Final question

Section I: Defining key Concepts/Models/Processes ( 4 out of 15will be selected for the exam)

1.      Regarding change in organization, there are three “level of change”, what are they?

There are three type level of change

·         Individual changes: Focus on how to help employee to improve Their attitude, behavior, improve performance, they need to continue to contribute to the organization (type of training leader development, training and performance management)

·         Group change: Focus on the relationship between people and focus on helping people to work effectively together. Type training (Team development, team building, communication)

·         Organization change: Is a change that affect the entire organization (both individual and group)

2.      Describe the Four Stages of Organizational Life Cycle.

·         Introduction: birth of the organization

·         Growth: expansion and development

·         Maturity: Stable in performance and relevance

·         Termination: Close or transformation of the organization

3.      What are the Three possible behavioral responses to Power?

·         The three possible behavioral responses to power are compliance, resistance, and commitment. Compliance involves individuals following directives to avoid negative consequences. Resistance occurs when individuals oppose the power holder's influence. Commitment involves individuals embracing and supporting the power holder's goals.

4.      What are the Functions of Work? . Describe at least 3 functions.

  Economic Function:

• Provides income to meet basic needs.

• Contributes to economic stability and growth by generating goods and services.

Social Function:

• Facilitates social interaction and integration, fostering a sense of community.

• Influences social status and identity based on one's occupation.

  Psychological Function:

• Enhances self-esteem and personal fulfillment through goal achievement and contribution.

• Provides structure and routine, offering a sense of order and purpose.

5.      Give an example of Subjective culture and Objective Culture.

·         Subjective culture can be exemplified by personal beliefs or attitudes towards work, while objective culture can be seen in tangible aspects like work policies or procedures. For instance, an individual's personal view on the importance of work-life balance would be subjective culture, while the official work hours set by a company would be an example of objective culture.

6.      What is “Knowledge Management?

·         Knowledge management is the systematic process of acquiring, storing, analyzing, and utilizing relevant intellectual assets to enhance organizational performance. It involves creating, maintaining, and nurturing knowledge to generate competitive advantage and business value.

7.      What does “Organizational Politics “mean?

·         Organizational politics refers to the activities, behavior, and attitudes that individuals and groups within an organization use to obtain and use power and resources. Organizational politics can impact decision-making, resource allocation, and overall organizational culture.

8.      Write the process of “Perceptual Selectivity”.

·         The process of perceptual selectivity include exposure—attention—perception and interpretation—retention and respond.

9.      What is Sense Making?

The process through which people interpret and give the meaning base on their experience

10.   What are the Threats to “Diversity”.

·         Stereotype: Individual belief or having ideal about the particular of group of people

·         Tokenism: refers to the practice of making a perfunctory or symbolic effort to include members of underrepresented groups in order to give the appearance of equality within a workforce, organization, or social group.

·         Ethnocentrism: is the belief in the inherent superiority of one's own ethnic group or culture. It involves evaluating other cultures according to the standards and values of one's own culture.

11.   What are the Internal environment factors of an organization?

+ management

+ Employee

+ Organizational culture

+ Technologies

12.  What are the External environments/ forces of an organization?

+ Government

+ Economic force

+ Technological force

+ Natural disaster  

13.  Write the different type of an organizational Structure

·         Mechanistic Structure: Best suited for stable environments where tasks are routine, efficiency is paramount, and changes are infrequent. Industries like manufacturing, where precision and consistency are critical, often adopt mechanistic structures.

·         Organic Structure: Ideal for dynamic and uncertain environments that require flexibility, rapid decision-making, and innovation. Industries like technology and creative services, where the ability to adapt to new information and innovate quickly is crucial, often use organic structures.

14.  What does the concept of “Power dependencies” mean?

Refers to the relation between entities (individual, groups or organization) where one party depend on another for resources, support, or other critical need, thereby creating a power imbalance.

15.  Describe the Steps in conducting of Performance Apraisal.

·         Set work standard: Define the clear goals and performance expectation

·         Assess performance: evaluating how well they are meeting expectation and achieving goals.

·         Provide the feed back to the employee

·         If not meeting the standard what the next step

Section II : Short Question/Answer .            ( 2 out of 6 question will be selected for the exam)

1.       Describe the stages in Team Development and explain what are happening in the “ Storming Stage”.

·         The stages in team development are Forming, Storming, Norming, Performing, and Adjourning. In the Storming stage, conflicts arise as members resist control and disagree over leadership. It is a stage where individuals challenge the group's direction and may compete for influence. This stage is crucial for establishing roles, resolving conflicts, and building trust among team member

2.       Explain WHY a Diverse Workforce is desirable for the organization.

Having a diverse workforce can also improve the problem-solving skill and decision-making process within an organization. By having people from diverse background and culture, employee can exchange their ideal provide the solution to better understand a wider rage of the customer and client. Additionally, a diverse workforce can help improve employee morale and satisfaction, as individuals feel valued and respected for their unique contributions. Overall, embracing diversity in the workplace can lead to a more inclusive and successful organization.

3.       Conflict arises in a group or in an organization often. Mention some of the causes (At least 4 causes/reasons).

·         Poor communication

·         Differences in goals or values

·         Power struggles

·         Personality clashes

Poor communication can often occur from misunderstanding or lack of clarity in conveying the massage. It is crucial for team member to actively listening and provide feedback to ensure effective communication within an organization. Differences in goals or value can lead to conflict if not addressing properly. It is important for team member to align their objective and finding the common ground to work and share common goals. Power struggle may arise when individual compete for control or authority within a team. Establishing clear role and responsibility can help mitigate power struggle and promote collaboration. Personality clashes can hinder teamwork and productivity if not managed appropriately. Encouraging open communication and fostering a culture of respect can help team members appreciate each other's differences and work together harmoniously.

4.       Organizations are greatly affected by various External Factors. Give examples how Government Policies and Regulations may affect the organizations.

Organization is affected by external factor such government policies and regulation. For example, Tax, every company need to pay their taxes, this can directly affect the financial health of an organization. For instead an increase in tax rate can lead the organization to higher operational cost and reduce profitability for business. Minimum Wage Laws: Increases in the minimum wage can raise labor costs for businesses, particularly those in industries with large numbers of low-wage workers. Due to the increase labor costs for the businesses can lead to laid off employee because the company could not provide enough salary to the employee.

5.       As the owner of a business or As a manager, the goal is most employees to be committed to carry out their respective tasks. There are many approaches/ways available in enhancing of the employees’ commitment. Describe at least 5 approaches.

·         Training and Development: Providing opportunities for skill enhancement.

·         Recognition and Rewards: Acknowledging and incentivizing good performance.

·         Effective Communication: Clear and open channels for feedback and information.

·         Empowerment: Allowing employees to make decisions and take ownership.

·         Work-Life Balance: Supporting well-being and flexibility in work arrangements.

6.       What are the reasons/benefits for doing Performance Appraisal?

Performance appraisal is crucial for organizations to assess employee performance, provide feedback, identify training needs, set goals, and make decisions on promotions and rewards. Managers evaluate employees based on set criteria, give feedback on strengths and areas for improvement, and recommend training programs. By reviewing past performance and discussing future objectives, managers and employees can establish clear goals aligned with organizational objectives. Performance appraisal helps in determining promotions, bonuses, and recognition for outstanding contributions.

Section III: Analyzing and Comparing Concepts/Models/Theories.

( 2 out 5 will be selected for the exam)

1.       What type of organization design ( between the “Mechanistic” AND  “Organic”) may likely reduce political behavior in an organization.

What organization design, what type might be better for reduce political behavior In an organization

Organic organization design, which emphasizes flexibility, collaboration, and decentralized decision-making, has been shown to have a positive impact on reducing political behavior within an organization. This design approach promotes a more open and transparent communication flow among employees, allowing for greater trust and cooperation. By fostering a culture of empowerment and inclusivity, organic organization design can help minimize power struggles and turf wars that often fuel political behavior. Additionally, the emphasis on employee involvement in decision-making processes can lead to a sense of ownership and accountability, reducing the need for individuals to engage in manipulative tactics to advance their agendas. Overall, embracing an organic organization design can create a more harmonious and productive work environment by mitigating the negative effects of political behavior.

2.       Describe the advantages and disadvantages of the Mechanistic organizational design and the Organic organizational design/structures.

Mechanistic Organizational Design: This design offers advantages such as a clear hierarchy and structure, efficient decision-making, and specialization. However, it comes with disadvantages like being slow to adapt to change, limited creativity and innovation, and communication barriers.

Organic Organizational Design: In contrast, this design provides flexibility and adaptability, fosters innovation and creativity, and enables quick responses to change. Yet, it has disadvantages including a lack of clear structure, potential for chaos, and slower decision-making processes.

3.       Highlight the benefits of using different communication methods ( Written, Verbal, Non verbal etc.)

Written communication involves expressing thoughts, ideas, and information through written words, providing a permanent record for future reference. It is crucial in formal settings like business correspondence and academic papers, offering clarity through careful crafting and revision. Verbal communication uses spoken words for immediate feedback and expressing emotions, commonly used in face-to-face meetings and phone calls. Nonverbal communication includes body language and visual cues that convey emotions and intentions, influencing how a message is perceived in interpersonal interactions.

4.       Compare and contrast the THREE different views on conflict. What view is more desirable to you if you are managing a information technology company.

Functional View: This perspective sees conflict as a natural part of organizational dynamics and believes that it can lead to positive outcomes such as innovation and improved decision-making processes.

Interactionist View: In contrast, the Interactionist view considers conflict as a necessary element for a group's performance and effectiveness. It emphasizes that constructive conflict can stimulate creativity and lead to better solutions.

Conflict View: This view perceives conflict as a process triggered when one party believes that another party has or is about to negatively impact something important to them. It focuses on the emotional and behavioral aspects of conflict

In the context of an information technology company, the Interactionist view is particularly desirable. This view aligns with the dynamic and innovative nature of the IT industry, where constructive conflict can foster creativity, drive problem-solving, and ultimately enhance organizational performance and effectiveness.

The Interactionist view may be more desirable for managing an information technology company as it recognizes the positive aspects of conflict in improving performance and effectiveness within the organization.

5.       There are several types of POWER available to the manager. Among them, either Expert or Referent Power is most desirable from the employees’ point of view. Why this is so? Share your view.

Expert power and referent power are valued by employees for their positive impact on workplace dynamics. Expert power comes from knowledge and skills, making individuals a valuable resource for guidance. Referent power stems from personal qualities and charisma, drawing employees to leaders they admire. These powers create trust and respect, unlike coercive power or formal authority, which rely on fear. Expert and referent power lead to stronger relationships, motivation, and performance in organizations.

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