M80038 Management rocess and Crgan|zat|on 8ehav|or

1 Wr|te a note on the manager|a| ro|es and sk|||s?

Answer Monoqerio/ ko/es
@ meeL Lhe many demands perrmlng Lhelr ncLlns managers assme mLlpe res A re ls an
rganlzed seL behavlrs Penry MlnLzberg (1973) has ldenLlled Len Sb res cmmn L Lhe wrk
a managers @he Len res are dlvlded lnL Lhree grps lnLerpersna lnrmaLlna and declslna
Accrdlng L MlnLzberg (1973) managerla res are as ws
1 lnrmaLlna res
2 ueclslna res
3 lnLerpersna res

1 nformat|ona| ro|es @hls lnvves Lhe re asslmlaLlng and dlssemlnaLlng lnrmaLln as and when
reqlred lwlng are Lhe maln sbres whlch managers Len perrm
a MnlLrcecLlng lnrmaLln rm rganlzaLlns bLh rm lnslde and Lslde Lhe rganlzaLln
b ulssemlnaLrcmmnlcaLlng lnrmaLln L rganlzaLlna members
c SpkespersnrepresenLlng Lhe rganlzaLln L Lslders

2 Dec|s|ona| ro|es lL lnvves declsln maklng Agaln Lhls re can be sbdlvlded ln L Lhe wlng

a LnLreprenerlnlLlaLlng new ldeas L lmprve rganlzaLlna perrmance
b ulsLrbance handersLaklng crrecLlve acLln L cpe wlLh adverse slLaLln
c 8esrce acaLrsacaLlng hman physlca and mneLary resrces
d negLlaLr negLlaLlng wlLh Lrade nlns r any Lher sLakehders

3 nterpersona| ro|es @hls re lnvves acLlvlLles wlLh pepe wrklng ln Lhe rganlzaLln @hls ls
spprLlve re r lnrmaLlna and declslna res lnLerpersna res can be caLegrlzed nder
Lhree sbheadlngs
a llgreheadCeremnla and symblc re
b Leadershlpeadlng rganlzaLln ln Lerms recrlLlng mLlvaLlng eLc
c Llalsnlasnlng wlLh exLerna bdles and pblc reaLlns acLlvlLles

Monoqement 5ki//s
A managers [b ls varled and cmpex Managers need cerLaln skls L perrm Lhe dLles and acLlvlLles
assclaLed wlLh belng a manager WhaL Lype skls des a manager need? 8berL L kaLz (1974) nd
LhaL managers needed Lhree essenLla managemenL skls
l @echnlca
M80038 Management rocess and Crgan|zat|on 8ehav|or


ll Pman
lll CncepLa

@echn|ca| sk|||s @he abllLy ls L appy speclalzed knwedge r experLlse A [bs reqlre sme
speclalzed experLlse and many pepe devep Lhelr Lechnlca skls n Lhe [b vcaLlna and n Lhe
[b Lralnlng prgrams can be sed L devep Lhls Lype skl
numan Sk||| @hls ls Lhe abllLy L wrk wlLh ndersLand and mLlvaLe Lher pepe (bLh lndlvlday
and a grp) @hls reqlres senslLlvlLy Lwards Lhers lsses and cncerns epe wh are prlclenL ln
Lechnlca skl bL nL wlLh lnLerpersna skls may ace dllcLy L manage Lhelr sbrdlnaLes @
acqlre Lhe Pman Skl lL ls perLlnenL L recgnlze Lhe eelngs and senLlmenLs Lhers abllLy L
mLlvaLe Lhers even ln adverse slLaLln and cmmnlcaLe wn eelngs L Lhers ln a pslLlve and
lnsplrlng way
Conceptua| Sk||| @hls ls an abllLy L crlLlcay anayze dlagnse a slLaLln and rward a easlbe
sLln lL reqlres creaLlve Lhlnklng generaLlng pLlns and chslng Lhe besL avalabe pLln A mark
a gd eader ls L be abe L prvlde cnslsLenL mLlvaLln L hls Leam encraglng Lhem L aLLaln
exceence and qalLy ln Lhelr perrmance A gd eader ls aways klng r ways L lmprve
prdcLln and sLandards Pere are slx managemenL skls y can devep as a eader ln wrklng L
creaLe a qalLy eecLlve Leam
@hls ls an lmprLanL aspecL LhaL Len geLs negecLed de Lhe demands n a eaders Llme and schede
CbservaLln and regar vlslLs L Lhe wrk envlrnmenL are a prlrlLy and shd be scheded lnL Lhe
caendar Cbservlng empyees aL wrk Lhe prcedres lnLeracLln and wrk w ls ndaLlna L
lmpemenLlng ad[sLmenLs L lmprve resLs @ have credlbllLy a eader needs L be seen and be
knwn L be p L daLe wlLh whaL ls happenlng ln Lhe wrk pace
1 Mon|tor Lmp|oyee erformance
Lmpyee perrmance needs L be mnlLred ln mLay accepLed ways lcles and prcedres need
L be cear Cnerenclng shd be n a regar basls and nL [sL when Lhere ls a prbem
AssessmenLs and evaaLlns shd nL be merey a rmalLy r vlewed a necessary paperwrk L be
dne and led away lndlvlda and grp cnerenclng shd be nderLaken nL ny L mnlLr
perrmance bL wlLh Lhe expecLaLln nglng presslna devepmenL and spprL @here shd
be reqenL encragemenL and cear crlLerla r nglng gas bLh r Lhe grp and lndlvlda
mp|ementat|on of rofess|ona| Deve|opment rograms
A gd eader evaaLes weaknesses and prvldes Lralnlng and devepmenL sLraLegles L sLrengLhen
Lhe weaker skls ln Lhe Leam
3 Demonstrates Work|ng know|edge and Lxpert|se
M80038 Management rocess and Crgan|zat|on 8ehav|or


Cd eadershlp cmes rm a pace sLrng knwedge and experlence Lhe prdcLln and
prcess eadlng L resLs l a eader des nL pssess a Lhe experLlse and knwedge persnay Lhen
regar cnsLaLlns wlLh experLs lnvved ln Lhe deparLmenLs shd be hed @hls ls lmprLanL ln
rder L malnLaln an accraLe and lnrmed vera plcLre
4 ood Dec|s|on Mak|ng
Cd eadershlp ls characLerlzed by Lhe abllLy L make gd declslns A eader cnslders a Lhe
dlerenL acLrs bere maklng a declsln Cear lrm declslns cmblned wlLh Lhe wllngness and
exlbllLy L adapL and ad[sL declslns when necessary creaLe cnldence ln Lhe eadershlp

S Ab|||ty to Conduct and Lva|uate kesearch
Cnglng revlew and research ls vlLa ln rder L keep n Lhe cLLlng edge ln bslness Whle managlng
Lhe presenL L ensre nglng exceence ln prdcL and perrmance a gd eader ls as abe L
k Lwards Lhe Lre CndcLlng and evaaLlng research ls an lmprLanL way pannlng and belng
prepared r Lhe Lre
LxceenL eadershlp ls aways pr acLlve raLher Lhan reacLlve 8y deveplng Lhese slx managerla skls
blds a sld ndaLln r sccess
D|scuss the methods of shap|ng behav|or |n deta||
Answer Shap|ng 8ehav|or
When a sysLemaLlc aLLempL ls made L change lndlvldas' behavlr by dlrecLlng Lhelr earnlng ln
gradaLed sLeps lL ls caed shaplng behavlr @here are r meLhds Shaplng 8ehavlr @hey are as
ws

1 os|t|ve re|nforcement @hls ls Lhe prcess geLLlng smeLhlng peasanL as a cnseqence a
deslred behavlr L sLrengLhen Lhe same behavlr lr exampe ne geL a cmmlssln l he/she
achleves saes LargeL lr exampe

l) 8nses pald aL Lhe end a sccess bslness year are an exampe pslLlve relnrcemenL
ll) Lmpyees wl wrk hard r a ralse r a prmLln
lll) Saesmen wl lncrease Lhelr erLs L geL rewards and bnses
lv) SLdenLs wl sLdy L geL gd grades and
v) ln Lhese exampes Lhe rlses prmLlns awards bnses gd grades are pslLlve relnrces

Negat|ve re|nforcement @hls ls Lhe prcess havlng a reward Laken away as a cnseqence a
ndeslred behavlr lr exampe scharshlp ls wlLhdrawn rm Lhe sLdenL wh has nL dne we n
Lhe examlnaLln !sL as pepe engage ln behavlrs ln rder L geL pslLlve relnrces Lhey as engage
ln behavlrs L avld r escape npeasanL cndlLlns @ermlnaLlng an npeasanL sLlms ln rder L
sLrengLhen r lncrease Lhe prbabllLy a respnse ls caed negaLlve relnrcemenL
M80038 Management rocess and Crgan|zat|on 8ehav|or


3 un|shment @hls caslng an npeasanL cndlLln ln an aLLempL L elmlnaLe an ndeslrabe
behavlr @hls ls Lhe prcess geLLlng a pnlshmenL as a cnseqence a behavlr Accrdlng L 8 l
Sklnner pnlshmenL ls sLl Lhe msL cmmn Lechnlqe behavlr cnLr ln Lday's le When a chld
mlsbehaves he ls spanked l a persn des nL behave as Lhe scleLy r aw wanLs hlm L d he ls
pnlshed by arresL and [al
Lxampe Lss pay r cmlng aLe L lce nlshmenL can be accmplshed elLher by addlng an
npeasanL sLlms r remvlng a peasanL sLlms @he added npeasanL sLlms mlghL Lake Lhe
rm crlLlclsm a scdlng a dlsapprvlng k a lne r a prlsn senLence @he remva a peasanL
sLlms mlghL cnslsL wlLhhdlng aecLln and aLLenLln sspendlng a drlver's lcense r Laklng
away a prlvlege sch as waLchlng Leevlsln

Accrdlngy ln slLaLlns where pnlshmenL ls deslrabe as a means behavlr mdllcaLln cerLaln
gldelnes wd make lL mre eecLlve Lhs mlnlmlzlng lLs dysncLlna cnseqences
a) ralse ln pblc pnlsh ln prlvaLe
b) Appy pnlshmenL bere Lhe ndeslrabe behavlr has been sLrngy relnrced @hs Lhe
pnlshmenL shd lmmedlaLey w Lhe ndeslrabe behavlr
c) @he pnlshmenL shd cs n Lhe behavlr and nL n Lhe persn

4 Lxt|nct|on An aLernaLlve L pnlshlng ndeslrabe behavlr ls exLensln Lhe aLLempL L weaken
behavlr by aLLachlng n cnseqences (elLher pslLlve r negaLlve) L lL lL ls eqlvaenL L lgnrlng Lhe
behavlr @he raLlnae r slng exLlncLln ls LhaL a behavlr nL wed by any cnseqence ls
weakened Pwever sme paLlence and Llme may be needed r lL L be eecLlve

@hls Lype relnrcemenL ls appled L redce ndeslrabe behavlr especlay when sch behavlrs
were prevlsy rewarded @hls means LhaL l rewards were remved rm behavlrs LhaL were
prevlsy relnrced Lhen sch behavlrs wd becme ess reqenL and evenLay dle L lr
exampe l a sLdenL ln Lhe cass ls hlghy mlschlevs and dlsLrbs Lhe cass he ls prbaby asklng r
aLLenLln l Lhe aLLenLln ls glven L hlm he wl cnLlne L exhlblL LhaL behavlr

8Lh pslLlve and negaLlve relnrcemenL resL ln earnlng @hey sLrengLhen a respnse and lncrease
Lhe prbabllLy repeLlLln 8Lh pnlshmenL and exLlncLln weaken behavlr and Lend L decrease lLs
sbseqenL reqency

3 Lxp|a|n the c|ass|f|cat|on of persona||ty types g|ven by Myers 8r|ggs
Answer @here are a L dlerenL ways Lhlnklng abL and klng aL persnalLy Lypes @he ga
delnlng persnalLy Lypes ls L be abe L elclenLy descrlbe paLLerns LhaL every persn as lnL LhaL
make LhaL persn slmlar L sme pepe bL dlerenL rm msL pepe ersnalLy cassllcaLlns are
based n measrlng dlerenL varlabes LhaL Lhe aLhrs beleve are lmprLanL ways ln whlch dlerenL
pepe are dlerenL rm each Lher
M80038 Management rocess and Crgan|zat|on 8ehav|or


kaLharlne Ck 8rlggs and her daghLer lsabe 8rlggs Myers lrsL pblshed Lhelr Myers8rlggs @ype
lndlcaLr (M8@l) ln 1962 @hey based lL n r dlerenL varlabes LhaL Lhey eL hep dlsLlnglsh
dlerenL klnds pepe and LhaL can vary lndependenLy rm each Lher @hese were based n ldeas
rlglnay presenLed by Lhe psychlaLrlsL Car !ng Lach varlabe ls descrlbed as a chlce beLween Lw
ppslLe LralLs (as knwn as a Jlcbotomy)
AttltoJe xttovett ot lottovett? ls Lhe persn mre Lglng r mre reserved?
looctloo 5eosloq ot lotoltlve? ues Lhe persn make [dgmenLs mre based n experlence Lhe
wrd r mre based n lnLlLln?
looctloo 1blokloq ot leelloq? ues Lhe persn se raLlna Lhlnklng r emLlna eelngs msL L make
declslns?

llfestyle IoJqmeot ot letceptloo? ues Lhe persn Lend L make declslns abL wheLher Lhlngs are
gd r bad r des Lhe persn have mre a lveandeLlve aLLlLde?
Lach ne Lhese varlabes n Lhe M8@l yleds an answer n ne slde r Lhe Lher 8ecase Lhere are
r varlabes each wlLh Lw psslbe vaes Lhe LLa nmber psslbe persnalLy Lypes n Lhe M8@l
ls 2x2x2x2 r 16
@he M8@l whlch ls seadmlnlsLered asks severa qesLlns lndlvlda each whlch ls deslgned L
shed lghL n ne Lhese r dlchLmles AL Lhe end Lhe respnses deLermlne wheLher y a n
ne slde r Lhe Lher each Lhe r dlchLmles @he resL ls LhaL every persn wh Lakes Lhe
M8@l ls glven ne Lhe 16 persnalLy Lypes say represenLed by eLLers rm Lhe varlabes eg
Ln@ lSl! LS@! lS@!
@he Lhery ls LhaL Lhese r dmalns cmblne L creaLe dlerenL Lypes pepe and LhaL each Lhe
16 caLegrles ls dlerenL rm Lhe Lhers Smene wh ls Ln@ wd be descrlbed as a persn wh
ls Lglng reles n lnLlLln and ses raLlna LhghL bL ls nL qlck L [dgmenL @he Lhery ges
n L make cn[ecLres abL whaL Lhls klnd persn ls lkey L be gd aL whaL LhaL persns
vnerabllLles are mre lkey L be and whaL Lher persnalLy Lypes Lhe persn ls mre r ess lkey L
geL ang wlLh
8ecase Lhese lnLerpreLaLlns many lke L se Lhls qlck assessmenL L make pepe L Lhlnk abL
Lhemseves and hw Lhey reaLe L Lhe wrd reqenLy when a grp pepe ls abL L wrk
csey LgeLher r spend Llme LgeLher lke ln a cmpany r n a cmmlLLee Sme psychLheraplsLs
as se Lhe M8@l L hep clenLs ndersLand Lhemseves beLLer and Lhlnk mre b[ecLlvey abL why
and hw Lhlngs are dllcL r whaL mlghL be a plLa ln Lhe Lre
@here are many cmmn crlLlclsms Lhls assessmenL Cmmn nes lncde
1 lL rces pepes descrlpLln lnL caLegrles and desnL aw r pepe L be r exampe
haway beLween any Lhe dlchLmles @herere pepe wh scre weaky Lward ne slde
M80038 Management rocess and Crgan|zat|on 8ehav|or


r Lhe Lher ne Lhe persnalLy varlabes are glven Lhe same persnalLy lnLerpreLaLln as
pepe wh sLrngy manlesL LhaL LralL
2 @here ls nL mch sclenLllc evldence LhaL Lhese r LralLs vary lndependenLy each Lher lL
may be LhaL belng sLrngy n ne slde any ne Lhese aecLs hw y scre n Lhe Lhers
3 @he assessmenL asks pepe abL hw Lhey Lhlnk abL Lhemseves whlch may r may nL
accraLey reecL hw Lhey acLay are

4 What are the factors |nf|uenc|ng percept|on?
Answer ercepLln ls r sensry experlence Lhe wrd arnd s and lnvves bLh Lhe recgnlLln
envlrnmenLa sLlml and acLln ln respnse L Lhese sLlml @hrgh Lhe percepLa prcess we
galn lnrmaLln abL prperLles and eemenLs Lhe envlrnmenL LhaL are crlLlca L r srvlva
A nmber acLrs peraLe L shape and smeLlmes dlsLrL percepLln @hese acLrs can reslde
l) ln Lhe percelver
ll) ln Lhe Cb[ecL r LargeL belng percelved r
lll) ln Lhe cnLexL Lhe slLaLln ln whlch Lhe percepLln ls made
1 Character|st|cs of the erce|ver Severa characLerlsLlcs Lhe percelver can aecL percepLln
When an lndlvlda ks aL a LargeL and aLLempLs L lnLerpreL whaL he r she sLands r LhaL
lnLerpreLaLln ls heavly lnenced by persna characLerlsLlcs Lhe lndlvlda percelver @he ma[r
characLerlsLlcs Lhe percelver lnenclng percepLln are
a) Att|tudes @he percelver's aLLlLdes aecL percepLln lr exampe Mr x ls lnLervlewlng
candldaLes r a very lmprLanL pslLln ln hls rganlzaLln a pslLln LhaL reqlres negLlaLlng
cnLracLs wlLh spplers msL whm are mae Mr x may ee LhaL wmen are nL capabe
hdlng Lhelr wn ln Lgh negLlaLlns @hls aLLlLde wlLh dbLess aecL hls percepLlns
Lhe emae candldaLes he lnLervlews
b) Moods Mds can have a sLrng lnence n Lhe way we percelve smene We Lhlnk
dlerenLy when we are happy Lhan we d when we are depressed ln addlLln we remember
lnrmaLln LhaL ls cnslsLenL wlLh r md sLaLe beLLer Lhan lnrmaLln LhaL ls lncnslsLenL
wlLh r md sLaLe When ln a pslLlve md we rm mre pslLlve lmpresslns Lher
When ln a negaLlve md we Lend L evaaLe Lhers navraby
c) Mot|ves unsaLlsled needs r mLlves sLlmaLe lndlvldas and may exerL a sLrng lnence n
Lhelr percepLlns lr exampe ln an rganlzaLlna cnLexL a bss wh ls lnsecre percelves a
sb rdlnaLes erLs L d an LsLandlng [b as a LhreaL L hls r her wn pslLln ersna
lnsecrlLy can be LransaLed lnL Lhe percepLln LhaL Lhers are L L geL my [b regardess
Lhe lnLenLln Lhe sbrdlnaLes
M80038 Management rocess and Crgan|zat|on 8ehav|or


d) Se|f Concept AnLher acLr LhaL can aecL scla percepLln ls Lhe percelvers secncepL An
lndlvlda wlLh a pslLlve secncepL Lends L nLlce pslLlve aLLrlbLes ln anLher persn ln
cnLrasL a negaLlve secncepL can ead a percelver L plck L negaLlve LralLs ln anLher
persn CreaLer ndersLandlng se aws s L have mre accraLe percepLlns Lhers
e) nterest @he cs r aLLenLln appears L be lnenced by r lnLeresLs 8ecase r
lndlvlda lnLeresLs dler cnslderaby whaL ne persn nLlces ln a slLaLln can dler rm
whaL Lher percelve lr exampe Lhe spervlsr wh has [sL been reprlmanded by hls bss r
cmlng aLe ls mre lkey L nLlce hls ceages cmlng aLe Lmrrw Lhan he dld asL week
) Cogn|t|ve structure CgnlLlve sLrcLre an lndlvldas paLLern Lhlnklng as aecLs
percepLln Sme pepe have a Lendency L percelve physlca LralLs sch as helghL welghL and
appearance mre readly CgnlLlve cmpexlLy aws a persn L percelve mLlpe
characLerlsLlcs anLher persn raLher Lhan aLLendlng L [sL a ew LralLs
g) Lxpectat|ons llnay expecLaLlns can dlsLrL yr percepLlns ln LhaL y wl see whaL y
expecL L see @he research lndlngs Lhe sLdy cndcLed by Shedn S Zaklng and @lmLhy W
CsLe n sme specllc characLerlsLlcs Lhe percelver revea
l knwlng nese makes lL easler L see Lhers accraLey
ll Cnes wn characLerlsLlcs aecL Lhe characLerlsLlcs ne ls lkey L see ln Lher
lll epe wh accepL Lhemseves are mre lkey L be abe L see avrabe aspecLs Lher
pepe
lv Accracy ln percelvlng Lhers ls nL a slnge skl

@hese r characLerlsLlcs greaLy lnence hw a persn percelves Lher Lhan he envlrnmenLa
slLaLln
2 Character|st|cs of the @arget CharacLerlsLlcs ln Lhe LargeL LhaL ls belng bserved can aecL whaL ls
percelved hyslca appearance pas a blg re ln r percepLln Lhers LxLremey aLLracLlve r
naLLracLlve lndlvldas are mre lkey L be nLlced ln a grp Lhan rdlnary klng lndlvldas
MLlns snd slze and Lher aLLrlbLes a LargeL shape Lhe way we see lL verba
CmmnlcaLln rm LargeLs as aecLs r percepLln Lhem nnverba cmmnlcaLln
cnveys a greaL dea lnrmaLln abL Lhe LargeL @he percelver declphers eye cnLacL acla
expresslns bdy mvemenLs and psLre a ln a aLLempL L rm an lmpressln Lhe LargeL
3 Character|st|cs of the S|tuat|on @he slLaLln ln whlch Lhe lnLeracLln beLween Lhe percelver and
Lhe LargeL Lakes pace has an lnence n Lhe percelvers lmpressln Lhe LargeL @he sLrengLh
Lhe slLaLlna ces as aecLs scla percepLln Sme slLaLlns prvlde sLrng ces as L
apprprlaLe behavlr ln Lhls slLaLln we assme LhaL + le lndlvldas behavlrs can be
accnLed r by Lhe slLaLln and LhaL lL may nL reecL Lhe lndlvldas dlspslLln

M80038 Management rocess and Crgan|zat|on 8ehav|or


S Mr So|ank| |s the V nk of a |ead|ng I|nanc|a| serv|ces company ne |s hav|ng a meet|ng w|th Ms
kaman| |ead|ng nk consu|tant Mr So|ank| |s concerned about creat|ng an env|ronment that he|ps |n
|ncreas|ng the [ob sat|sfact|on amongst emp|oyees Assume that you are Ms kaman| the nk
consu|tant What suggest|ons you w||| g|ve to Mr So|ank| for creat|ng an env|ronment that |ncreases
[ob sat|sfact|on
Answer !b saLlsacLln can be lnenced by a varleLy acLrs eg Lhe qalLy nes reaLlnshlp
wlLh Lhelr spervlsr Lhe qalLy Lhe physlca envlrnmenL ln whlch Lhey wrk degree lmenL
ln Lhelr wrk eLc nmers research resLs shw LhaL Lhere are many acLrs aecLlng Lhe [b
saLlsacLln @here are parLlcar demgraphlc LralLs (age edcaLln eve Lenre pslLln marlLa
sLaLs years ln servlce and hrs wrked per week) empyees LhaL slgnllcanLy aecL Lhelr [b
saLlsacLln

SaLlsylng acLrs mLlvaLe wrkers whle dlssaLlsylng nes prevenL MLlvaLlng acLrs are
achlevemenL recgnlLln Lhe [b cndcLed respnslbllLy prmLln and Lhe acLrs reaLed L Lhe
[b lLse r persna devepmenL MLlvaLlng acLrs ln Lhe wrklng envlrnmenL resL ln Lhe [b
saLlsacLln Lhe persn whle prLecLlve nes dlssaLlsy hlm

Masw cnnecLs Lhe creaLln Lhe exlsLence pepes sense saLlsacLln wlLh Lhe malnLenance
Lhe casslled needs @hese are physlglca needs (eaLlng drlnklng resLlng eLc) secrlLy needs
(pensln heaLh lnsrance eLc) Lhe need L ve (gd reaLlns wlLh Lhe envlrnmenL rlendshlp
ewshlp L ve and L be ved) need L seesLeem (se cnldence recgnlLln adraLln L be
glven lmprLance sLaLs eLc) need seacLalzaLln (maxlmlzaLln Lhe aLenLpLenLla pwer
and capaclLy devepmenL abllLles eLc)

lnslclenL edcaLln lnabllLy L seecL qalled wrkers r Lhe [b ack cmmnlcaLlns ack
[b delnlLlns a aecL [b saLlsacLln negaLlvey lL has been asserLed LhaL parLlclpaLlng ln Lhe
managemenL havlng Lhe declsln maklng pwer lndependence n Lhe [b and Lhe nlL where Lhe
lndlvlda wrks have pslLlve lmpacL pn Lhe [b saLlsacLln @he [b lLse (Lhe wrk cndcLed) and
achlevemenL and recgnlLln aL wrk resL ln saLlsacLln whle Lhe managemenL plcy reaLlns wlLh
Lhe managers and ceages resL ln dlssaLlsacLln lacLrs reaLed L Lhe [b lLse sch as slng
LaenLs creaLlvlLy respnslbllLy recgnlLln have lnence n Lhe [b saLlsacLln

Age ls ne Lhe acLrs aecLlng [b saLlsacLln SLdles cndcLed ln lve dlerenL cnLrles prve
LhaL Lhe eder wrkers are mre saLlsled kse has as nd a meanlng reaLln beLween Lhe age
and [b saLlsacLln

@here ls a sLrng cnnecLln beLween eelng secre and saylng ne ls saLlsled wlLh a [b epe wh
sLaLe Lhelr [b ls secre have a mch arger prbabllLy reprLlng Lhemseves happy wlLh Lhelr wrk
Slmlary by sme researchers sex ls as nd L have an lnence n [b saLlsacLln 8esldes Wahba
has nd L LhaL mae lbrarlans glve mre lmprLance L persna devepmenL and ree declsln
M80038 Management rocess and Crgan|zat|on 8ehav|or


maklng ln Lhelr [bs Lhan Lhe emae lbrarlans and Lhe emae lbrarlans are mre dlssaLlsled Lhan Lhe
mae lbrarlans

!b saLlsacLln and devLln L Lhe [b aecLed each Lher reclprcay and Lhey have greaL lmpacL
pn perrmance @he msL slgnllcanL Lhe acLrs aecLlng perrmance are ecnmlca Lechnlca
sclplLlca cLra and demgraphlca nes

Pwever msL erLs L lmprve perrmance seem L cenLer n lmprvlng Lhe cndlLlns srrndlng
Lhe wrk @hese are wrLhwhle erLs bL Lhey say resL ny ln shrLLerm lmprvemenLs ln
aLLlLdes and prdcLlvlLy and Lhe slLaLln Len reLrns qlcky L nrma

@here ls n sLrng accepLance amng researchers cnsLanLs eLc LhaL lncreased [b saLlsacLln
prdces lmprve [b perrmance ln acL lmprved [b saLlsacLln can smeLlmes decrease [b
perrmance lr exampe y cd eL wrkers smeLlme slL arnd a day and d nLhlng @haL may
make Lhem mre saLlsled wlLh Lhelr wrk ln Lhe shrL rn bL Lhelr perrmance cerLalny desnL
lmprve @he lndlvldas wllngness L geL a resL hls/her endeavr and expecLaLln malnLalnlng
Lhe resL wl psh hlm/her L shw Lhe hlghesL perrmance

!b saLlsacLln varles a L (8esearches sggesLs Lhe hlgher Lhe presLlge Lhe [b Lhe greaLer Lhe [b
saLlsacLln) 8L many wrkers are saLlsled ln even Lhe easL presLlgls [bs @hey slmpy lke whaL
Lhey d MsL wrkers lke Lhelr wrk l Lhey have lLLe spervlsln @he easL saLlsled wrkers are Lhse
ln servlce ccpaLlns and managers LhaL wrk r Lhers LLhnlc and relgls rlenLaLln ls assclaLed
L wrk aLLlLdes and [b saLlsacLln ls reaLed L edcaLln @he dlerence beLween Lhe resLs LhaL
Lhe lndlvlda deslre and Lhse s/he malnLalned wl aecL hls/her saLlsacLln @here ls a cnslsLenL
reaLlnshlp beLween Lhe presslna sLaLs and Lhe [b saLlsacLln Plgh eves [b saLlsacLln are
bserved ln Lhse presslns whlch are deemed gd sLandlng ln Lhe scleLy

@he wrkers say cmpare Lhelr wrklng cndlLlns wlLh Lhe cndlLlns Lhe scleLy nder Lhe
varlabe scla cndlLlns l Lhe scla cndlLlns are wrse Lhan Lhe lndlvldas wrklng cndlLlns
Lhen Lhls wl resL ln saLlsacLln Lhe lndlvlda as Lhe wrkers deem Lhemseves reaLlvey ln gd
pslLln

n meanlng reaLlnshlp beLween Lhe [b saLlsacLln and age presslna experlence edcaLln
eve eve wage sex and presslna grp was nd Cn Lhe cnLrary presslna experlence has
been calmed L lncrease [b saLlsacLln

M80038 Management rocess and Crgan|zat|on 8ehav|or



6 |ven be|ow |s the nk po||cy g||mpse of the "VAkkLLAkNN# a |earn|ng and tra|n|ng so|ut|ons
company
1 t offers cash rewards for staff members
t promotes the cu|ture of emp|oyee referra| and encourages peop|e to refer peop|e they know may
be the|r fr|ends ex Co||eagues batch mates re|at|ves
3 What a|| needs do |t takes care off accord|ng to mas|ow's need h|erarchy
4 t recogn|zes good performances and g|ve fancy t|t|es and [ackets to the peop|e who perform we||
and a|so fe||c|tates them |n the Annua| Day of the company
What a|| aspects does |t takes care of accord|ng to the Mas|ow's Need n|erarchy?

Answer Masw ls a hmanlsLlc psychglsL PmanlsLs d nL beleve LhaL hman belngs are pshed
and ped by mechanlca rces elLher sLlml and relnrcemenLs (behavlrlsm) r
ncnscls lnsLlncLa lmpses (psychanaysls) PmanlsLs cs pn pLenLlas @hey
beleve LhaL hmans sLrlve r an pper eve capabllLles Pmans seek Lhe rnLlers
creaLlvlLy Lhe hlghesL reaches cnsclsness and wlsdm @hls has been abeed y
ncLlnlng persn heaLhy persnalLy r as Masw cas Lhls eve seacLalzlng
persn Masw has seL p a hlerarchlc Lhery needs A hls baslc needs are lnsLlncLa
eqlvaenL lnsLlncLs ln anlmas Pmans sLarL wlLh a very weak dlspslLln LhaL ls Lhen
ashlned y as Lhe persn grws l Lhe envlrnmenL ls rlghL pepe wl grw sLralghL and
beaLl acLalzlng Lhe pLenLlas Lhey have lnherlLed l Lhe envlrnmenL ls nL rlghL (and
msLy lL ls nL) Lhey wl nL grw La and sLralghL and beaLl Masw has seL p a hlerarchy
lve eves baslc needs 8eynd Lhese needs hlgher eves needs exlsL @hese lncde
needs r ndersLandlng esLheLlc appreclaLln and prey splrlLa needs ln Lhe eves Lhe
lve baslc needs Lhe persn des nL ee Lhe secnd need nLl Lhe demands Lhe lrsL have
been saLlsled nr Lhe Lhlrd nLl Lhe secnd has been saLlsled and s n Masws baslc needs
are as ws

hys|o|og|ca| Needs

@hese are blglca needs @hey cnslsL needs r xygen d waLer and a reaLlvey
cnsLanL bdy LemperaLre @hey are Lhe sLrngesL needs becase l a persn were deprlved
a needs Lhe physlglca nes wd cme lrsL ln Lhe persns search r saLlsacLln

Safety Needs

When a physlglca needs are saLlsled and are n nger cnLrlng LhghLs and
behavlrs Lhe needs r secrlLy can becme acLlve AdLs have lLLe awareness Lhelr
secrlLy needs excepL ln Llmes emergency r perlds dlsrganlzaLln ln Lhe scla sLrcLre
(sch as wldespread rlLlng) Chldren Len dlsp ay Lhe slgns lnsecrlLy and Lhe need L be
sae

Needs of Love Affect|on and 8e|ong|ngness

When Lhe needs r saeLy and r physlglca webelng are saLlsled Lhe nexL cass needs
r ve aecLln and benglngness can emerge Masw sLaLes LhaL pepe seek L vercme
M80038 Management rocess and Crgan|zat|on 8ehav|or


eelngs nelness and alenaLln @hls lnvves bLh glvlng and recelvlng ve aecLln
and Lhe sense benglng

Needs for Lsteem

When Lhe lrsL Lhree casses needs are saLlsled Lhe needs r esLeem can becme dmlnanL
@hese lnvve needs r bLh seesLeem and r Lhe esLeem a persn geLs rm Lhers Pmans
have a need r a sLabe lrmy based hlgh eve serespecL and respecL rm Lhers When
Lhese needs are saLlsled Lhe persn ees secnldenL and vaabe as a persn ln Lhe wrd
When Lhese needs are rsLraLed Lhe persn ees lnerlr weak hepess and wrLhess

Needs for Se|fActua||zat|on

When a Lhe reglng needs are saLlsled Lhen and ny Lhen are Lhe needs r se
acLalzaLln acLlvaLed Masw descrlbes seacLalzaLln as a persns need L be and d
LhaL whlch Lhe persn was brn L d A mslclan msL make mslc an arLlsL msL palnL and
a peL msL wrlLe @hese needs make Lhemseves eL ln slgns resLessness @he persn ees
n edge Lense acklng smeLhlng ln shrL resLess l a persn ls hngry nsae nL ved r
accepLed r acklng se esLeem lL ls very easy L knw whaL Lhe persn ls resLess abL lL ls
nL aways cear whaL a persn wanLs when Lhere ls a need r seacLalzaLln @he hlerarchlc
Lhery ls Len represenLed as a pyramld wlLh Lhe arger wer eves represenLlng Lhe wer
needs and Lhe pper plnL represenLlng Lhe need r seacLalzaLln Masw beleves LhaL
Lhe ny reasn LhaL pepe wd nL mve we ln dlrecLln seacLalzaLln ls becase
hlndrances paced ln Lhelr way by scleLy Pe sLaLes LhaL edcaLln ls ne Lhese hlndrances
Pe recmmends ways edcaLln can swlLch rm lLs sa persnsLnLlng LacLlcs L persn
grwlng appraches Masw sLaLes LhaL edcaLrs shd respnd L Lhe pLenLla an
lndlvlda has r grwlng lnL a seacLalzlng persn hls/her wn klnd @en plnLs LhaL
edcaLrs shd address are lsLed

CesLlnlng perrmance 8evlewlng/carly b[ecLlve Changlng/cnlrmlng res Cpenlng rlsky lsses
AsserLlveness LlsLenlng @esLlng new grnd ldenLlylng sLrengLhs and weaknesses errmlng Crps
reach a cncsln and lmpemenL Lhe sLln L Lhelr lsse lndlcaLrs lncde
CreaLlvlLy lnlLlaLlve lexlbllLy Cpen reaLlnshlps rlde Cncern r pepe Learnlng Cnldence
Plgh mrae Sccess eLc

Ad[rnlng As Lhe grp pr[ecL ends Lhe grp dlsbands ln Lhe ad[rnmenL phase @hls phase was
added when @ckman and !ensens pdaLed Lhelr rlglna revlew Lhe lLeraLre ln 1977 Lach Lhe
r sLages ln Lhe lrmlngsLrmlngnrmlngperrmlngad[rnlng mde prpsed by @ckman
lnvves Lw aspecLs lnLerpersna reaLlnshlps and Lask behavlrs Sch a dlsLlncLln ls slmlar L
8aes (1930) eqllbrlm mde whlch sLaLes LhaL a grp cnLlnsy dlvldes lLs aLLenLln beLween
lnsLrmenLa (LaskreaLed) needs and expresslve