NMIMS Global Access School for Continuing Education (NGA-SCE)

Course: Organisational Behaviour

Internal Assignment Applicable for December 2018 Examination (Sem 1)
__________________________________________________________________________

1. Shanaya works as a creative head in the entertainment industry, where she is often required to
work for long hours. Her reporting authority Kiran is very inflexible who wants the work to be
done according to her liking. Shanaya tried to talk to her on several occasions and explained her as
well as other team members’ point of view but in vain, as Kiran would not budge. If anything is not
done according to Kiran’s way she reprimands Shanaya in front of her peers and subordinates.
Kiran would pile Shanaya with excess work and make her work from home even during holidays.
Keeping the above scenario in mind, discuss the pitfalls of leadership as demonstrated by Kiran.

INTRODUCTION

Leaders may encounter many pitfalls while developing, implementing and executing a system in an
organization. Leadership is like navigating a ship, not just steering it. Steering can be as easy as just
following the waypoint, however navigating is an intellectual process of understanding the
destination, best way to reach destination, carefully planning the voyage and be ready to turn the
course based on contingency plans. How a leader predicts, understands or deals with obstacles,
determines whether he or she will strategically maneuver through or around them. An effective
leader is always aware of pitfalls in his or her way. A leader may commonly encounter three type of
pitfalls: Personal, organizational and environmental. Some pitfalls can be easily visible and can be
maneuvers through while others can be less noticeable and would need drastic measures to
overcome.

Leaders may encounter personal pitfalls as they respond to personal challenges while leading a
group. From the given scenario, Kiran is clearly a victim of personal pitfall. Kiran demonstrated
dictatorship element of personal pitfall when anything is not done according to her will. In her
passion to accomplish her goals, she would pile her subordinates with excess work, ignoring
Shaniya’s situation demonstrates that Kiran is facing confusion between her passion and leadership
roles.

CONCEPT AND APPLICATION

We will discuss two of the personal pitfalls that Kiran is facing or involved in. However, these are just
two of the three personal pitfalls that a leader experiences.

Dictatorship:
One of the common pitfalls to avoid is using dictatorship as an approach to lead instead of
collaborative approach. From the given scenario, it is evident that Kiran uses a Top down approach
where a person with power simply takes the decision and others simply follow the rules. If anything
is not done as per their order, a formal action is followed to maintain the rule of order. This
traditional form of dictatorship is often considered easiest but it yields the least favorable results.
Leaders following dictatorship approach tends to keep their personal objectives above their
followers and lay unrealistic targets for them to achieve.

Since autocratic leaders typically do not allow input from team members, followers start to feel
dissatisfied and stifled. People tend to feel happier and perform better when they feel like they are
making contributions to the future of the group. Group members can end up feeling that they have
no input or say in how things are done, and this can be particularly problematic when skilled and
capable members of a team are left feeling that their knowledge and contributions are undermined.

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 NMIMS Global Access School for Continuing Education (NGA-SCE)
Course: Organisational Behaviour
Internal Assignment Applicable for December 2018 Examination (Sem 1)
__________________________________________________________________________

As Kiran is using top down approach, where people are made to act accordingly to manager’s
directives because it’s their job to do so. However, people follow a leader because they are
motivated to do so and they want to follow him or her. It is hard to determine why Kiran is following
dictatorship form of leadership as she do not share basis of her instructions. Kiran’s autocratic
attitude can impair morale and lead to resentment. She should encourage more group inputs as
people are motivated by recognition, and positive feedback shows employees that they are valued
and important to the organization.

Role Confusion:

Another common personal pitfall is confusing passion with leadership. This Pitfall is quite evident in
this scenario where, in passion to accomplish a task, she ignores Shanaya’s work capacities. Her only
intension is to get things done within a target duration, not knowing that leadership is to motivate
and develop leaders in others (subordinates). While piling up Shanaya with extra work, she doesn’t
consider workload Shanaya is already handling, and impact of that work load on Shanaya’s personal
and professional life. In the passion to be a top performer, Kiran is missing the role of leadership that
positive results and good practices need to be encouraged by nurturing her staff, supporting them
and reinforcing desired behaviors.

Managers tend to overload high performers with work, but it’s important that all employees
maintain a proper work-life balance. People who devote attention to their personal life perform
better in their professional life. Kiran should create an environment where her subordinates can
make their needs known, boundaries are respected, work is distributed based on capabilities, and
the signs of burnout are recognized ahead of time. Kiran’s bad leadership will crush morale and
eradicate trust in her team.

To be an innovative leader, Kiran needs to be someone who understands her role better and work to
develop new leaders in her team to take responsibility and hence achieve organizational goal. She
Should develop greater personal awareness or emotional intelligence about her subordinates.
In case Kiran is not satisfied with Shanaya’s performance, she can offer constructive criticism to
Shanaya, whilst remaining sensitive and empathetic.
She should encourage everyone to contribute ideas, suggestions and insights. Support everyone who
speaks up. Demonstrate that participation is highly valued.

CONCLUSION

Leadership is about being innovative and implementing changes when required. A leader tries to do
innovative things, and as a result constantly fall into pitfalls. Regardless of the pitfall a leader is
constantly solving problems and helping his team mates to grow. In this case pitfalls encountered by
Kiran are discussed. There may be many more pitfalls come across a leader while paving the path to
organizational goals. It is of upmost importance for Kiran to continue to try new changes and
innovative strategies, but the challenge is avoiding the pitfalls that can sabotage even the best
intentions. Kiran’s team may quickly lose motivation if they are only criticized when they make
mistakes but never rewarded for their successes. Balancing her style with other approaches
including democratic or transformational styles can often lead to better group performance. Kiran
may not change her mind or implement their advice, but subordinates need to feel that they can
express their concerns. Avoiding pitfalls doesn’t mean Kiran has to lose her passion, she just has to
get a clear perspective. One can have a passion without being a leader but very difficult to be a
leader without passion.
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 NMIMS Global Access School for Continuing Education (NGA-SCE)
Course: Organisational Behaviour
Internal Assignment Applicable for December 2018 Examination (Sem 1)
__________________________________________________________________________

2. Anay works as a project lead in a pharmaceutical company. He is very famous amongst his team
members because of his approach towards them. Whenever his team performs well he always
rewards them. This reward comes in many forms like appreciation mail, gift voucher, and
acknowledgement certificate. Because of this practice in Anay’s team they are regarded as the
best performers in the office. Analyse the situation and explain the elements of reinforcement
used by Anay.

INTRODUCTION

Reinforcement is a process of shaping behavior by controlling the consequences of the behaviour. In

reinforcement theory, a combination of rewards and punishments are used to strengthen the
desirable behaviour or extinguishing the undesirable behaviour. There are four elements of
reinforcement theory i.e. Positive reinforcement, Negative reinforcement, Punishment and
extinction.

Anay is a follower of positive reinforcement. Positive reinforcement at work occurs when a person is
rewarded to encourage a behaviour. In the workplace, positive reinforcement can occur in the form
of praise, awards and recognition, bonuses and promotions. Positive reinforcement happens when a
reward is provided for behaviour. Positive reinforcement often results in repeating of the behaviour.
Anay understand the concept of positive behaviour and apply effectively in his team’s behaviour
shaping. Positive reinforcement makes his team feel appreciated and encouraged, which is
motivating and rewarding as Anay’s team is regarded as best performers in office.

It is of upmost importance for managers to understand how effective positive enforcement can be in
the workplace and how to apply it effectively. Understanding the characteristics of positive
reinforcement will give you a powerful technique to motivate others.

CONCEPT AND APPLICATION

Positive reinforcement strengthens the positive / desired behaviour by implementing positive

assurance or encouragement. Positive reinforcements used by Anay makes his team feel appreciated
and encouraged, which can be motivating and rewarding. Positive reinforcement works best when
given as soon as after the desired behaviour. If the desired behaviour increases as a result, then the
reinforcement is confirmed positive.

There are many different types of reinforcers that can be used to increase behaviours, but it is
important to note that the type of reinforcer used depends on upon the individual and the situation.

1. The most common, simplest form of positive reinforcement is commending someone for a job
well done. It can be verbal or written commendation. Anay uses this form by sending out
appreciation email to his team member for completing a project in a timely manner, handling
customers well, putting forward innovative or creative changes, taking a lead when challenges
come up, successfully leading a team on a project or performing exceptionally well.

2. Monetary compensation is often used as a reinforcement vehicle. Anay rewards his employees
with gift vouchers for showing the desired behaviour.

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 NMIMS Global Access School for Continuing Education (NGA-SCE)
Course: Organisational Behaviour
Internal Assignment Applicable for December 2018 Examination (Sem 1)
__________________________________________________________________________
3. Social recognition is often used as a reinforcement technique by managers. For example,
recognizing an employee in front of co-workers. Anay uses this social recognition technique by
giving an acknowledgement certificate as tangible acknowledgment of a job done well.

Anay’s positive reinforcement strategy has achieved considerable results in his team’s performance
by

• Increasing confidence: Anay’s team feels that their efforts are being recognized and
acknowledged, this led to a sense of self-worth which will help them to continue performing
well consistently.

• Motivating effective workers: Anay’s recognition and rewards give satisfaction to the team,
while lack of reinforcement can lead to job dissatisfaction.

• Improving workplace morale: Anay appreciates and supports his team, this fosters a happier
working environment. Employees seems to enjoy coming into work every day, show an interest
in their work and feel motivated to do a good job.

While these types of rewards can be powerfully motivating, they should be used sparingly and with
caution. Like any other motivation technique, Positive reinforcement also have its advantages and
disadvantages:

Advantages
Employees can tolerate more stress in the workplace and perform for longer duration. Positive
reinforcement builds confidence and helps employees have a more pleasurable experience at
work while avoiding the negative side effects associated with punishment or negative
reinforcement, such as frustration, anger, anxiety and depression.

Disadvantages
Excess of positive reinforcement can lead to fatigue or praise overload. Positive enforcement that
is not planned properly may become ineffective as employees start getting same reinforcement
on varying behaviours.

Some important things to bear in mind when using positive reinforcement are:

1. Reinforcement should be used on genuine and sincere efforts.

2. Reinforcement works well when implemented as soon as possible after the desired
behaviour.
3. Avoid favouritism while rewarding, others may feel demotivated resulting in less morale.
4. Be specific about what behaviour is being praised.
5. Reinforcing often but unpredictably can instigate consistent performance.
6. Performance and rewards must be measurable. To measure positive reinforcement,
objectives should be set for the activities to be reinforced.
7. Rewards should be proportionate to the importance of the behaviour.

Even though the desired behaviour is not shown by the employee, he or she can be encouraged by
giving reinforcement for behaviour that lead to correct directions.

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 NMIMS Global Access School for Continuing Education (NGA-SCE)
Course: Organisational Behaviour
Internal Assignment Applicable for December 2018 Examination (Sem 1)
__________________________________________________________________________
CONCLUSION

Reinforcement theory is often used by managers to shape employee’s behaviours as per

organization’s requirements. Positive reinforcement is seen to be the most effective way of
motivating staff to perform better in organizations. Recognizing and rewarding desirable employee
behaviour is the essential key for motivating employees to work more productively. Employees are
encouraged to do better as they know when desired behaviour is shown, they will be rewarded.
When a favourable outcome, event, or reward occurs after an action, that response or behaviour
will be strengthened. The rewards can be intrinsic or extrinsic, or a combination of both. Rewards
can be bonus based on performance, additional benefits, verbal encouragement, and
empowerment. Employees feel satisfied when their work is recognized and their hard work is paid
off. However, managers who are making attempt to motivate the employees must ensure that they
do not reward all employees simultaneously. They must tell the employees what they are not doing
correct. They must tell the employees how they can achieve positive reinforcement.

Through skillful use of positive reinforcement, employees’ self-esteem and motivation can be
increased multifold and hence greater contributions and increased dedication to the job can be
seen.

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 NMIMS Global Access School for Continuing Education (NGA-SCE)
Course: Organisational Behaviour
Internal Assignment Applicable for December 2018 Examination (Sem 1)
__________________________________________________________________________
3. Shiva and Sanjay work in an Information Technology (IT) multi-national company (MNC) in the
same team as management trainees. They both got selected through campus placement. It has
been six months since they joined the company. While filling up their confirmation forms Shiva
came to know that Sanjay draws more remuneration than him. This had visibly upset Shiva and
he started dumping all his work to Sanjay. The strained relationship between them could be
sensed by their colleagues as well. Sanjay probed for this and from one of Shiva’s new confidante
he came to know the reason.

a) What kind of conflict was between Shiva & Sanjay? Discuss the same with suitable
concepts & reasons.

INTRODUCTION

Conflict is endemic in all organizations. Organizations are systems of mutually dependent units
performing a task within a structure of scarce resources. Different units in an organization may have
conflicts in distribution of scarce resources, communication failures, personal variables, unrealistic
expectations, extreme behaviours, division of functions, power relations and role-differentiation.
There are commonly two types of conflicts in an organization, Interpersonal conflicts and inter-group
conflicts.

Shiva and Sanjay are in inter-personal conflict. When Shiva noticed that he is being paid less than
Sanjay for similar caliber, roles and responsibilities, he started to feel frustrated and envious of
Sanjay.

CONCEPT AND APPLICATION

Interpersonal conflict occurs when a person or group of persons frustrate or interfere in other
person’s efforts at achieving a goal. Some of the factors causing interpersonal conflicts are individual
differences, unfair treatment, role ambiguity and role incompatibility.

When an individual find that he is not treated equal as others, it may lead to frustration, tension and
unpleasant behaviour. In given scenario, Shiva and Sanjay graduated from same institute and joined
same company at a same time through same channel of recruitment. In such a situation, it was
obvious to understand that both being of same qualification and experience, should be drawing
same remunerations. On contrary, Shiva came to know that his remuneration is less than Sanjay’s,
this inequality in remunerations led to individual conflict between Shiva and Sanjay.

Shiva is feeling that he is being treated unfairly by organization by giving more pay for same work to
Sanjay. In response to this injustice, Shiva starts feeling that as Sanjay should be doing more work to
justify his higher remunerations. As a result, Shiva started flooding Sanjay with more and more work.
In such cases, it is common that heated arguments take place during distribution of individual’s roles
and responsibilities.

Shiva believes that he should be earning same as Sanjay has been and hence exhibits signs of overall
dissatisfaction. As a result, his workplace relationships suffer, particularly the professional
relationship he has with Sanjay. Since conflict between Shiva and Sanjay is noticeable by other
coworkers, it is highly likely that this conflict may increase by time and others may get involved
hence turning it into intergroup conflict.

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 NMIMS Global Access School for Continuing Education (NGA-SCE)
Course: Organisational Behaviour
Internal Assignment Applicable for December 2018 Examination (Sem 1)
__________________________________________________________________________
CONCLUSION

Every organization encounters conflicts on a daily basis. Shiva and Sanjay are in interpersonal conflict
due to inequality of remunerations between Shiva and Sanjay. This type of conflict arises when an
employee finds out that he has been treated unfairly or with inequality. Conflicts can hamper Shiva’s
productivity as he feels negativity towards Sanjay, he can’t focus on his regular tasks. There is a risk
that this conflict may involve others in the organization.

b) How can the conflict be resolved or managed by Shiva. Discuss

INTRODUCTION

Resolution of interpersonal conflicts is of upmost importance for any organization. Interpersonal

conflict is most common type of conflict in organizations. Studies have shown that interpersonal
conflicts account for majority of employee’s underperformance and turnovers. The conflicts cannot
be avoided, but it is possible to manage them, if recognized well in time. It is necessary to track the
organizational signals continuously which point to their existence. Shiva and Sanjay are in
interpersonal conflict due to inequality of remunerations between them.

CONCEPT AND APPLICATION

Since each conflict situation is unique and dynamic, it is impossible to recommend the best conflict
resolution approach which suits all. For the given case of conflict between Shiva and Sanjay, every
person will have different approach to resolve or manage this conflict. To find the best way forward
following six generic steps useful in resolving conflict
1) Define the problem
2) Brainstorm the possible solution
3) Select the best solution
4) Plan the execution of solution
5) Implement the plan
6) Evaluate the process and outcomes.
Since we know that problem is unequal remuneration between Shiva and Sanjay. Let’s see the
possible solutions.

1) Problem solving: This is a direct approach to identify and remove the cause of conflict
altogether. Shiva can approach management or HR and seek clarifications and present his
remunerations difference issue. He should explain, why is he expecting an equal
compensation as compared to Sanjay. Management will identify any ambiguity in
compensation and try to resolve the issue by either equalizing remuneration of both or
propose additional monetary or non-monetary benefits.
2) Avoidance: This is also known as withdrawing and is the indirect approach to resolve
conflicts. Using this approach, Shiva will choose not to pursue his concerns or those of the
opponent’s. He choose to ignore the issue and not to address the conflict, sidesteps,
postpones or simply withdraws. There are different ways of avoiding conflict such as denial,
flight, suspension, and relinquishment. Shiva may request management to arrange separate
departments for both of them. Although this will not solve the main problem of conflict
(inequality of remunerations) but this will lead Shiva to bother least about Sanjay’s higher
compensation and hence avoid the conflict.
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 NMIMS Global Access School for Continuing Education (NGA-SCE)
Course: Organisational Behaviour
Internal Assignment Applicable for December 2018 Examination (Sem 1)
__________________________________________________________________________
Shiva, can choose best of the two options and implement it and evaluate the outcome.

CONCLUSION

Conflicts reduce staff’s satisfaction about the job and reduce the productivity and quality.
Thus, early recognition of the conflict and paying attention to the conflicting persons is very
important. Developing a conflict resolution plan can restore efficiency, motivation within employees
and reduce staff turnover and save your business time, money and unnecessary damage.
Shiva should follow conflict resolving guidelines to resolve his conflict with Sanjay before this conflict
starts taking a toll on his performance efficiency.

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