Name- Anju Agrawal, Roll No-72/23878, Paper-I- Organizational Behavior

Response sheet-1

Name- Anju Agrawal, Roll No-72/23878,

Paper- I Organizational Behavior
Response sheet-1

Name- Anju Agrawal, Roll No-72/23878, Paper-I- Organizational Behavior

Response sheet-1

Response Sheet No-1

Question- 1. Define Values. Critically evaluate Allport

Vernon classification of values. How values affect the
business processes.
ValuesValues are defined as the guide or systematic information stored
in an individual to decide for him/her what is right or wrong for
better well-being. Values are a set of guidelines that inform your
behavior within any given culture. Values form the basis of our
behavior. They are the guiding principles behind our behavior and
help us decide the dos and donts.
For example if one of the values that I believe in is cleanliness
then I would keep the place around me clean and would not litter
on the roads. Hence it provided with a do and a do not behavior.
Allport-Vernon classification of valuesThe Allport-Vernon Study of Values (1931) categorizes values into
six major types as follows:
1.
Theoretical: Interest in the discovery of truth through
reasoning and systematic thinking.
2.
Economic: Interest in usefulness and practicality, including
the accumulation of wealth.
3.
Aesthetic: Interest in beauty, form and artistic harmony.
4.
Social: Interest in people and human relationships.
5.
Political: Interest in gaining power and influencing other
people.
6.
Religious: Interest in unity and understanding the cosmos as
a whole.

Name- Anju Agrawal, Roll No-72/23878, Paper-I- Organizational Behavior

Response sheet-1

People place different importance to the above value types. This

is important from the point of view of understanding the behavior
of people. People in different occupations have different value
systems which has led organizations to improve the values-job fit
in order to increase employee performance and satisfaction. The
Allport-Vernon Study of Values, however, has one possible
weakness. They measure the relative importance of these values
to the individual, rather than the "absolute" importance of each
value. A high preference for certain values must always be at the
expense of the other values.
How values affect the business processesValues have a major impact on business processes. Just like
individual values, there are shared values or organizational values
that are prevalent in the organizations.
Firms should have strong values because they have a great deal
of unity, belief and adherence to these values. The values are not
shuffled off to the back of a binder, but are lived in the everyday
functioning of the company. This consistency of belief in the
message across the firm is what drives higher functioning
companies. If a company behaves in ways that show a disregard
for the core values, it will quickly be understood in the employee
and customer population. So, Company should make sure that
their core values are held throughout their company.
One can see the strength of the core values reflected in Google,
for instance. Innovation has been a continuous priority within
Google. It is so prized and so important, that the programmers are
allowed to use as much as 20% of their work time on projects that
they feel the company would benefit from in the long-run. 8 This
is a rare level of commitment to a value. Google doesnt just like

Name- Anju Agrawal, Roll No-72/23878, Paper-I- Organizational Behavior

Response sheet-1

innovation; they have made it a part of their employees work

day..

Question- 4. Define Motivation. Critically evaluate

contribution of Mc Gregor to motivation.
Answer:The word motivation has its origin in the Latin word movere
which means to move. Motivation refers to a dynamic driving
force, which emanate from within. It is an inner striving condition
which activates or moves individual into action and continues him
in the course of action enthusiastically.
Motivation encompasses all the forces, pressures or influence that
triggers channel, and sustain human behavior.
Often, people confuse the idea of 'happy' employees with
'motivated' employees. These may be related, but
motivation actually describes the level of desire employees feel to
perform, regardless of the level of happiness. Employees who are
adequately motivated to perform will be more productive, more
engaged and feel more invested in their work.
Motivation refers to the way a person is enthused at work to
Intensify his desire and willingness to use and channelize his/her
energy for the achievement of organizational objectives.
Motivation is the way in which urges, desires, aspiration, striving
or needs. Explain the behavior of human being.

Name- Anju Agrawal, Roll No-72/23878, Paper-I- Organizational Behavior

Response sheet-1

Motivation can be defined as willingness to expend energy to

achieve a goal or a reward.

Critically evaluate contribution of Mc Gregor to

motivation.
McGregors Participations ModelDouglas McGregor put forward two set of assumptions about
human beings which he thought were implied by the actions of
autocratic and permissive managers.
The first set of assumption is contained in Theory X and the
second set of assumption in Theory Y .
Description of Theory XIn this theory management assumes employees are inherently
lazy and will avoid work if they can. Because of this, workers need
to be closely supervised and comprehensive systems of control
put in place. A hierarchical structure is needed, with narrow span
of control at each level, for effective management. According to
this theory employees will show little ambition without an enticing
incentive program and will avoid responsibility whenever they
can.
Description of Theory Y
Management influenced by this theory assumes that employees
are ambitious, self-motivated, anxious to accept greater
responsibility and exercise self-control, self-direction, autonomy
and empowerment. Management believes that employees enjoy
their work. They also believe that, given a chance, employees
have the desire to be creative at their work place and become
forward looking. There is a chance for greater productivity by

Name- Anju Agrawal, Roll No-72/23878, Paper-I- Organizational Behavior

Response sheet-1

giving employees the freedom to perform to the best of their

abilities, without being bogged down by rules.
Conclusion
Though these theories are very basic in nature, they provide a
platform for future generations of management theorists and
practitioners to understand the changing dynamics of human
behavior. Taken too literally, Theories X and Y seem to represent
unrealistic extremes. Most employees (including managers) fall
somewhere in between these poles. Recent studies have
questioned the rigidity of the model, yet McGregors X-Y Theories
remain guiding principles to the management to evolve processes
which help in organizational development. A mix of practices
which ensure a healthy blend of systems and the freedom to
perform at the work place is likely to motivate the employees
more.