Master of Business Administration

MB0038 Management Process and Organizational Behaviour

Question 1: Describe the concept of Vision & Mission in an

Organization.

Answer 1: The major difference in vision & mission is that Vision is

Subjective & Mission is Objective. Vision is the state that one wants to be
in and mission is the way of doing it. A vision defines what is success to a
company or organization at any particular time. It can define what an
organization is supposed to look like and the values that the company
finds important. A vision gives a clear overview of the direction that the
company is moving and how it will get there. It provides the overall reason
for people to go to work and do what they do every day. Mission objectives
are more clearly defined than a vision. While not as specific as goals,
which have a date for completion and a specified outcome, they represent
the specific paths that an organization will take to meet its vision. An
objective may also accompany a specific program started by a company
in order to specify the reasons for the program and its purpose.

A mission objective is clear and quantifiable. For example, a marketing

plan may have an objective to deliver a certain amount of sales and
market penetration for specific product or product group. To define these
clear and quantifiable goals, the company may need to research the
market potential and product pricing, as well as the competitive situation
in the market. Such detailed research may not be needed for a vision,
which by its nature may not be accompanied by quantifiable goals.
Example: Mr. Dhirubhai Ambani had a vision about the garment industry
and to become rich was his vision. To set up a garment factory was his
mission.

Question 2: (A) Define Planning (B) Explain the importance of

Planning.
Answer 2: (A) Planning is a basic management function which enables
one to select the goals of organization and to prepare the way to achieve
the said goals. In simple terms Planning is the process of assessing an
organization's goals and creating a realistic, detailed plan of action for
meeting those goals is the process of thinking about and organizing the
activities required to achieve a desired goal.
Planning involves the creation and maintenance of a plan. As such,
planning is a fundamental property of intelligent behavior. This thought
process is essential to the creation and refinement of a plan, or integration
of it with other plans; that is, it combines forecasting of developments
with the preparation of scenarios of how to react to them.

(B) Importance of Planning are as follows.

Planning show direction to management to achieve the

foresaid
goals.
It helps to set a logical framework for business.
It helps to avoid the mistakes or identifies the opportunities.
It helps to analysis the strength & Weakness of Business.
It helps in forecasting the future and makes the future visible to
some extent.
It creates the way where we are and where we want to go.
It helps to measure the proposed performance and actual
performance.
It helps to tackle the market obligations.
It helps to clarify the objective which helps the workforce to attain
direction.
Planning is the process of thinking in advance and so plans are
made to achieve a target at future date by using latest methods and
technology to perform the industrial/business activities and so plans
lead to innovation.

Question 3: (A) why leading is important? (B) What are the

characteristics of Leading?
Answers 3: (A) Importance of leading are as follows.
Initiates Actions Leading is the function which starts by giving goals
to the subordinates. Plans can be implemented only when the actual
works starts. Thus leading initiates action.
Constant Actions Direction, much like leading intitates action but
these directions have to be repeated if the action has to go on
Integration of Efforts Leading and direction integrates all the
efforts of subordinates and followers into a particulars area which helps
to attain the set goals.
Motivation Leading is a continuous effort of directing, instructing
and setting an self explanatory example of work which shall motivates
the subordinates and followers. Appreciating the work of subordinates
by giving rewards to subordinates is an integral part.
Attain Stability As said above leading is a continuous effort of
directing, instructing and setting an self explanatory example of work.
It helps to attain the stability of good performance into the business.
(B) Characteristics of Leading are as follows
Giving Direction Directing is a part of leading. In others words
Leading involves consulting, advisory and taking an initiative to attain the
set goals.
Creating alignment Leading is a continuous process of actions which
enables to direct the work force into a particular area to attain the set
goals. Leading involves direction, action which enables the subordinate to
work into a proper direction to achieve goals.
Creating Engagement Engagement is defined as capturing the mind
space of the stake holders. It connects the individuals to the organization.
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Question 4: (A) Define Organisation behaviour (B) What are the

limitations of Organisation behaviour
Answers 4: (A) Organization behaviour is directly concerned with the
Understanding and controlling of human behaviour in Organizations. Like
all social sciences, organizational behaviour seeks to control, predict, and
explain. But there is some controversy over the ethical ramifications of
focusing on controlling workers' behaviour. As such, organizational
behaviour or OB (and its cousin, Industrial psychology) have at times been
accused of being the scientific tool of the powerful. Those accusations
notwithstanding, OB can play a major role in organizational development
and success.
(B) Limitations of Organisation behaviour

Organizational behavior cannot abolish conflict and frustration but

can only reduce them. It is a way to improve but not an absolute
answer to problems.

It is only one of the many systems operating within a large social

system.

People who lack system understanding may develop a 'behavioral

basis', which gives them a narrow view point, i.e., a tunnel vision
that emphasizes on satisfying employee experiences while
overlooking the broader system of an organization in relation to all
its public.

The law of diminishing returns also operates in the case of

organizational behavior. It states, that at some point increase of a
desirable practice produce declining returns and sometimes,
negative returns. The concept implies that for any situation there is
an optimum amount of a desirable practice. When that point is
exceeded, there is a decline in returns. For example, too much
security may lead to less employee initiative and growth. This
relationship shows that organizational effectiveness is achieved not
by maximizing one human variable but by working all system
variables together in a balanced way

A significant concern about organizational behaviour is that its

knowledge and techniques could be used to manipulate people
without regard for human welfare. People who lack ethical values
could use people in unethical ways.

Question 5: (A) what is meant by emotional intelligence? (B)

What is the impact of emotional intelligence on managers?
Answers 4: 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 our relationships. In simple terms
Emotional intelligence refers to an ability to recognize the meanings of
emotion and their relationships and to reason and problem-solve on the
basis of them. Emotional intelligence is involved in the capacity to
perceive emotions, assimilate emotion-related feelings, understand the
information of those emotions, and manage them.
(B) Impact of emotional intelligence on managers
Emotional
Intelligence
Personal
Competence

Social
Competence

Self Awareness

Empathy

Self
Regulations

Social Skills

Motivation

Personal Competence: Personal Competence comprises three

dimensions of EI such as self awareness, self regulations and motivation.
Self-awareness: Self awareness is the ability of an individual to observe
himself/herself and to recognize a feeling as it happens.
Self Regulations: Self Regulations is the ability to control emotions and
to redirect those emotions that can have negative impact.
Motivation: Motivation is the ability to channelize emotion to achieve a
goal through self control and by moderating impulses as per the
requirement of the situation. The people with this ability are optimistic
and committed towards the organisational as well as individual goals.
Social Competence: Social competence comprises of two dimensions
namely empathy and social skills.
Empathy: Empathy is the ability to feel and show concern for others, take
their perspective and to treat people according to their emotional
reactions. People with this ability are experts in generating and motivating
others.
Social Skills: Social Skills are the abilities to build a rapport and to
manage relationships with people. People with this ability are effective in
persuasiveness and team manage

Question 6: Suppose you are the Team Manager in a Multinational

Company with the 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?
Answers 6: The Key issue I have to handle in team building are as follows

Transparency: Being a Team Manager or Team Leader first I have

to ensure that Transparency regarding the work policy, discipline
and reward should be there among the subordinates. Transparency
is a key factor which motivates the subordinates to perform better. A
transparent policy always helps to maintain cooperation,
coordination and harmony between the subordinates. It always
encourages fair and healthy competition among the employees.
Initiate Action: Being a leader is just not directing and instructing.
A Team manager should set and self explanatory example of work
which shall motivate his subordinate to work better.
A team manager should take initiate the work to set an example.

Resource Management: Being a Team Manager I should know the

potential of his/her subordinates individually. Work allocation should
be according the persons individual skill to take the optimum benefit
of work with quality. A Team Manager should know to use the
resource according to time and situation.

Motivation: Being a Team Manager I should motivate his

subordinates by giving rewards, promotions according to the
performance.

Time & Quality: Allocation of work is very important. Delivering

quality work and given time is very important. Hence a Team
Manger should be very clear regarding the work allocation right
from right kind of work to right subordinate in right time.

Setting Targets: Being a Team Manager I should very clear about

my targets and same also allocation to targets to my subordinates.
Right from picking efficient person into team and allocating of
targets. Setting & allocating targets in just not enough. Taking time
to time follow ups regarding the work is also very important.

Allocation of Responsibility: Allocation of Responsibility is an

important factor which should be taken care. A Team Manger should
make their subordinates realize about responsibilities and
importance about the work to get better and timely quality of work.
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