Organisational Behaviour_Assessment 1_T3 2023

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Universal Business School Sydney *

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MCR002

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Management

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Apr 3, 2024

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ORGANISATIONAL BEHAVIOUR – ASSESSMENT 1 IN-CLASS INVIGILATED ASSESSMENT (Assessment Weight: 10%) 1. This is an in-class online invigilated assessment. YOU MUST HAVE YOUR CAMERA ON AND BE VISIBLE FOR THE DURATION OF THIS ASSESSMENT EVENT. IF YOU DO NOT HAVE YOUR CAMERA ON, YOUR SUBMISSION WILL NOT BE GRADED. 2. You have 1 hour and 30 minutes to complete this assessment. 3. This assessment event will commence at 15:45 and conclude at 17:15 on Tuesday 28 September 2023. 4. You must upload your responses at the indicated Moodle link by 17:15 , otherwise you will not be able to submit for grading. Use this word document to complete your tasks. You must email me no later than 17:25 if you are having difficulty uploading to Moodle AND attach your completed assessment to your email for it to be considered. 5. There are five tasks in this assessment. Attempt all tasks using this word doucment. The weighting for each task is indicated at that task.

Task 1: Contributing Disciplines (20%) Briefly outline and discuss the micro and macro disciples which contribute to our understanding of organisational behaviour. Use an example to illustrate your answer. (approximately 150 words) Answer Micro and macro disciplines in organizational behavior contribute to our understanding of individual and collective dynamics in the workplace. Both disciplines are important in understanding organizational behavior as they provide different perspectives. Micro focuses on individual behavior, examining factors such as motivation, personality and decision-making processes. It helps us understand why the individual behaves the way they do in the workplace. For example, a psychologist might study how an employee’s motivation is affected by their views of fairness in the organization. Whereas macro focuses on a wider perspective of social structures and systems within the organization. It looks at how groups, teams and departments interact with each other while operating and how organizational culture influences behavior. For example, an organization with strong bonding and culture of innovation may encourage risk-taking and create problem-solving scenarios which foster the working environment in the workplace. By considering both factors, we gain a more comprehensive understanding of how individual behavior is affected by both factors within the organization.

Task 2: Challenges and Opportunities (20%) Outline and briefly describe the challenges and opportunities faced by organisational behaviourial practitioners. Use two examples (one each for a challenge and opportunity) (approximately 150 words) Answer The challenges faced by organizational behaviour practitioners are cultural diversity and resistance to change. Cultural diversity can pose challenges as organizations become increasingly globalized, the practitioners need to understand and manage different cultural norms and values in order to foster teamwork among teams. Resistance to change can also be a hurdle for practitioners as employees may resist to new strategies or systems which may hinder organizational progress. It requires practitioners to communicate the benefits of change and address any fear the employees may have. On the other hand, and opportunity for organizational behaviour practitioners lies in fostering engagement and collaboration. The employees are more productive and committed to work if they are engaged which leads to positive work environment. It ultimately leads to improved performance and increased overall job satisfaction.

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Task 3: Attitudes and behaviour (20%) (i) Compare and contrast Terminal and Instrumental Values (ii) Outline how the implications for managers of Values outlines in the Rokeach Survey. (approximately 150 words) Answer Terminal values refer to ultimate goals ore desired end states that individual stive for in their lives, it relates to the outcome or achievements that people consider important such as happiness and success. j Whereas instrumental values are the means through which individuals achieve their terminal values. These values are related to the behaviour and attitudes that individuals adopt in order to reach their desired goal such as hard work, cooperation and responsibility. Ther Rockeach Survey is widely used tool to measure individual’s value systems. The implications for managers of these values outlined in the survey can be significant. By understanding the terminal and instrumental values held by employees, managers can align organisational goals with employee motivation. If an employee highly prioritizes achievement, a manger may provide opportunities for advancement and recognition to motivate and engage them. By recognizing and valuing employee’s personal beliefs and motivation, managers can foster a positive work environment where employees feel valued and motivated which can lead to increased job satisfaction and productivity.

Task 4: Attitudes and Behaviour (20%) (i) Outline and briefly discuss the components of attitudes. (ii) Discuss the relationship between attitude and behaviour and the implications for managers. Use an example to illustrate your answer. (approximately 150 words) Answer Attitudes are comprised of three main components: cognitive, affective and behavioral.  Cognitive component: This refers to the beliefs, thoughts and knowledge an individual has about a particular object.  Affective component: It involves the emotional response or feelings associated with the object.  Behavioral component: It relates to the actions or behaviors that an individual exhibits towards the object.

The relationship between attitude and behavior can be affected by several factors such as situational norms and values. While attitudes may influence behavior, they do not always predict it. There could be instances where individuals hold certain attitudes but do not act accordingly due to external pressure or priorities. For example, a manager who believes in promoting work-life balance for employees genuinely cares about their well- being and intends to offer more flexibility in working hours. However, due to organizational policies restricting flexibility or workload demands, the manager may find it challenging to implement desired changes. In this case, there is a mismatch between attitude and behavior due to situational constraints.

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Task 5: Personality and values (20%) Discuss the Big Five Traits and the implications for mangers. Use an example to illustrate your answer. (approximately 150 words) Answer The Big Five Traits are a widely accepted framework for understanding personality traits. These traits include openness to experience, conscientiousness, extraversion, agreeableness and neuroticism. Each of these traits has implications for managers in terms of their leadership style and effectiveness. For example, conscientiousness refers to being organized, responsible and dependable. The manager is likely to be detail-oriented and focused on achieving goals and ensure the tasks are complete efficiently and accurately. This trait is valuable in industries where accuracy is critical, such as manufacturing or finance. On the oner hand, extraversion refers to being outgoing, energetic and sociable. An extraverted manager would be perfect in the roles that require networking and building good relationship with clients. They can thrive in sales and marketing positions where they can influence others positively. The knowledge of Big Five Traits allows managers to understand individual differences among employees and implement better strategies for team performance and job satisfaction.

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