Organizational Behavior DEC 2025

Description

Organizational Behavior

Dec 2025 Examination

 

 

Q1. A finance department manager at Technova observes that Team A, composed of young, outgoing professionals, excels in creativity and collaboration but struggles with consistency and deadlines. Team B, made up of experienced staff, is highly structured and task-focused but faces frequent interpersonal conflicts and lacks innovation. The manager wants to merge both teams for a critical project but is concerned about balancing their contrasting personalities and work styles. The HR manager is tasked with designing a team-building intervention that leverages the strengths of both teams while minimizing their weaknesses. Based on the scenario, how should the HR manager apply the Big Five personality traits model to design a team-building intervention that addresses both the creativity of Team A and the structure of Team B, ensuring improved productivity and reduced conflict? (10 Marks)

Ans 1.

Introduction

In organizational behavior, balancing diverse personalities and work styles is critical for maximizing team performance. The finance department manager at Technova faces the challenge of integrating two distinct teams with contrasting strengths and weaknesses. Team A, composed of younger professionals, is highly creative and collaborative but lacks discipline in meeting deadlines, while Team B, consisting of experienced staff, is structured and task-focused yet prone to conflict and resistant to innovation. This situation creates an ideal opportunity to apply the Big Five personality traits model as a framework for designing an effective team-building intervention. By addressing personality-driven differences in openness, conscientiousness, extraversion, agreeableness, and neuroticism, the HR manager can strategically blend the teams, ensuring improved creativity,

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Q2 (A) Google is renowned for its innovative and motivating work environment, offering employees autonomy (20% time for personal projects), transparency, recognition programs, and wellness benefits. The company encourages risk-taking and creativity, and invests heavily in employee well-being. However, as Google grows, some employees express concerns about maintaining the same level of motivation and engagement. Evaluate the motivational strategies used by Google, as described in the caselet, through the lens of Herzberg’s two-factor theory. (5 Marks)

Ans 2a.

Introduction

Motivation plays a pivotal role in sustaining productivity, creativity, and employee commitment in dynamic organizations. Google has consistently stood out as a global leader in building an engaging and innovative workplace through autonomy, wellness initiatives, and recognition programs. However, as the company expands, concerns emerge about sustaining the same motivational intensity. To evaluate Google’s strategies, Herzberg’s two-factor theory offers a relevant framework by distinguishing between

 

Q2(B) Emma, a results-driven team leader, hides her frustration from her team during stressful periods, leading to confusion and reduced support from her members. In contrast, Joseph, another team leader, openly shares his stress and vulnerabilities, fostering understanding and support from his team. Both leaders operate in a fast- paced organization where deadlines are critical, and team morale directly impacts productivity. Critically evaluate the approaches taken by Emma and Joseph in managing their emotional transparency with their teams, using the Johari Window framework. (5 Marks)

Ans 2b.

Introduction

Emotional transparency is a critical aspect of leadership in fast-paced organizations where trust and morale directly influence productivity. Emma, who conceals her stress, creates ambiguity among team members, while Joseph, who shares his vulnerabilities, builds understanding and collective resilience. The Johari Window framework provides an effective tool to analyze their leadership approaches, dividing self-awareness and disclosure into open, hidden, blind, and unknown areas. This framework highlights the