TISSTISSTISSTISSTISSTISSTISSTISSTI SSTISSTISSTISSTISSTISSTISSTISSTISS TISSTISSTISSTISSTISSTISSTISSTISSTI SSTISSTISSTISSTISSTISSTISSTISSTISS Personal Learning Journal TISSTISSTISSTISSTISSTISSTISSTISSTI Organizational Behavior SSTISSTISSTISSTISSTISSTISSTISSTISS TISSTISSTISSTISSTISSTISSTISSTISSTI SSTISSTISSTISSTISSTISSTISSTISSTISS TISSTISSTISSTISSTISSTISSTISSTISSTI SSTISSTISSTISSTISSTISSTISSTISSTISS

TISSTISSTISSTISSTISSTISSTISSTISSTI SSTISSTISSTISSTISSTISSTISSTISSTISS TISSTISSTISSTISSTISSTISSTISSTISSTI SSTISSTISSTISSTISSTISSTISSTISSTISS TISSTISSTISSTISSTISSTISSTISSTISSTI SSTISSTISSTISSTISSTISSTISSTISSTISS

1/18/2012 Satish Kumar Shukla-2011HR051

Personal Learning Journal: OB1

Contents
Lecture-1) ................................................................................................................................................ 3 Lecture-2) ................................................................................................................................................ 4 Lecture:3 ................................................................................................................................................. 5 Lecture: 4 ................................................................................................................................................ 7 Lecture 5) ................................................................................................................................................ 8 Lecture 6) ................................................................................................................................................ 9 Assignment Questions: ...................................................................................................................... 10

2 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

Lecture-1)
Pre Readings: y What great managers do! y What makes an effective manager!

Observations:

1) While I was interviewing the manager, Mr.Ganpat Chaudhary, at Sindhi Society Gym Restaurant for my compensation project, I came to know of several facts about his management style. This middle aged gentleman had managed not to lose a single employee in the last 1 year and had improved the satisfaction level of his employees. When I asked him about his efficient management style, he pointed towards certain new practices that he had incorporated after joining the restaurant. He spent less time in the office and more time on the floor, interacting with different employees. Based on this he understood their strengths, also he emphasized on team structure. Through these interactions he identified the strengths of his employees and deployed them accordingly. He emphasized on strengths of employees rather than criticizing them. Terms like Boys were used for the employees, this motivated the employees. He also observed that they expect some returns from the restaurants, so food was given to them at the end of the day and employee of the month scheme was brought. Through these simple steps he was able to bring attrition to 0 in last year.

3 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

Lecture-2)
Topics Covered: y Self Efficacy y Self Handicapping y Organization Based Self Esteem

Observations: I realized that I have a lot of dimensions to myself and would never have realized this lest for the OB class. During the preparation for management, my instructor at the coaching used social persuasion to improve myself efficacy; this in turn helped me to finally enter into a prestigious institute. Also, the reflected best self exercise made me realize the fact that I have a lot of strengths and have never worked upon them, this is turn has made me weak as a whole as too much focus on improving my weakness has led me to change my personality a lot. This hampered my overall growth. Also, I realized the importance of inspirational speeches and could relate to the movie Chak De India and Miracle. Before this class I thought that these things happen in movie only, but looking back at my own life I have realized that these things have happened as small instances that have made me achieve wonders.

4 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

Lecture: 3
Pre Readings: y Can you handle failures y Abrasive Personality y Personality & Intelligence

Observations: After going through the articles I tried to apply the personality type to myself and realized that I am an abrasive personality type. The first personalities that come to my mind are Lee Iacocca in Chrysler and Steve Jobs in Apple. Also, I can link this kind of personality to another kind of leadership, Level 4, leadership as mentioned in the book Good To Great by Jim Collins. Below I will mention some of the similarities I tried to find out among the two concepts: Traits 1) 2) 3) 4) 5) Steve Jobs (Apple) Extremely Intelligent He was involved in all the process of formulation of projects and even managed the layout of initial apple stores himelf. Steve Jobs was quick to build new products like Mac computer but he did not respect his colleagues and as a result his team seldom had members being repeated. Jobs raised the issue of firing Scully because of his overwhelming competitive instincts but in turn got him fired. After refusal to go ahead with Mac computer, Steve Jobs created an own cabin with a pirate flag on it and asked for an independent division, which he was granted.

After he joined Apple again, he became more matured and hid his private life. So it is difficult to judge whether he did improve himself or not and if he did then what were the steps involved. But it is interesting to see similar type of concepts arising, reading the article of Abrasive Personality I think I can carefully take a stand as it is a requirement for Level 4 leadership.

5 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

Level-5: Executive Level-4: Effective Leader Level-3: Competent Manager Level-2: Contributing Team Member Level-1: Highly Capable Individual
1

Abrasive Personality

References: 1) Good To Great: Jim Collin 2) UTV Bloomberg Documentary on Steve Jobs
1

Page:20, Good To Great . The Diagram has been adapted and the concept of Abrasive personality has been added.

6 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

Lecture: 4
Topics Covered: y Transactional Analysis y Myers-Briggs Type Indicator

Observations: My scores in transactional analysis were different in the test because I had undergone this test once. So this did not fascinate me much. The other test given to which was the MBT indicator, which showed our personality type. MY personality came out to be ESTJ. I observed a pattern in how the test emerged and tried to gauge the conclusions, some of the guys and girls were always late in outings and did not confirm till the last moment, these are the same people who got the personality type as perceived, so I realized that with these people there is not point to plan anything and that is why many a times it lead to conflicts because I was a Judgmental personality.

7 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

Lecture 5)
Topics Covered: y Perception y Attribution Observations: After learning this chapter, I tried to analyze the reason for the perception of my FW guide Mrs. Kajli Mukherjee towards me. I tried to apply the attribution theory to gauge the reasons for her judgment towards me as an inefficient individual. She did not take into account whether the factors could be internal or external. I tried to analyze her on the basis of attribution theory: Distinctivness: She came late to work, responded me not to come to office and send me mails on Saturday and Sunday. This shows that she was very unorganized. (LOW) Consensus: Not everyones feedback can be taken, but Noopal Sharma who had gone to the same organization for the Fieldwork also reported that Ms. Mukherjee burdened her with too much work and did not guide much and also reprimanded her. So, I was also reacting the same way as Noopal did by informing my Field Work guide about the behavior. (HIGH) Consistency: She did not provide any feedback on any submission to me but criticized me and did not give me some strong points to improve. So there was low consistency in terms of not taking me seriously in FW by my guide. (LOW) This points out that there was some external reason for her behavior and it could have been that she was not prepared for a FW intern and was demanding too much without a proper structure which was leading to a chaotic situation. Biases in Her Behavior 1) Selective Perception: She was seeing my works and responsibilities only from the organization point of view and did not listen to my reservations and termed them as excuses.

2) Stereotyping: She judged me on the basis of being a Fresher, without informing me as to what to do properly she said, I never wanted fresher as interns. So it was in a sense stereotyping that affected her perception about me.

8 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

Lecture 6)
Topics Covered y Attitudes & Values

During my Field Work, I decided to apply organizational behavior in all aspects. I tried to see why my attitude was negative towards my guide in the organization. Applying the ABC model, I came through the following conclusion: 1) Cognitive: My guide reprimanded my each and every work and pointed mistakes. These mistakes were trivial and no guidance was given as to how to improve the quality of the work. She emphasized more on copy pasting the solutions rather than spending time to actually arriving on it. 2) Affective: I do not like my guide; my previous guide ensured that I learnt something every day. 3) Behavioral: I made a complaint of my FW supervisor to the faculties and my enthusiasm for FW also died down. These three components collectively combined together to form a negative attitude about my Field Work Organization

Affective Behavioral Cognitive

Negative Attitude
.

9 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

Assignment Questions: Q-1) List three values held in high regard by your family. Are these practiced? If not, why not? What is the effect? Ans-1) The following three values are kept in high regard by my family: y y y Wearing A Sacred Thread Eating only Vegetarian Food Marrying In The Same Caste

1) Wearing A Sacred Thread: This value is not followed by the third generation of the family. Mainly because of the living style and the fast paced life in metro cities. As a result the traditions that have to be carried out daily have been forgotten and the culture of prayers is finished.

2) Eating Only Vegetarian Food: This practice is still widely followed in the family.

10 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1 3) Marrying In The Same Caste: This is a value that is more out of social pressure and due to the fear of being boycotted from the society. So, this value is still adopted by the generation.

Q-2) Interview two managers in your FW organization to find out their three most important values. Also discuss whether their organization gives them opportunities to practice those values? Ans-2) Mr. Ravindra Hirejagner: The three most important values listed by Mr. Ravindra were as follows: y y y TeamWork Transparency Time Management

TeamWork: The team of accounts and human resource management sat on the same floor to improve
the cross functional understanding of teams and increase cooperation among them.

Transparency: A record of every deal with vendors is made and no gifts in any what so ever form are
accepted to maintain the transparency in organization.

Time Management: There is a strong focus on time management and any individual missing the
commitment has to face punishment for it. Mrs. Kajli Mukherjee: The three most important values listed by Mrs. Kajli were as follows y y y Transparency Quality Customer Focus

11 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

Transparency: A record of every deal with vendors is made and no gifts in any what so ever form are
accepted to maintain the transparency in organization.

Quality: Each and every process is properly monitored and proper audits are in place to ensure that the
products are of high quality.

Customer Focus: The customer is always kept on high focus. This is ensured through high quality
products.

Q-3) Interview a manager from an organization. Find out which one value, according to him, has helped the organization acquire its unique identity. Which two values would he like the organization to practice? Ans-3) Mr. Harendra Nath Shukla (Assistant General Manager, Grasim Industries Nagda): According to him, Employee Welfare has been the single most important value of Grasim Industries. Even during the recession of 2009, Grasim gave increment to its employees and also no Vountry Retirement Scheme had been force upon employees in the past 12 years. Also, the facilities had increased and this had given Grasim Industries a unique identity. According to Mr. Shukla, this was one of the reasons why most of the people who joined the organization were people who had families and were above the age of 40. It had acquired the image of being a retirement heaven. Through this image Grasim is able to leverage on experience of individuals who join in from different places. Also, the lower rung colleges are approached for attracting young talent which is then groomed under the experience eyes of senior players. As a result of practices like these Aditya Birla Group (ABG) has been consistently in the top two employers in India since 2007.

12 Satish Kumar Shukla- 2011HR051

Personal Learning Journal: OB1

According to Mr. Shukla the organization should practice:

1) Transparency: He saw this as the only value that Grasim should implement more. Grasim has a major domination of Marwari jains and baniyas and hence the promotion policies are skewed and not transparent. So he feels that employees could be more efficient when people are given promotion on the basis of a transparent process. This will ensure that at the higher echelons of the organization only able people are having a say.

13 Satish Kumar Shukla- 2011HR051