BY: HARMIT RIKHRAJ(12202080) JAGMOHAN PATTNAIK(12202081) KHUSBOO PRADHAN(12202082) MADHURIMA KIRAN(12202083) MANRIT KAUR GILL(12202084) MATIHUR REHMAN SIDQUI(12202085)

The Dennis Kozlowski story could be repliedTheGood the Bad and Ugly . The Good: kozlowski oversaw the growth of a Corporate giant. At it peak Tyco was gobbling up 200 companies a year. He proclaimed his desire to be remembered as the worlds greatest business executive. The Bad:Things turned sour when kozlowski and his chief financial officer were accused of running a criminal enter prise within Tyco. The Ugly: In 2002 ,the value of the companys stock dropped $90 billion.

PERSONALITY EMOTION

PERSONALITY

 HEREDITARY

ENVIROMENTAL

 Extraverted

versus Introverted Sensing versus Intuitive Thinking versus Feeling Judging versus Perceiving

 Extraversion
Agreeableness Conscientiousness Emotional

Stability Openness to experience

 Locus

of control

Machiavellianism Self-esteem

Self-monitoring
Risk Type

taking

A personality

 Locus

of Control : The degree to which people believe they are masters of their own fate.

Internals Individuals who believe that they control what happens to them. Externals Individuals who believe that what happens to them is controlled by outside forces such as luck or chance.

Machiavellianism (Mach) :Degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.

 Self-Esteem

(SE):Individuals degree of liking or disliking themselves.

:A personality trait that measures an individuals ability to adjust his or her behavior to external, situational factors.

Self-Monitoring

 High

Risk-taking Managers Low Risk-taking Managers Risk Propensity

1. are always moving, walking, and eating

rapidly; 2. feel impatient with the rate at which most events take place

1. never suffer from a sense of time urgency

with its accompanying impatience; 2. feel no need to display or discuss either their achievements or accomplishments; 3. play for fun and relaxation, rather than to exhibit their superiority at any cost; 4. can relax without guilt.

 Personality-Job

Fit Theory (Holland):Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.

Affect A broad range of emotions that people experience.

Emotions Intense feelings that are directed at someone or something.

Moods Feelings that tend to be less intense than emotions and that lack a contextual stimulus.

 Emotional

Labor: A situation in which an employee expresses organizationally desired emotions during interpersonal transactions.
Dissonance: A situation in which an employee must project one emotion while simultaneously feeling another

Emotional

 Felt

Emotions Displayed Emotions

 Variety

of emotions
of emotions and duration of emotions

Intensity

Frequency

 Women

Can show greater emotional expression. Experience emotions more intensely. Display emotions more frequently.

Men

Believe that displaying emotions is inconsistent with the male image. Are innately less able to read and to identify with others emotions.

Emotions are negative or positive responses to a work environment event.

Personality and mood determine the intensity of the emotional response. Emotions can influence a broad range of work performance and job satisfaction variables. Individual response reflects emotions and mood cycles. Current and past emotions affect job satisfaction. Emotional fluctuations create variations in job satisfaction. Emotions have only short-term effects on job performance. Both negative and positive emotions can distract workers and reduce job performance

Implications of the theory:

 Ability

and Selection
Making

Emotions affect employee effectiveness. Emotions are an important part of the decisionmaking process in organizations. Emotional commitment to work and high motivation are strongly linked. Emotions are important to acceptance of messages from organizational leaders.

Decision

Motivation

Leadership

Interpersonal Conflict

Conflict in the workplace and individual emotions are strongly intertwined. Emotions affect service quality delivered to customers which, in turn, affects customer relationships. Negative emotions lead to employee deviance (actions that violate norms and threaten the organization).

Customer Services

Deviant Workplace Behaviors

Productivity failures Property theft and destruction Political actions Personal aggression

1. How did his past shape his personality? Kozlowski's past did shape his personality. His father was a wheeler-dealer type who was an effective persuader. This is definitely a trait he had. Just look at how quickly he rose to the top of the Tyco Company. You don't get this far without the ability to persuade. Also, when you take a look at his locus of control, he knew he was in control of his destiny. Go back to his past and you'll see this. He had a strong personality, was popular and he paid his way through school. His past definitely shaped his personality.
2. Does this case contradict the view that personality is largely genetically derived? Explain This case does contradict the view that personality is largely genetically derived. Mr. Kozlowksi, by all accounts, was an honest, easy going and hardworking person. As he faced charges, the words "respected and feared" described Mr. Kozlowski. His personality change was in response to the other personality determinants -- environment and situation. To be successful, Kozlowski had to adapt to the corporate environment and situations.

3. What does this case say about corporate ethics? This says people in corporate are under intense pressure to succeed and ethics are sometimes thrown out the window. Corporations would be wise to provide ethics training to help shape the behaviors of its employees. Employees might not fully understand whats ethical or unethical; thus making decisions that may be against the will of the company and damaging.
4. In the Movie, "Wall Street," the Michael Douglas character says, "Greed is good." Is this true? How does this apply to Kozlowski? Kozlowski's greed is what propelled the enormous growth of Tyco. The deals and decisions he made were motivated by his desire to be the best. The situation was a win for the company and Kozlowski. To a certain extent, I agree with the "Greed is good" quote. I don't advocate greed, but I agree that people need motivators to achieve. Those leaders who are successful, believe that they control their destiny.

5. "Kozlowski just did what anybody would do if they had the chance. The people at fault in the story are Tyco's Board of Directors for not controlling their CEO." Do you agree or disagree? Discuss?
When it came to Kozlowski, the board was operating under a halo effect. A halo effect is when we draw a general impression about an individual on the basis of a single characteristic. The characteristic that stood out Kozlowski was his charisma. He was perceived as one with the company. It was this perception of Kozlowski that earned him free rein at the company. Free rein or not, it was the boards responsibility to have checks and balances in place to protect the company. They were asking for it. If you are leading others , I suggest you research the topic of corporate scandal and the motivation behind it.