.

b) List the characteristics of learning organization

Buy learning for their employees in the form of training or other employee development activities Promote learning as a positive necessary aspect of company culture from the CEO to the front line employee

Sell or offer learning to their customers as a value-added service Present learning to others in the form of case studies Share learning with partners to leverage new profit centers Build on learning to maintain a competitive edge Embrace learning as an opportunities

c) Recommendations to manage stress

Improve sleep routine Healthy diet Aerobic exercise Emotional outlet Positive imagery Breathing exercises Go for shopping

4) a) Define the following of organizational culture:

i. Dominant culture Dominant culture describes the customs and traditions that maintain a social classs control over societal institutions and wealth. A dominant paradigm refers to the values, or system of thought, in a society that are most standard and widely held at a given time.

ii.

Sub culture

Pocket of segments of culture which (while reflecting the dominant aspects Of the main culture) show different customs, norms, and values, due to

differences in geographical areas or (within organization) departmental goals and job requirements. Whether it is a charitable organization, a company or a club there is always subdivisions. For example, a charitable organization may have administrators, office workers, fund raisers, field workers and etc. Each of these divisions will have a separate subculture even though they all participate in the organizational culture and purpose of the charitable organization.

iii.

Strong culture

A strong organizational culture could be one were the majority of the participants hold the same basic beliefs and values as applies to the organization. The people in this group may follow the perceived rules and ethical procedures that are basic to the organization, even if those values are not publicly stated by the organization.

b) An organization create a customer-responsive culture

Smaller businesses are more likely to have a customer-responsive culture then larger organizations. This is of course not the case. In todays world information technologies make it possible for any firm, small or large to create a customer-

responsive culture, however the means of achieving this goal can be quite different. Select customer focused individuals Use empowerment Use a structure with a low level of formalization (flexibility to deal with customers) Use good listening skills Role clarity

7) a) Define and explain the meaning of organizational power

Organizational power is defined as the ability of the organization structure to utilize all the mandatory resources in favor of organization development such as man, machine and other resources. Power is not uniformally distributed to all levels in the organization however it is confined to certain department , group of people depending on the level of responsibility and seniority.

The motive of assigning power to these levels is to streamline the underlaying activities by designing work structures, circulars policies and their successful implementation for the success of the organization.

b) Five types of such power

I. Coercive Power

Is a supervisor intimidating and employee to do the work or they can be fired or demoted. This can be compared to someone having a power trip complex.

II. -

Reward Power

An employee believes they are going to get some type of reward for doing their job. The employee believes reward will be coming from the supervisor.

III. -

Legitimate Power

A person receives as a result of his or her position in the formal hierarchy of an organization. An example, an officer believing that the orders being given are true even if they may be coming from a higher power that does not normally give out orders to the police. An officer receiving powers from the chief of police and the commanding officers follows through to make sure their officers are conducting the instructions.

IV. -

Expert Power

On one individual believing that another individual as so much expertise in an area that they believe everything that is being told to them. The example used was the client/attorney example.

V. -

Referent Power

Possession by an individual of desirable resources of personal traits. Its when one person has an attraction to the person giving the power. The individual basically do anything the person with power says because the attraction is so strong.