JOMO KENYATTA UNIVERSITY
OF
AGRICULTURE AND TECHNOLOGY
University Examinations 2018/2019
SECOND YEAR FIRST SEMESTER EXAMINATION FOR THE DEGREE
... [Show More] OF MASTER OF BUSINESS ADMINISTRATION
HCBA 3224 : ORGANIZATIONAL BEHAVIOUR
DATE: APRIL 2019 TIME: 3 HOURS
INSTRUCTIONS: ANSWER QUESTION ONE (COMPULSORY) AND ANY OTHER
THREE QUESTIONS.
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QUESTION ONE (30 MARKS)
Sitting in her office at the plant, Hellen pondered on how to get her employees to work harder and produce more. No matter what she did, it did not seem to help much. She had inherited the business three years ago when her father Jake passed away unexpectedly. The plant makes replacement parts for large scale manufacturing machines such as lather and mills.
Hellen grew up in the family business, but never understood her father’s approach. Jake had treated his employees like part of his family. In Hellen’s view, her father paid the employees more than he had to and asked their advice more often or spent too much time listening to their ideas and complaints. When Hellen took over, she vowed to stop handling employees with kid gloves and to treat them like what they were: the hired help.
When she took over, she instructed the line supervisors to crack down on employees and eliminate all idle time. She also shut down the company softball field her father had built. Hellen also announced phasing out of the firm’s profit-sharing plan, cut future pay increases and changed a number of operational procedures. She stopped asking other people for advice. Hellen thought things would go much better but that was not happening. She finally hired a consultant.
Questions
(a) How successful do you think Hellen’s new plan will be?
(b) What challenges does Hellen confront?
(c) If you were Hellen’s consultant, what would you advise her to do?
QUESTION TWO (20 MARKS)
It is vital for managers of organizations to understand and appreciate fundamental factors underlying human behavior in order to understand actions of organizations. Discuss. [20 marks]
Understanding and appreciating the fundamental factors underlying human behavior is indeed crucial for managers of organizations. This knowledge helps managers comprehend the actions and motivations of individuals within the organization, which in turn enables them to make informed decisions and effectively manage their teams. Here are a few reasons why this understanding is important:
1. Motivation and Engagement: Understanding human behavior allows managers to identify what motivates their employees and how to engage them effectively. By recognizing individual needs, desires, and aspirations, managers can tailor their approach to inspire and motivate their team members, leading to higher levels of job satisfaction and productivity.
2. Conflict Resolution: Conflict is inevitable in any organization. However, understanding human behavior helps managers navigate and resolve conflicts more effectively. By recognizing the underlying causes of conflicts, such as differences in values, communication styles, or personal goals, managers can address the root issues and find mutually beneficial solutions.
3. Leadership and Communication: Effective leadership requires the ability to communicate and connect with team members. Understanding human behavior helps managers adapt their communication style to different individuals, fostering better relationships and trust. By recognizing and responding to the unique needs and preferences of their team members, managers can create a positive work environment and promote open and effective communication.
4. Organizational Culture: Human behavior plays a significant role in shaping the culture of an organization. Managers who understand the fundamental factors underlying human behavior can influence and shape the organizational culture in a positive way. By fostering a culture that values collaboration, respect, and diversity, managers can create an environment where employees feel valued and motivated to contribute their best.
5. Decision Making: Human behavior influences decision-making processes within organizations. Managers who understand the factors that drive human behavior can make more informed decisions that consider the impact on individuals and the organization as a whole. This understanding helps managers anticipate potential reactions and adjust their strategies accordingly.
In conclusion, understanding and appreciating the fundamental factors underlying human behavior is essential for managers to effectively lead and manage organizations. It enables them to motivate and engage employees, resolve conflicts, communicate effectively, shape organizational culture, and make informed decisions. By investing in this understanding, managers can create a positive work environment and drive the success of their organizations.
QUESTION THREE (20 MARKS)
(a) List and explain sources of power that you expect to find in organizations, giving relevant examples. [8 marks]
(b) Discuss the key concepts addressed by theories of motivation. [8 marks]
(c) What are the benefits that will accrue an organization that involves employees in decision making?
Key Concepts Addressed by Theories of Motivation
Theories of motivation aim to explain why individuals behave in certain ways and what drives their actions. Some key concepts addressed by these theories include:
1. Needs and Drives: Many theories propose that individuals are motivated by their needs and desires. These needs can be physiological (such as hunger or thirst) or psychological (such as the need for achievement or recognition). Drives are the internal forces that push individuals to satisfy these needs.
2. Intrinsic and Extrinsic Motivation: Intrinsic motivation refers to engaging in an activity for the inherent satisfaction or enjoyment it brings. Extrinsic motivation, on the other hand, involves engaging in an activity to obtain external rewards or avoid punishment.
3. Goal Setting: Goal-setting theory suggests that individuals are motivated by setting specific and challenging goals. Goals provide direction and focus, and achieving them can enhance motivation and performance.
4. Expectancy Theory: This theory emphasizes the importance of individuals' beliefs about the relationship between effort, performance, and outcomes. It suggests that individuals are motivated when they believe that their efforts will lead to successful performance and desirable outcomes.
5. Equity Theory: Equity theory proposes that individuals are motivated when they perceive fairness in the distribution of rewards and resources. People compare their inputs (effort, skills) and outcomes (rewards, recognition) to those of others and strive for fairness.
6. Reinforcement Theory: Reinforcement theory suggests that individuals are motivated by the consequences of their actions. Positive reinforcement (rewards) and negative reinforcement (removal of negative consequences) can strengthen desired behaviors, while punishment can discourage unwanted behaviors.
Benefits of Involving Employees in Decision Making
Involving employees in decision making can have several benefits for organizations, including:
1. Increased Employee Engagement: When employees are involved in decision making, they feel a sense of ownership and responsibility. This can lead to higher levels of engagement and commitment to the organization's goals and objectives.
2. Enhanced Creativity and Innovation: Employees who are involved in decision making are more likely to contribute their ideas and suggestions. This can foster a culture of creativity and innovation, as diverse perspectives are considered and new solutions are explored.
3. Improved Problem-Solving: Involving employees in decision making allows for a wider range of expertise and knowledge to be tapped into. This can lead to more effective problem-solving, as different viewpoints and insights are considered.
4. Increased Job Satisfaction: When employees have a say in decision making, they feel valued and respected. This can contribute to higher levels of job satisfaction and overall well-being.
5. Better Organizational Performance: By involving employees in decision making, organizations can tap into the collective intelligence and expertise of their workforce. This can lead to better decision quality and ultimately improve organizational performance.
6. Stronger Employee Relations: Involving employees in decision making can foster a sense of trust and open communication between management and employees. This can contribute to stronger employee relations and a positive work environment.
Overall, involving employees in decision making can lead to a more motivated and engaged workforce, improved problem-solving, and better organizational outcomes.
QUESTION FOUR (20 MARKS)
(a) Groups are very important in any organization. Discuss the stages undertaken in group development.
(b) Discuss any five factors to consider in determining the organizational structure.
(c) Discuss the benefits of healthy conflict.
Group Development Stages
Group development refers to the process through which a group of individuals forms, grows, and matures as a cohesive unit. The stages of group development are as follows:
1. Forming: In this initial stage, group members come together and get acquainted. They may be uncertain about their roles and responsibilities within the group. The focus is on building relationships and establishing trust.
2. Storming: During this stage, conflicts and disagreements may arise as group members start to express their opinions and assert their individuality. Power struggles and competition for leadership positions may occur. It is important for the group to effectively manage conflicts and establish clear communication channels.
3. Norming: In this stage, the group begins to establish norms, values, and shared expectations. Group cohesion increases as members develop a sense of belonging and common purpose. Roles and responsibilities become clearer, and trust among members strengthens.
4. Performing: At this stage, the group is highly functional and productive. Members work together efficiently, leveraging their individual strengths to achieve common goals. There is a high level of cooperation, collaboration, and synergy within the group.
5. Adjourning: This final stage occurs when the group disbands or completes its task. Members reflect on their accomplishments and experiences, and there may be a sense of loss or nostalgia. It is important to celebrate achievements and provide closure to the group.
Factors in Determining Organizational Structure
Organizational structure refers to the way in which an organization arranges its resources, tasks, and authority. When determining the organizational structure, the following factors should be considered:
1. Size: The size of the organization influences the complexity of its structure. Larger organizations often require more formalized structures to ensure coordination and control, while smaller organizations may have more flexible structures.
2. Strategy: The organization's strategy, whether it is focused on innovation, cost leadership, or differentiation, affects the structure. For example, an organization pursuing innovation may have a more decentralized structure to encourage creativity and autonomy.
3. Environment: The external environment, including factors such as industry dynamics and market conditions, can influence the organizational structure. Organizations operating in dynamic and uncertain environments may opt for more flexible and adaptive structures.
4. Technology: The nature of the organization's technology and work processes can impact the structure. For instance, organizations with routine and standardized tasks may have a more hierarchical structure, while those with complex and interdependent tasks may adopt a matrix structure.
5. Culture: The organization's culture, including its values, beliefs, and norms, plays a role in shaping the structure. Organizations with a strong culture may have a more centralized structure to maintain consistency and alignment with cultural values.
Benefits of Healthy Conflict
Healthy conflict refers to constructive disagreements and debates within a group or organization. It can bring several benefits, including:
1. Enhanced Decision-Making: Conflict stimulates critical thinking and encourages the exploration of different perspectives. By challenging assumptions and considering diverse viewpoints, better decisions can be made.
2. Increased Creativity and Innovation: Confl [Show Less]