Title of the Report: INTERNSHIP REPORT

Name: SANJAY KUMAR

Program Code: BDP- BA (PSYCHOLOGY)

Enrolment No: 181348007

Regional Centre: RAIPUR

Study Centre: GOVT ARTS AND SCIENCE COLLEGE DURG (491001)

Course Code: BPCE023

Mobile No.: 9406393293

EMAIL: [email protected]
 INTERNSHIP REPORT
(BPCE23)

SUBMITTED TO IGNOU FOR THE PROGRAMME OF

BACHELOR OF ARTS IN PSYCHOLOGY (BPCE23)

PSYCHOSHIKSHA ORGANIZATIONAL PSYCHOLOGY

INTERNSHIP SUPERVISOR:
MISS ANUKRITI PANDE
(ORGANIZATIONAL PSYCHOLOGIST)

REPORT SUBMITTED
BY SANJAY KUMAR

ENROLMENT NUMBER: 181348007

EMAIL ID: [email protected]

MOBILE NO: 9406393293

Indira Gandhi National Open University Regional Centre – Raipur

 Table of content

Title Page
Appendix II TO V 4
Acknowledgement 11
Certificates 12
Introduction
Profile of the Organization

Virtual Case: 1 – Communication in organization 12

Virtual Case: 2 – Job stress and work life balance 17

Virtual Case: 3 – Leadership and influence 23

Virtual Case: 4 – Management of people and organizations 28

Virtual Case: 5 – Discrimination at work 34

Virtual Case: 6 – Workplace discrimination 39

Virtual Case: 7 – Group dynamics 43

Virtual Case: 8 – Abuse of power 48

Virtual Case: 9 – Struggle for power at Ram says 53

Virtual Case: 10 – Organizational communication 58

Additional Activities 63
 ANNEXURE – I – Declaration form

I Ms./Mr./Dr. SANJAY KUMAR hereby declare that I am a Learner of BDP- B.A. Psychology
(3rd yr.), Jan 2020 (admission session) year, at the Study Centre Code GOVT ARTS AND
SCIENCE COLLEGE DURG 491001 (1503), Regional Centre: RAIPUR - 035and I want to do
my Internship at Psychoshiksha on my own free will. I will adhere to the standards of the
organization and display professionalism during my internship.

Signature of the Learner:

Date: 22 APRIL 2022
Name of the Learner: SANJAY KUMAR
Place: BHILAI
Annexure – II – Consent supervisor

This is to certify that the internship in for the partial

fulfilment of BDP- BA Programme of IGNOU
will be carried out by Mr. /Mrs. ______SANJAY KUMAR___________
Enrolment No. 181348007, under my supervision.

(Signature with stamp)

Name of the Agency Supervisor: Ms. Anukriti Pande

Designation: Organizational Psychologist

Address: Psychoshiksha

Date: 22-04-2022
 Annexure – III – Consent (academic Counsellor)

Internship Approval from IGNOU

APPENDIX- IV EVALUATION SCHEME FOR INTERNSHIP

Name of the Programme: BDP-BA (PSYCHOLOGY) Course Code: BPCE23

Study Centre: GOVT ARTS AND SCIENCE COLLEGE DURG 491001 (1503)

Regional Centre: RAIPUR (35)

Name of the Learner: Sanjay Kumar

Enrolment No.: 181348007

Internal Marks by Academic Counsellor

Details Maximum Obtained

Marks Marks

Report 30

Provisional diagnosis and Planning of Intervention 5

Overall Understanding of Cases 5

Total Marks 30

Internal Marks by Agency Supervisor

Details Maximum Obtained

Marks Marks

Report 10
 Assessment (Case history, Mental Status 15

Examination, Interview, Psychological Testing etc.)

Overall interaction and handling of cases 5

Total Marks 30

Comments, if any:
....................................................................................................................................................

(Signature) Name of Academic Counsellor

Name of the Agency Supervisor: Ms.
Anukriti Pande (Signature)

Date: 22-04-2022
Name & Address of External Examiner

(Signature) Date:
 APPENDIX-V CERTIFICATE

CERTIFICATE

This is to certify that Ms./Mr. SANJAY KUMAR of BA III (BDP- BA Psychology Programme)
has conducted and successfully completed the Internship in BPCE-023 in the
place_PSYCHOSHIKSHA (ONLINE)____________.

Signature of the Learner

Name: SANJAY KUMAR

Enrolment No: 181348007

Name of the Study Centre: GOVT ARTS AND
SCIENCE COLLEGE DURG 491001(1503)

Regional Centre: RAIPUR (35)

Date: 22 APRIL 2022

Place: BHILAI

Signature of Agency Supervisor Signature of Academic Counsellor

Name: ANUKRITI PANDE Name:

Designation: I/O Psychologist Designation:

Name of the Organization: PSYCHOSHIKSHA Place:

Address: PATIALA Date:

Place: PATIALA

Date: 22th APRIL,2022

 Record of Activities

DATE SESSION/TASK/ FROM TO TOTAL NO MODE OF SIGNATURE REMARKS

ACTIVITIES OF HOURS SESSION
 ACKNOWLEDGEMENT
I would like to take this opportunity to remember all those wonderful souls which have helped me

directly or indirectly in completing this internship program

First and foremost is my guru, Ms. ANUKRITI PANDE, (I/O psychologist) for making open

plethora of experience which helped in understanding the pain that individuals go through and

how they can be helped to come out of it and be on the normal path again. All academic reading is

of no use unless such practical experience is provided. It helped me in understanding what works

and what does not work in real world and in varied contexts. Her teaching methodology, advice,

constructive suggestions, positive and supportive attitude and continuous encouragement has

made me learn a lot during my course of Internship with Psychoshiksha. I owe my wholehearted

thanks and appreciation to the organization Psychoshiksha for their cooperation and assistance

during the course of my internship.

I hope that I can build upon the experience and knowledge that I have gained and make a valuable

contribution towards the society in selfless way in the coming future.

A special Thankyou to my Guide Mrs. Meeta Jha (Academic Counsellor) who has been a

guiding force all throughout my learning.

Last but not the least, thanks to my family members who provided moral support in all the journey

and friends who helped in discussing cases and enriching learning by their inputs

Thank you to all my teachers in IGNOU study centre, for their direction and support.

Warm Regards,

Sanjay Kumar.
 E-Certificate of Completion

INTRODUCTION

An internship is a trained and supervised experience in a professional setting in which the

student is learning and gaining essential experience and expertise. Internship is meant for
introducing candidates either full-time or part-time to a real-world experience related to their
career goals and interests. It may but does not have to be related connected to one’s academic
major or minor. Internships can be done during the academic semester and or summer
depending upon the spaced-out curriculum. There are several varieties of internship: some
are paid some are not and some offer credit towards graduation.
Internship is an excellent way to build those all-important connections that are invaluable in
developing and maintaining a strong professional network for the future. Internships provide
real world experience to those looking to explore or gain the relevant knowledge and skill
required to enter a particular career field. Internship is relatively short term in nature with the
primary focus on getting some on the job training and taking what’s learning in the classroom
and applying it to the real world. Interns generally have a supervisor who assigns specific
tasks and evaluates their overall work. For internship for credit, usually a faculty sponsor will
work along with the site supervisor to ensure that the necessary learning is taking place.
Internship can be done by high school or college students to gain relevant experience in a
particular career field as well as to get exposure to determine if they have a genuine interest
in the field.
An internship is a way to determine if the industry and the profession is the best career option
to pursue. Interns do not gain practical work experience in a field that students intend to
pursue but also build experience in local, national, and international platforms. It also assists
students in making informed career decisions. Through daily activities and interpersonal
interactions, interns are able to gather valuable information about their field. They also get a
chance to evaluate their own strengths and preferences before they formally enter the job
market. Such information can be helpful in deciding if they have made the right career choice
and can reinforce doubts or resolves relating to their career goals.
Internships may present a potential for an offer of full-time employment. Professional work
experience is the most beneficial advantage that can be acquired by completing an internship
for students or fresh graduates, having this work experience on their resume can be the best
way to get the foot in the door. This can result in more job offers as compared to individuals
who lack such work experience.

OBJECTIVES OF INTERNSHIP

In the internship and to enhance understanding of academic material by application in the

internship setting. Internships will provide students the opportunity to test their interest in a
particular career before permanent commitments are made. Apart from it is more important
because:
1. Internship students will develop employment records or reference that will enhance
employment opportunities.
2. Internship will provide students the opportunity to develop attitudes conducive to effective
interpersonal relationship.
3. Internship will provide students with an in-depth knowledge of the formal functional
activities of a participating organization.
4. Internship programs will enhance advancement possibilities of graduates.
5. Internship will help the trainees to develop skills and techniques directly applicable to their
careers.
6. Internship will provide students the opportunity to develop attitudes conducive to effective
interpersonal relationships.

PURPOSE OF INTERNSHIP IN PSYCHOLOGY

1. To develop facility with a range of diagnostic skills, including: interviews, case
history-taking, risk assessment, child protective issues, diagnostic formulation, triage,
disposition, and referral.
2. To develop further skills in psychological intervention, including: environmental
interventions, crisis intervention, short-term, goal-oriented individual, group, and family
psychotherapy, exposure to long-term individual psychotherapy, behavioral medicine
technique, and exposure to psychopharmacology, case management, and advocacy.
3. To develop facility with a range of assessment techniques, including: developmental
testing (elective), cognitive testing, achievement testing, assessment of behavior, emotional
functioning, assessment of parent-child relationship and family systems, and
neuropsychological evaluation (elective). Assessment training across will include both
current functioning and changes in functioning.
4. To develop facility with psychological consultation, through individual cases and
participation in multidisciplinary teams, including consultation to: parents, mental health staff
(e.g., psychiatrists, social workers) medical staff (e.g., physicians, nurses, PT, OT, etc.),
school systems, and the legal system. Consultation training occurs in both the inpatient and
outpatient setting, both downtown and in the suburbs, and ranges.

5. To learn the clinical, legal, and ethical involved in documentation of mental healthservices within a
medical setting.

6. To learn to promote the integration of science and practice, related to theories andpractice of
assessment, intervention, and consultation. Interns are trained in empiricallysupported treatments
(e.g., parent training groups, inpatient treatment protocols for school avoidance, eating disorders), and
behavioural medicine protocols (e.g., medical

PROFILE OF THE ORGANIZATION / INSTITUTION

Psychoshiksha is an (ISO CERTIFIED) organization which provides a platform to the

psychology
aspirants to learn and enhance their skills. The organization works under the Guidance of Dr.
Shaina
Kapoor M.A in Psychology, Ph.D in Psychology, UGC NET Psychology Qualified.
Since 2013 she has been working in the field of Child Psychology. Providing counseling
services
to children, parents going through marital discords, childless parents. She has been working
extensively in the areas of child rights, eradicating child labor & child beggary etc.
The organization consists of a team of psychologists specializing in various fields of
Psychology like Counseling, Clinical, Organizational, Applied psychology, Psychotherapy,
Drug dependency, Forensic & Positive Psychology etc. It has been rendering its services
under the supervision of RCI licensed & eminent psychologists.
They provide assessment and early intervention for learning disabilities & other
Psychological problems.
They are specialized in IQ testing, aptitude testing, educational testing and career counseling.

Case Studies
And
Assignments
Virtual Case Study 1 - Communication in Organization

Case Description:

Sujatha Shankar is a 23 YO female working in an organization in Pune for past one and a half years. After her
onboarding, she couldn't get along with her immediate managers due to the language barrier (Hindi). Sujata is
not proactive person as well. All this added up and made me shyer and reserved. Managers probably thought
of her as dull and passive, so she didn’t get any projects for a couple of months. Later, things changed and she
was given good responsibility and she had a good rapport with my manager with whom she worked for
around 6 months. Sujata got promoted also. Later, the manager resigned and she continued with the same
project. But Sujata’s managers changed around. Now she completed the project. There has been a huge layoff
recently. For the past month, Sujatha did not have much work to do. She asked her new manager a couple of
times if there’s any project that she could work on. He replied, ‘yes’, but Sujata didn’t get any work yet. She hates
to stay idle for long.

What should Sujata do? How should she approach this problem?

Registration No:

Name: Miss Sujata Shankar

Age: 23

Gender: Female

Educational qualification: Graduate

Occupation: Executive

Income: Average

Address: Pune

Marital status: Single

Whether client stays with parents: No

Whether client stays with spouse! No

Whether have any siblings, if so how many; Not applicable

What is the position of the client in the family: Eldest, Not available
middle or youngest or only?

child:

Anyone in the family having conflicts Yes

Anyone in the family is suffering/has suffered from any No

physical disorders:

Presenting problem: (This should be recorded as the Not applicable

client narrates)

Date of onset of the problem: At the start of the nationwide lockdown

Precipitating factor if any: Pandemic

Duration of problem: A month

Any counseling taken: No

How intense is the problem and how does it affect the client?

Has to take leave from work place / No

school/college

Cannot carry on even the routine work No

Does not want to do anything No

Their view point in regard to all of the above Not applicable

The interview with family members should cover Not applicable

all aspects that are covered in the interview with
the client. In addition, the following need to be

covered.

Interview with family members/spouse/the concerned person:

Relationship: Patient’s relationship with family members:

With Mother Good

Father Not applicable

Brothers Good

Sisters Good
Any other relative staying with patient:

Client has many friends

With friends: How many friends does the patient

have? How does the patient relate to them?

With neighbors Good

With school and class mates Not applicable

With the teachers in school Not applicable

With other authority figures Good

With playmates Not applicable

In the games field Not applicable

Educational history:

In School/College: College

How is the client in studies and academic performance? Good

Does the client come up to the expectations of parents? Good

and teachers?

How has the performance been over the years? Good

Do they find that there is sudden deterioration in? No

studies and academic performance?

Have they received any complaints from the school? No

authorities regarding the client’s performance?

Since when have they noted that the client is Not applicable

not the same in regard to academics as he or she

used to be?

Had they done anything about it so far? If so what? Not applicable

After their efforts had there been any improvement? Not applicable

When did they decide to consult a counselor? Not applicable

Work history:

What occupation is the client involved? IT Services

 How regular is the client for work? Regular

Has the client been complaining about work place? If so Manager has not put her on any project.

what? There are layoffs.

Generally how has the client been fairing in work? Great

What is their perception about client ’s relationship in the workplace?

With Boss: Good with the previous boss. The new boss is

not supportive and is not approachable.

With colleagues Good

With subordinates: Not applicable

If Married: Relationship with spouse in terms of:

Day to day dealings Not applicable

Sex life Not applicable

Work relationship (if spouse is working) Not applicable

Relationship with children Not applicable

Relationship with opposite sex persons Not applicable

Decision making (who takes the decision - spouse or Not applicable

self)

Sharing of work at home with the spouse Not applicable

Relationship with spouse’s relatives Not applicable

Relationship with spouse’s friends Not applicable

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:
Employee’s presentation Good

Employee’s personal appearance Good

Employee’s social interaction with office staff and others in Not applicable
the waiting area

Whether the employee is accompanied by someone (This Yes

helps to determine if the

employee has social support)

Note the personal grooming Good

Note things as obvious as hygiene Good

Note things such as whether the employee is dressed Yes

appropriately according to the season

Note if employee is talking to himself or herself in No

the waiting area

Step 2: When employee enters the office, pay close attention to the following:

Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these may
aid in guiding the interview later. Note if employees appear uneasy as they enter the office, then
immediately attempt to ease the situation by offering small talk or even a cup of water. Many
people feel more at ease if they can have something in their hands. This reflects an image of
genuine concern to employees and may make the interview process much more relaxing for
them. A complete MSE is more comprehensive and evaluates the following ten areas of
functioning:

1. Appearance. Well dressed and good hygiene .

2. Movement and behavior Confused

3. Affect. Upset
4. Mood. Sad and worried

5. Speech.

a) the volume of the person’s voice Normal

b) the rate or speed of speech Normal

c) the length of answers to questions Moderate

d) the appropriateness of the answers Proper

e) clarity of the answers and similar characteristics Yes

6. Thought content The client was referred to me by my

supervisor. She was well dressed and clean
and well mannered. I made him feel
comfortable and assured him that
whatsoever she said would be kept
confidential. I introduced myself as a
Psychologist and that she can feel free to
convey whatever she wants.

The client expressed her concerns related

to work and the relationship with her boss
who is not transparent and has not given
her any project and that she is idle at work.
She fears of being laid off as there are
layoffs happening in her organization.

I ended the interview in a following

manner:

Miss Shankar, I think today we have discussed

your problem at your work life. It has been
possible to understand when your problems
started, what precipitated it and how you
have been handling the same. Your efforts
are really appreciated. However, there are
many things we need to discuss with each
other. For instance, the difficulty you are
facing and the effect of all this on your career
and personal life. Do you think I have
understood your problems correctly?

Would you like to come for another

session sometimes next week as is
convenient to you?

Can we fix up for the next session? May be I

would like to give some psychological tests
which may help me and you to understand
 your problem better. Miss.

Shankar responded that she would like to

come the week after at the time specified.

My Observation When the Miss. Shankar departed, I that

she was quite comfortable and was pleased
that she had been listened to and

his problem could be put across by hin

clearly.

Plan of Action Continue the interview in the next session

and gather more information about the
dynamics underlying the various conflicts
that she has voiced.

Advice and teach stress management

techniques were advised and taught.
Inferences

Miss. Sujata feels very insecure of being laid off as she doesn’t have any project to work on. Her
boss is not supportive by giving her the clear picture of her current status.

The client really looks forward to her manager to put her on a project. She is afraid of
being laid off if there’s no project to work on. She is worried whenever she hears about
her colleagues being laid off. She is not confident of her own abilities.

From the above case, it is inferred that the client’s organization laid off staff due to pandemics as the entire

nation was under lockdown. During this uncertainty, even the organization is going through a
rough phase and unwillingly it laid-off the staff. But the organization does not want to lose
the client as her performance was good. Looks like her boss is unsure, hence he is reluctant
to communicate which led to insecurity and anxiety in the client. But this is a bad trait of the
manager.

It could be that his workload has increased, or they're facing immense pressures from their
boss and are struggling to cope. Maybe he has limited time and want to get done with
things quickly. Or maybe they're dealing with a personal crisis.

Intervention

1. Advised deep breathing when stressed.

2. Exercise for at least 20 minutes every day.
3. It is important that the client should not wait for her boss to reply, rather she should
walk up to her boss, if no response, then she may follow the hierarchy levels to
present her concern.
4. Revisit the past projects and see if there is something that can be change for future references.
5. Suggested the client to evaluate her role and review job description, see if she
may be missing something, a skill that needs development and can be
developed.
6. Simultaneously, look for new job opportunities, interview skills and work on her
confidence and then leave resign once she has a job offer.
7. Advised her to discuss her fears and difficulties with family.
8. Attend weekend workshops.
Virtual Case Study 2 - Job Stress And Work life Balance

Case Description

Virat Rao had a lot of fun in high school. He was a fairly good student, especially in math, he
worked harder than most of his friends, and somehow he ended up going steady with Aruna
Shiflette, class valedictorian. He worked summers for a local surveyor, Ajay Mehra, and when
he graduated Mr. Mehra offered him a job as number-three man on one of his survey crews.
The pay wasn’t very high, but Virat already was good at the work, and he believed all he
needed was a steady job to boost his confidence to ask Aruna to marry him. Once he did,
events unfolded rapidly. He started work in June, he and Aruna were married in October, Aruna
took a job as a secretary in a local company that made business forms, and a year later they
had their first child.

The baby came as something of a shock to Virat. He had come to enjoy the independence his
own paycheck gave him every week. Food and rent took up most of it, but he still enjoyed
playing basketball a few nights a week with his high school buddies and spending Sunday
afternoons on the softball. When the baby came, however, Virat’s brow began to furrow a bit.
He was only 20 years old, and he still wasn’t making much money. He asked Mr. Mehra for a raise
and got it—his first.

Two months later, one of the crew chiefs quit just when Mr. Mehra’s crews had more work than
they could handle. Mr. Mehra hated to turn down work, so he made Virat Rao a crew chief,
giving his crew some of the old instruments that weren’t good enough for the precision work
of the top crews, and assigned him the easy title surveys in town. Because it meant a jump in
salary, Virat had no choice but to accept the crew chief position. But it scared him. He had
never been very ambitious or curious, so he’d paid little attention to the training of his former
crew chief. He knew how to run the instruments—the basics, anyway—but every morning he
woke up terrified that he would be sent on a job he couldn’t handle.

During his first few months as a crew chief, Virat began doing things that his wife thought he
had outgrown. He frequently talked so fast that he would stumble over his own words,
stammer, turn red in the face, and have to start all over again. He began smoking, too,
something he had not done since they had started dating. He told his two crew members that
smoking kept his hands from shaking when he was working on an instrument. Neither of
them smoked, and when Virat began lighting up in the truck while they were waiting for the
rain to stop, they would become resentful and complain that he had no right to ruin their
lungs too.

Virat found it particularly hard to adjust to being "boss," especially since one of his workers
was getting an engineering degree at night school and both crew members were the same
age as he. He felt sure that Alfonso Reyes, the scholar, would take over his position in no
time. He kept feeling that Alfonso was looking over his shoulder and began snapping any
time they worked close together.
 Things were getting tense at home, too. Arun had to give up her full-time day job to take care
of the baby, so she had started working nights. They hardly ever saw each other, and it
seemed as though her only topic of conversation was how they should move to California or
Alaska, where she had heard that surveyors were paid five times what Virat made. Virat knew
his wife was dissatisfied with her work and believed her intelligence was being wasted, but he
didn’t know what he could do about it. He was disconcerted when he realized that drinking and
worrying about the next day at work while sitting at home with the baby at night had become
a pattern.

Case Questions

 What signs of stress was Virat Rao exhibiting?

 How was Virat Rao trying to cope with his stress? Can you suggest more effective methods?

Registration No:

Name: Mr. Virat Rao

Age: 20

Gender: Male

Educational qualification: Graduate

Occupation: Chief Surveyor

Income: Average

Address: Andheri, Mumbai

Marital status: Married

Whether client stays with parents: No

Whether client stays with spouse! Yes

Whether have any siblings, if so how many; Not available

What is the position of the client in the family: Eldest, Not available
middle or youngest or only

child:

Anyone in the family having conflicts Wife

Anyone in the family is suffering/has suffered from any No

physical disorders:

Presenting problem: (This should be recorded as the No

client narrates)

Date of onset of the problem: Since he took up the new role

Precipitating factor if any: Work stress

Duration of problem: Since the birth of his baby

Any counseling taken: No

Has to take leave from work place /school/college No

Cannot carry on even the routine work No

Does not want to do anything No

How intense is the problem and how does it affect the client?

Their view point in regard to all of the above According to his spouse, the client was
underpaid. Should move to California or
Alaska to make 5 times more

than that of current income.

The interview with family members should cover Aruna gave up her full time job and take
all aspects that are covered in the interview with care of the baby and she worked night
the client. In addition, the following need to be shifts.

covered.

Interview with family members/spouse/the concerned person:

With Mother Not available

Father Not available

Brothers Not available

Sisters Not available

Relationship: Patient’s relationship with family members:

With friends: How many friends does the patient Not available

have? How does the patient relate to them?

Any other relative staying with patient:

With neighbors Not available

With school and class mates Good

With the teachers in school Not applicable

With other authority figures Good

With playmates Good

In the games field Good

Educational history:

In School/College: School and College

How is the client in studies and academic performance? Good at Mathematics

Does the client come up to the expectations of parents? Yes

and teachers?

How has the performance been over the years? Good

Do they find that there is sudden deterioration in No

studies and academic performance?

Have they received any complaints from the school? No

authorities regarding the client’s performance?

Since when have they noted that the client is Not applicable

not the same in regard to academics as he or she

used to be?

Had they done anything about it so far? If so what? Not applicable

After their efforts had there been any improvement? Not applicable

When did they decide to consult a counselor? Not applicable

Work history:

What occupation is the client involved? Surveys

How regular is the client for work? Regular

Has the client been complaining about work place? If so what? Yes. He was very stressed. He had no choice

but take up the responsibilities as a Chief

Surveyor.

Generally how has the client been fairing in work? No, he was terrified that he may not be able

to handle his job.

What is their perception about client ’s relationship in the workplace?

With Boss: Good

With colleagues Bad

With subordinates: Resentful and complained of his smoking.

If Married: Relationship with spouse in terms of:

Day to day dealings Unsatisfied, insecure

Sex life No as they worked different shifts and busy

with kid.

Work relationship (if spouse is working) Wife had to give up day shift to take care of

the baby and take up night shift.

Relationship with children Not happy as the kid was a surprise and they

had to compromise on their lifestyle and take

up responsibilities.

Relationship with opposite sex persons Not available

Decision making (who takes the decision - spouse or Self

self)

Sharing of work at home with the spouse Yes

Relationship with spouse’s relatives Not available

Relationship with spouse’s friends Not available

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:

Employee’s presentation Good

Employee’s personal appearance Good

Employee’s social interaction with office staff and others in the Good
waiting area

Whether the employee is accompanied by someone No

(This helps to determine if the employee has social
support)

Step 2: When employee enters the office, pay close attention to the following:

Note the personal grooming Good

Note things as obvious as hygiene Good

Note things such as whether the employee is dressed Yes

appropriately according to the season

Note if employee is talking to himself or herself in No

the waiting area

Note if the employee is pacing up and down Yes

outside the office door

Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these
may aid in guiding the interview later. Note if employees appear uneasy as they enter the
office, then immediately attempt to ease the situation by offering small talk or even a cup of
water. Many people feel more at ease if they can have something in their hands. This reflects
an image of genuine concern to employees and may make the interview process much more
relaxing for them. A complete MSE is more comprehensive and evaluates the following ten
areas of functioning:

1. Appearance. Well dressed and good hygiene .

2. Movement and behavior Restless

3. Affect. Frustrated

4. Mood. Unhappy and worried

5. Speech.

a) the volume of the person’s voice Stammer

b) the rate or speed of speech Fast

c) the length of answers to questions Moderate

d) the appropriateness of the answers Not appropriate, confused

e) clarity of the answers and similar characteristics No clarity

6. Thought content The client was referred to me by my

supervisor. He was well dressed and
clean and well mannered. I made him
feel comfortable and assured him that
whatsoever he said would be kept
confidential. I introduced myself as a
Psychologist and that he can feel free to
convey whatever he wants.

The client voiced his concerns related to

his work and family. He expresses his
feelings of anxiety, frustrations and
distrust. He complained about his work
overload and how he feels that he is
incapable of handling the duties. Also he
feared that his job would be taken away
by his qualified subordinate.

He was worried about his family

responsibilities like baby sitting and his
spouse and himself are managing the
family responsibilities that are stressful.

I ended the interview in a following

manner:

Mr. Rao, I think today we have discussed

your problem at your work place and
personal life. It has been possible to
understand when your problems started,
what precipitated it and how you have
been handling the same. Your efforts are
really appreciated. However, there are
many things we need to discuss with each
other. For instance, the difficulty you are
facing and the effect of all this on your
work performance. Do you think I have
understood your problems correctly?

Would you like to come for another session

sometimes next week as is convenient to
you? Can we fix up for the next session? May
be I would like to give some psychological
tests which may help me and you to
understand your problem better. The
employee responded that he would like to
come next week at the time

specified.
My Observation When the client left, I observed that she was
really relaxed and was happy that he was
listened to and his problem could be put
across by him clearly.

Plan of Action Continue the interview in the next session

and gather more information about the
dynamics underlying the various conflicts
 that he has expressed.

Advise and teach stress management techniques.

Advise problem solving techniques,

emotional intelligence strategies and
cognitive behavioral therapies Suggest
motivational strategies to build
confidence

Inferences

The inferences drawn from the above case is that the birth of his child changed his entire life
that led to stress at work and family. The client was not ready to take a responsibility of a
child. He tried to manage the finances by taking up a new job as a chief surveyor but could
not handle the work. That led to smoking. He clearly showcased the symptoms of burn out.

He has job competence issues as his job was threatened by his subordinate’s
qualification. He was convinced that Alphonso was better that further added more to
stress.

Virat started doubting himself and became insecure of his junior at work. Virat woke up
every morning terrified that he would be sent on a job he couldn’t handle. He stumbled over
his own words and stammer. He faces would turn red that clearly demonstrates his low self-
esteem.

At home, he was babysitting during night while his wife was taking her turn during the day
while working night shifts. They barely could spend with each other. He started smoking
that infected his subordinates due to which they were resentful and complaining. He also
has some work competence issues.

Poor communication in relationship: Work overload and different working timings than his
wife, resulted lack of time to communicate along with his wife the way they could earlier

Intervention

1. In order to cope up with his stress, I suggest the client to take some deep breaths,
to avoid his hands not shaking (anxiety) and avoid smoking.
2. Advised client to set goals, enroll in a short term course related to his work
3. Seek for help from family and friends to cope with commitments at home.
4. Deep breathing techniques, progressive muscle relaxation and meditation and
exercise to reduce endorphins in the system that cause stress. Also focus on
what he has achieved.
5. Positive thinking techniques like focusing on good things, making friends and
spending time with positive people.
 6. Ask the boss the updated description of job duties and responsibilities and tell
him with proof the extra efforts involved and seek his involvement

Virtual Case Study 3 – Leadership and Influence

Case description

I'm Anirudh, a 21-year-old student of ABC University, pursuing my 1st year of master's. As our 2nd semester
started, we were introduced to new professors and new subjects. One of our new subjects is Physiology
to the subject as well. In one of her classes, she mentioned it her first teaching experience.

In our 1st lecture, she didn't introduce herself to us in a formal way or ask us to introduce
ourselves and started teaching from the very 1st lecture and she continued the lecture
without a break and on the 2nd lecture, she announced that none of us will use the chat box,
but will only use mic and will have to make ppt for an assignment (which we are not supposed
to make according to the internal assessment pattern).

She even announced that every day one of us will have to give a summary of whatever is
taught in the class. We are so scared of her that we shared this with our coordinator, who
is the most experienced and sweetest in our department, and raised our concerns. The
coordinator assured us she would convey it to the professor indirectly. However, in the
next class, our professor started yelling at us with recording off, and then angrily shouted,
“if you all are so uncomfortable opening your mic then just write down your answers”. We all
just said: Yes, ma’am during the whole lecture. Our coordinator asked us to give her some
time. We waited for around 2 weeks and then nothing was changed, she presented the
downloaded ppts from the internet, read a sentence from it and will ask us to skip the
next, this kept happening for days and we were not able to understand anything so we
shared our issues with our Head of the Department in the CR meeting. We told the Head of
the Department, that ma'am downloaded 113 slides ppts from the internet which is not
relevant to our syllabus and we cannot comprehend whatever she is teaching. But
whatever we said, ma'am took it in a wrong way and she told us from now on she will just
not take any efforts for us and will never download any ppts and that she would teach how
your others professors teach, i.e., without any extra information and no interaction. And all
of this she told to us with recordings off. As soon she started recording the session she was
the sweetest. She said in a sweet voice, “students whatever your concerns are share it with
me, I'm here to help you and we will discuss and sort things out together”. None of us dared
to say anything to her after that.

Now we wrote an official mail to the HOD and mentioned the problems we are facing and
tomorrow we have a class on that subject and we are scared.
Registration No:

Name: Anirudh Srivastava

Age: 21

Gender: Male

Educational qualification: Graduate

Occupation: Student

Income: Not applicable

Address: Mumbai

Marital status: Not available

Whether client stays with parents: Not available

Whether client stays with spouse! Not available

Whether have any siblings, if so how many; Not available

What is the position of the client in the family: Eldest, Not available
middle or youngest or only

child:

Anyone in the family having conflicts Not applicable

Anyone in the family is suffering/has suffered from any Not applicable

physical disorders:

Presenting problem: (This should be recorded as the Not applicable

client narrates)

Date of onset of the problem: At the start of the Second semester

Precipitating factor if any: Not applicable

Duration of problem: Not applicable

Any counseling taken: No

How intense is the problem and how does it affect the client?

Has to take leave from work place /school/college Yes

Cannot carry on even the routine work Cannot understand

Does not want to do anything Just keep quiet as scared

Interview with family members/spouse/the concerned person:

Their view point in regard to all of the above Not applicable

The interview with family members should cover Not applicable

all aspects that are covered in the interview with
the client. In addition, the following need to be

covered.

Relationship: Patient’s relationship with family members:

With Mother Good

Father Good

Brothers Good

Sisters Good

Any other relative staying with patient:

With friends: How many friends does the patient Good. He has many friends.

have?

With neighbors Good

With school and class mates Good

With the teachers in school Good except Physiology Professor

With other authority figures Good

With playmates Good

In the games field Good

Educational history:

In School/College: College

How is the client in studies and academic performance? Good

Does the client come up to the expectations of parents Yes

and teachers?

How has the performance been over the years? Good

Do they find that there is sudden deterioration in Yes, due to rude lecturer and her inexperience in
studies and academic performance? teaching, he is unable to cope

up with the Physiology subject.

Have they received any complaints from the school No

authorities regarding the client’s performance?

Since when have they noted that the client is Since the 1st lecture of Physiology. The
not the same in regard to academics as he or she lectures are incomprehensible.

used to be?

Had they done anything about it so far? If so what? Yes, concerns raised to the college

coordinator and Head of the Department

After their efforts had there been any improvement? No improvement at all as the lecturer got
angrier and also yelled, rebuked and
threatened that she would not share any

PPTs of the lectures.

When did they decide to consult a counselor? When the lecturer’s attitude didn’t change

in spite of complaining to the HOD.

Work history:

What occupation is the client involved? Not Applicable

How regular is the client for work? Not Applicable

Has the client been complaining about work place? If so Not Applicable

what?

Generally how has the client been fairing in work? Not Applicable

What is their perception about client ’s relationship in the workplace?

With Boss: Not Applicable

With colleagues Not Applicable

With subordinates: Not Applicable

If Married: Relationship with spouse in terms of:

Day to day dealings Not Applicable

Sex life Not Applicable

Work relationship (if spouse is working) Not Applicable

Relationship with children Not Applicable

Relationship with opposite sex persons Not Applicable

Decision making (who takes the decision - spouse or Not Applicable

self)
Sharing of work at home with the spouse Not Applicable

Relationship with spouse’s relatives Not Applicable

Relationship with spouse’s friends Not Applicable

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:

Employee’s presentation Good

Employee’s personal appearance Good

Employee’s social interaction with office staff and others in Not Applicable
the waiting area

Whether the employee is accompanied by Not Applicable

someone (This helps to determine if the employee
has social support)

Step 2: When employee enters the office, pay close attention to the following:

Note the personal grooming Good

 Note things as obvious as hygiene Good

Note things such as whether the employee is dressed Good

appropriately according to the season

Note if employee is talking to himself or herself No

in the waiting area

Note if the employee is pacing up and down No

outside the office door

Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these
may aid in guiding the interview later. Note if employees appear uneasy as they enter the
office, then immediately attempt to ease the situation by offering small talk or even a cup of
water. Many people feel more at ease if they can have something in their hands. This reflects
an image of genuine concern to employees and may make the interview process much more
relaxing for them. A complete MSE is more comprehensive and evaluates the following ten
areas of functioning:

1. Appearance. Good

2. Movement and behavior Active and well mannered

3. Affect. Normal

4. Mood. Upset and scared

5. Speech.

a) the volume of the person’s voice Low

b) the rate or speed of speech Normal

c) the length of answers to questions Short

d) the appropriateness of the answers Appropriate

e) clarity of the answers and similar characteristics Clear

6. Thought content The client was referred to me by my

supervisor. He was dressed modestly well
mannered. I made him feel comfortable
and assured him that whatsoever he said
would be kept confidential. I introduced
myself as a Psychologist and that he can
feel free to convey whatever he wants.

The client informed me about his

expressed his anger and fear towards his
Physiology Professor. He said, the students
are really upset of her behavior and that
she is not taking things seriously rather
making things more difficult. There seems
to be no action that will be taken against
the professor.

He fears that it the issue would affect the

overall scores.

I ended the interview in a following

 manner:

Anirudh, today we have discussed your

problem at your college. It has been
possible to understand when your
problems started, what precipitated it
and how you have been handling the
same. Your efforts are really appreciated.
However, there are many things we need
to discuss with each other. For instance,
the difficulty you are facing and the effect
of all this on your performance in studies.

Do you think I have understood your

problems correctly?

Would you like to come for another

session sometimes next week as is
convenient to you?

Can we fix up for the next session? May be I

would like to give some psychological tests
which may help me and you to understand
your problem better. The employee
responded that he would like to come next
week at the time

specified.

My Observation When the customer left, I noticed that he

was quite comfortable and happy that he
had been listened to and that his
complaint had been well expressed.

Plan of Action Continue the interview in the next session

and gather more information about the
dynamics underlying the various conflicts
that he has expressed.

Advise and teach management techniques to

manage emotions and stress.

Inferences

The client is scared of the lecturer and had no clue what would happen in the next lecture.
Also feared of losing overall marks. He wanted as concrete resolution how he could handle
the arrogant and angry lecturer and cope up with the particular subject.
In this case, an autocratic model of Organizational Behavior is followed where the professor is
controlling the students. It’s the misuse of the authority. The student is afraid as the power
rests in professor’s hands whether to pass or fail the students. There was no rapport build on
the very first day between the professor and the students to know each other and set the
right expectations. The students were demotivated, scared to interact with the professor,
who is the immediate point of contact.

It’s also observed that the professor is inexperienced, should have taken guidance from her
superiors. Also the HOD should have talked to the professor privately and guided her through.
This shows there’s no clear
guidance from the HOD to the fairly new professor. Hence the professor’s attitude is due to
ignorance or inexperience.

The concerns raised to the Coordinator and the HOD, further worsened the situation and the
professor got angrier.

Intervention

Suggest the supportive model of organization behavior. If the HOD follows supportive model,
then both the professor and the students perform better in teaching styles and learning styles
respectively. Then it’s a win-win situation.

Client:

1. As previous attempts to raise student’s concern were in vain, I suggest, that he,
along with his classmates, should keep a record of everything that surrounds
the incidents.
2. Advised to take long deep breaths whenever the Professor displays her arrogance and yells.

3. Advised the client to practice mindfulness, stay focused in other subjects.

4. Do self-study on Physiology

5. Spend time with positive people and focus on positive thoughts.

6. Seek parent’s intervention.

7. Keep a detailed record of things done and said in the class by the professor with date and time.

8. Also should consider a formal complaint to the principle with their concerns, an
actionable request her to involve the administration to take immediate action by
either mentor the new professor or replace with another professor.

Virtual Case Study 4 - Management Of People And Organizations

Case Description

Henna Bowers was stumped. Sitting in her office at the plant, she pondered the same questions she had
been facing for months: how to get her company’s employees to work harder and produce more. No matter
what she did, it didn’t seem to help much.

Henna had inherited the business three years ago when her father, Jay Bowers, passed away unexpectedly.
Bowers Machine Parts was founded four decades ago by Jay and had grown into a moderate-size corporation.
Bowers makes replacement parts for large-scale manufacturing machines such as lathes and mills. The firm is
headquartered in Kansas City and has three plants scattered throughout Missouri.

Although Henna grew up in the family business, she never understood her father’s approach. Jay had treated his
employees like part of his family. In Henna’s view, however, he paid them more than he had to, asked their
In addition to changing the way employees were treated, Hena had another goal for Bowers.
She wanted to meet the challenge of international competition. Japanese firms had moved
aggressively into the market for heavy industrial equipment. She saw this as both a threat and
an opportunity. On the one hand, if she could get a toehold as a parts supplier to these firms,
Bowers could grow rapidly. On the other, the lucrative parts market was also sure to attract
more Japanese competitors. Henna had to make sure that Bowers could compete effectively
with highly productive and profitable Japanese firms.

From the day Henna took over, she practiced an altogether different philosophy to achieve
her goals. For one thing, she increased production quotas by 20 percent. She instructed her
first-line supervisors to crack down on employees and eliminate all idle time. She also decided
to shut down the company softball field her father had built. She thought the employees
really didn’t use it much, and she wanted the space for future expansion.

Henna also announced that future contributions to the firm’s profit-sharing plan would be
phased out. Employees were paid enough, she believed, and all profits were the rightful
property of the owner—her. She also had private plans to cut future pay increases to bring
average wages down to where she thought they belonged. Finally, Henna changed a
number of operational procedures. In particular, she stopped asking other people for
their advice. She reasoned that she was the boss and knew what was best. If she asked for
advice and then didn’t take it, it would only stir up resentment.

All in all, Henna thought, things should be going much better. Output should be up and
costs should be way down. Her strategy should be resulting in much higher levels of
productivity and profits.

But that was not happening. Whenever Henna walked through one of the plants, she
sensed that people weren’t doing their best. Performance reports indicated that output
was only marginally higher than before but scrap rates had soared. Payroll costs were
indeed lower, but other personnel costs were up. It seemed that turnover had increased
substantially and training costs had gone up as a result.

In desperation, Henna finally had hired a consultant. After carefully researching the history
of the organization and Henna’s recent changes, the consultant made some remarkable
suggestions. The bottom line, Henna felt, was that the consultant thought she should go
back to that "humanistic nonsense" her father had used. No matter how she turned it,
though, she just couldn’t see the wisdom in this. People worked to make a buck and didn’t
want all that participation stuff.

Suddenly, Henna knew just what to do: She would announce that all employees who
failed to increase their productivity by 10 percent would suffer an equal pay cut. She
sighed in relief, feeling confident that she had finally figured out the answer.

Registration No:

Name: Henna Bowers

Age: Not available

Gender: Female

Educational qualification: Not available

Occupation: Owner

Income: Not available

Address: Kansas City

Marital status: Not available

Whether client stays with parents: Not available

Whether client stays with spouse! Not available

Whether have any siblings, if so how many; Not available

What is the position of the client in the family: Eldest, Not available
middle or youngest or only

child:

Anyone in the family having conflicts Not available

Anyone in the family is suffering/has suffered from any Not available

physical disorders:

Presenting problem: (This should be recorded as the Not available

client narrates)

Date of onset of the problem: Since the time she took over the business

Precipitating factor if any: Her attitude to treat the employees as ‘Hired

help’

Duration of problem: Some months

Any counseling taken: Yes

How intense is the problem and how does it affect the client?

Has to take leave from work place /school/college No

Cannot carry on even the routine work No

Does not want to do anything No

Interview with family members/spouse/the concerned person:

Their view point in regard to all of the above Not applicable

The interview with family members should cover Not applicable

all aspects that are covered in the interview with
the client. In addition, the following need to be

covered.

Relationship: Patient’s relationship with family members:

 With Mother Not available

Father Not available

Brothers Not available

Sisters Not available

Any other relative staying with patient:

With friends: How many friends does the patient Not available

have? How does the patient relate to them?

With neighbors Not available

With school and class mates Not available

With the teachers in school Not available

With other authority figures Rigid

With playmates Not available

In the games field Not available

Educational history:

In School/College: Not applicable

How is the client in studies and academic performance? Not applicable

Does the client come up to the expectations of parents Not applicable

and teachers?

How has the performance been over the years? Not applicable

Do they find that there is sudden deterioration in Not applicable

studies and academic performance?

Have they received any complaints from the school Not applicable

authorities regarding the client’s performance?

Since when have they noted that the client is Not applicable

not the same in regard to academics as he or she

used to be?

Had they done anything about it so far? If what? Not applicable

After their efforts had there been any improvement? Not applicable

When did they decide to consult a counselor? Not applicable

Work history:

What occupation is the client involved? Own Business (Bowers Machine Parts)

How regular is the client for work? Regular

Has the client been complaining about work place? If so Yes,lower employee performance and

what? increased training costs and lower profits

Generally how has the client been fairing in work? Good

What is their perception about client ’s relationship in the workplace?

With Boss: Not applicable as she is the boss

With colleagues Bad

With subordinates: Bad

If Married: Relationship with spouse in terms of:

Day to day dealings Not available

Sex life Not available

Work relationship (if spouse is working) Not available

Relationship with children Not available

Relationship with opposite sex persons Not available

Decision making (who takes the decision - spouse or Self

self)

Sharing of work at home with the spouse Not available

Relationship with spouse’s relatives Not available

Relationship with spouse’s friends Not available

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:

Employee’s presentation Not available

Employee’s personal appearance Not available

Employee’s social interaction with office staff and others in Not available
the waiting area

Whether the employee is accompanied by Not available

someone (This helps to determine if the employee
has social support)
Step 2: When employee enters the office, pay close attention to the following:

Note the personal grooming

Note things as obvious as hygiene Not available

Note things such as whether the employee is dressed Not available

appropriately according to the season

Note if employee is talking to himself or herself No

in the waiting area

Note if the employee is pacing up and down Not available

outside the office door

Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these
may aid in guiding the interview later. Note if employees appear uneasy as they enter the
office, then immediately attempt to ease the situation by offering small talk or even a cup of
water. Many people feel more at ease if they can have something in their hands. This reflects
an image of genuine concern to employees and may make the interview process much more
relaxing for them. A complete MSE is more comprehensive and evaluates the following ten
areas of functioning:

1. Appearance. Not available

2. Movement and behavior Not available

3. Affect. Not available

4. Mood. Not available

5. Speech. Not available

a) the volume of the person’s voice Not available

b) the rate or speed of speech Not available

c) the length of answers to questions Not available

d) the appropriateness of the answers Not available

 e) clarity of the answers and similar characteristics Not available

6. Thought content The client is concerned with competing

with the internationally. To achieve this
goal, she scraped her father’s ideologies
and followed her own strategies without
consulting the managers and the
employees. She was frustrated and
helpless.

My Observation The client has taken her own decisions

though she consulted once.

Plan of Action Try to connect with Ms. Henna Bowers

and interview her to gather more
information about the dynamics
underlying the various conflicts that she is
facing and suggest some techniques to
achieve her organization goals and
increase in productivity and profits.
 To suggest stress relieving techniques. To
think positively.

To make her realize the importance of

employee’s motivation and strategies to

achieve the productivity and profits.

Inferences

Henna Bowers took inherited her father’s business, since then she followed her autocratic
behavior model in her organization. She treated her employees as hired helpers instead of a
family. He wanted to challenge her international competitors. She was unable to compete with
highly productive and profitable Japanese firms. She tried on her own philosophy to achieve
her goals while ignoring the psychological issues of the employees, thereby resulting in lower
employee performance and profits. She felt helpless and in desperation, hired a consultant.
Ms. Bowers felt that the consultant suggested the same approach, her father followed. She
followed her own approach.

Case Questions

How successful do you think Henna Bowers’s new plan will be?

Helen Bowers’s new plan would become successful as it would probably meet the challenge of
international competition. Since Japanese firms had moved aggressively into the market for heavy
industrial equipment, Helen had seen this as both a threat and an opportunity.

In her plan, she made the following amendments:

1. She increased production quotas by 20 percent.

2. She instructed her first line supervisors to crack down an employee and eliminate all the idle time.
3. She decided to shut down the company softball field as built by her father.
But since after all these amendments, payroll costs were lowered, personnel costs were up,
turnover increased substantially and training costs have gone up, so she announced that all
employees who failed to increase their productivity by 10 percent would suffer an equal pay
cut.

Henna created the reason for the problem by taking autocratic and directive approach
instead of a supportive and participative approach. She faces a serious morale problem which
will likely escalate into lot of conflicts as it rests on a resentment and distrust of Henna’s
management practices.

What challenges does Henna confront?

1. International competition
2. The employees will be psychologically effected.
3. They will feel bullied.
4. Reduced job satisfaction.
5. They will think and worried about the work constantly.
6. Increase in employee absents.
7. Feel pressured and demotivated to work with dedication and morale.
8. Poor team dynamics.
9. Reduced trust, efforts and loyalty from employees.
10. Low levels of productivity mean no much profits.

If you were Henna’s consultant. What would you advise her?

 1. I would suggest Helen, to take necessary steps to improve the productivity of the work force.
2. Suggestions for increased productivity:
3. Involve workers and managers in making detailed plans for productivity
improvement. In other words, it focuses them on a productivity act which will have a
high likelihood of increasing overall unit performance. This includes forming a task
team and having the task team identify detailed productivity objectives and equally
detailed indicators of success at meeting those objectives.
4. Inform the employees that everyone accountable for his actions and decisions and he
can neither pass the buck nor pass the blame to someone else.
5. Clarify expectancies by making it clear to employees that hard work
will lead to higher performance.

6. Clarify instrumentalities by letting employees know that high performance is

associated with positive outcomes.
7. Introduce Flexi time to increase productivity and lower absenteeism.
8. Suggested telecommuting if necessary to keep up with the productivity.
9. Review the targets every week so that it may not lead to dissatisfaction among the employees.
10. Support their employees by encouraging, and supporting them to perform a better
job, get along with each other and as well as developing their skills. The Performance
results will be awakened drives.
11. Motivate employees by offering outcomes that have high valence.
12. Goal-setting in the workplace can range from performance achievements to
professional development ambitions. But all well-crafted goals are aligned to

larger key business strategies.

Virtual Case Study 5- Discrimination At Work

Case description

A male senior leader, middle managers and fresher in a team meeting.

Recruitment drives are being discussed. The meeting starts with gender equality a parity, but slowly the
discussion goes into the zone of where the senior leader says "We should hire more single women, because
they don't have liabilities (children, spouse) and they can put in more hours at work and everyone will
benefit." Lots of deep sighs but no one stood up to this senior leader.

Client: Reena age, 45 years old. She is married and has a daughter who is 15 years old.
Registration No:

Name: Reena

Age: 45

Gender: Female

Educational qualification: Graduate

Occupation: Manager

Income: Not available

Address: Mumbai

Marital status: Married

Whether client stays with parents: Yes

Whether client stays with spouse! Yes

Whether have any siblings, if so how many; No

What is the position of the client in the family: Eldest, Only child
middle or youngest or only

child:

Anyone in the family having conflicts No

Anyone in the family is suffering/has suffered from any No

physical disorders:

Presenting problem: (This should be recorded as the Not applicable

client narrates)

Date of onset of the problem: The meet with Leaders and fresher

Precipitating factor if any: Not applicable

Duration of problem: Not applicable

Any counseling taken: No

How intense is the problem and how does it affect the client?

Has to take leave from work place / No

school/college

Cannot carry on even the routine work No

Does not want to do anything No

Interview with family members/spouse/the concerned person:

Their view point in regard to all of the above Not applicable

The interview with family members should cover Not applicable

all aspects that are covered in the interview with
the client. In addition, the following need to be

covered.
Relationship: Patient’s relationship with family members:

With Mother Good

Father Good

Brothers Not applicable

Sisters Not applicable

Any other relative staying with patient:

With friends: How many friends does the patient Not applicable

have? How does the patient relate to them?

With neighbors Good

With school and class mates Good

With the teachers in school Good

With other authority figures Good

With playmates Good

In the games field Good

Educational history:

In School/College: Not applicable

How is the client in studies and academic performance? Not applicable

Does the client come up to the expectations of parents Not applicable

and teachers?

How has the performance been over the years? Not applicable

Do they find that there is sudden deterioration in Not applicable

studies and academic performance?

Have they received any complaints from the school Not applicable

authorities regarding the client’s performance?

Since when have they noted that the client is Not applicable

not the same in regard to academics as he or she

used to be?

Had they done anything about it so far? If so what? Not applicable

After their efforts had there been any improvement? Not applicable

When did they decide to consult a counselor? Not applicable

Work history:

What occupation is the client involved? Services

How regular is the client for work? Not available

Has the client been complaining about work place? If so No

what?

Generally how has the client been fairing in work? Good

What is their perception about client ’s relationship in the workplace?

With Boss: Not available

With colleagues Not available

With subordinates: Not available

If Married: Relationship with spouse in terms of:

Day to day dealings Not available

Sex life Not available

Work relationship (if spouse is working) Not available

Relationship with children Good

Relationship with opposite sex persons Not available

Decision making (who takes the decision - spouse or Self

self)

Sharing of work at home with the spouse Not available

Relationship with spouse’s relatives Not available

Relationship with spouse’s friends Not available

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:

Employee’s presentation Not available

Employee’s personal appearance Not available

Employee’s social interaction with office staff and others Not available

in the waiting area

Whether the employee is accompanied by someone (This Not available

helps to determine if the

employee has social support)

Step 2: When employee enters the office, pay close attention to the following:

Note the personal grooming Not available

Note things as obvious as hygiene Not available

Note things such as whether the employee is dressed Modest

appropriately according to the season

Note if employee is talking to himself or herself in No

the waiting area

Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these may
aid in guiding the interview later. Note if employees appear uneasy as they enter the office, then
immediately attempt to ease the situation by offering small talk or even a cup of water. Many
people feel more at ease if they can have something in their hands. This reflects an image of
genuine concern to employees and may make the interview process much more relaxing for
them. A complete MSE is more comprehensive and evaluates the following ten areas of
functioning:

1. Appearance. Well dressed and good hygiene .

2. Movement and behavior Good and well mannered.

3. Affect. Upset

4. Mood. Sad and worried and fearful

5. Speech.

a) the volume of the person’s voice Normal

b) the rate or speed of speech Normal

 c) the length of answers to questions Moderate

d) the appropriateness of the answers Proper

e) clarity of the answers and similar characteristics Yes

6. Thought content The client seems to be unhappy with the

senior manager’s attitude towards married
female employees. His thoughts were
against the legal rights of women. The client
seems to be in stressed about the finances
and the job security with the proposed plan.
Also felt powerless and deprived of basic
human rights as none supported her. She
felt discriminated.

Not applicable
My Observation
 Connect with the client to interview and
Plan of Action gather more information about the issues.

Advise some stress relieving and

motivational strategies to fight back the
discrimination at workplace.

Inferences

From the above case, it is inferred that the client’s organization follows an autocratic model of
organization behavior. The Senior leader takes the decision and all the employees should
follow the orders and they cannot question the authority. The senior manager seems to be
biased and have different thought on the married women when it comes to productivity at
work place. This is clearly marital status discrimination against women. The client was deeply
hurt and demotivated with the outcome of the meeting. She feared of losing her job and a
sense of insecurity of not being able to meet the demands of the family. Married women are
the victims of stereotype thinking.

Intervention

Understanding and caring orientation of the managers will result in employee’s

performance with passion, commitment and organizational goals.

There won’t be fear among the subordinates and it will lead to status and recognition. Here all
the ideas will be acknowledged and everyone will work together by supporting each other.

Also suggest the company to follow a fair labour standard.

To client:

1. Practice stress- relieving exercises.

2. Accept and permit the feeling of insecurity.
3. Be persistent in accomplishing the tasks and goals.
4. I advised the client to keep a record of such incidents of discrimination and
inform the HR/ the employer.
5. Keep a record of all the achievements, the initiatives taken towards the growth
of the organizations, KPAs and etc. to prove the management decision to
 appoint more unmarried females is wrong and that all women should be given
equal opportunity.
6. Report it to the HR about the unfair staffing strategy and file a formal grievance’s.

What OB Model do you identify here?

I would recommend a System Model of Organization Behavior in the

organization as it is based on trust and self-motivation and the results will be
more than expected. The employees will be committed to do their tasks as
expected and also committed to the organizational goals.

How do you change the mindset of such a leader, who is using power dynamics to
create a negative culture?

1. I would advise the leader on the importance of women at work place and the
value that the married women would bring to the organization.

2. Creating an open-minded atmosphere and a positive environment.

3. Sharing inspirational stories and videos celebrating female role models motivates
 4. Married women would be equally competent. Just that because they are married,
they need to maintain a healthy work life balance. If the organization follows a
supportive model of organizational behavior, they will
5. Curating flexible work formats to balance priorities and enable wellbeing of the
married women employees by encouraging, and supporting them to perform a
better job, get along with each other and as well as developing their skills. The
performance results will be awakened drives. Example: Introduce flexi time &
work from home.

Virtual Case Study 6 - Workplace Discrimination

Case Description

Reshma works in an Organization as a manager. She is 29 years old, married and has a 3-year-old girl. She
joined the company 4 years ago. She was very happy that she got a job in a reputed company as her
husband also works in the company. The company’s core values are - they support women and women
employee’s values are more respected sort of. When she joined, she had a normal health. And after 4
months in the company, she got pregnant. She informed her manager that she is pregnant. The project was

new and they had lot of volume. She still focused and did her job well. They were asked to stretch for more
hours. Reshma’s shift was from 12:30pm-9:30pm. But was asked to work till 1.00 am in the midnight. She
worked without any complaints. Work because she considers organization’s work as here’s. They were also
asked to work during the weekends. Reshma worked during the weekends. But one day she fell sick and
had severe nausea. So she requested her manager that she cannot make it to work during the weekends
and also stretch for long hours during the week days. However, she would complete the task within her
login hours. The manager denied and she was told that, if they allow her, they have to allow everybody in
the team. She mentioned that not everybody is pregnant in the team. She reached HR but there was no

Registration No: Psychoshiksha/IO/006

Name: Reshma

Age: 29

Gender: Female

Educational qualification: Graduate

Occupation: Executive

Income: Decent

Address: Mumbai
Marital status: Married

Whether client stays with parents: Yes

Whether client stays with spouse! Yes

Whether have any siblings, if so how many; No

What is the position of the client in the family: Eldest, Not available
middle or youngest or only

child:

Anyone in the family having conflicts No

Anyone in the family is suffering/has suffered from any No

physical disorders:

Presenting problem: (This should be recorded as the Not applicable

client narrates)

Date of onset of the problem: She wanted to take leave due to pregnancy

Precipitating factor if any: Not applicable

Duration of problem: Not applicable

Any counseling taken: No

How intense is the problem and how does it affect the client?

Has to take leave from work place / No

school/college

Cannot carry on even the routine work No

Does not want to do anything No

Interview with family members/spouse/the concerned person:

Their view point in regard to all of the above Not applicable

The interview with family members should cover Not applicable

all aspects that are covered in the interview with
the client. In addition, the following need to be

covered.

Relationship: Patient’s relationship with family members:

With Mother Good

Father Good

Brothers Not applicable

Sisters Not applicable

Any other relative staying with patient:

 Not applicable

With friends: How many friends does the patient

have? How does the patient relate to them?

With neighbors Good

With school and class mates Good

With the teachers in school Good

With other authority figures Good

With playmates Good

In the games field Good

Educational history:

In School/College: Not applicable

How is the client in studies and academic performance? Not applicable

Does the client come up to the expectations of parents? Not applicable

and teachers?

How has the performance been over the years? Not applicable

Do they find that there is sudden deterioration in? Not applicable

studies and academic performance?

Not applicable
Have they received any complaints from the school?
authorities regarding the client’s performance?

Since when have they noted that the client is Not applicable

not the same in regard to academics as he or she

used to be?

Had they done anything about it so far? If so what? Not applicable

After their efforts had there been any improvement? Not applicable

When did they decide to consult a counselor? Not applicable

Work history:

What occupation is the client involved? Services

How regular is the client for work? Not available

Has the client been complaining about work place? If so No

what?

Generally how has the client been fairing in work? Good

What is their perception about client ’s relationship in the workplace?

With Boss: Good

With colleagues Good

With subordinates: Good

If Married: Relationship with spouse in terms of:

Day to day dealings Good

Sex life Good

Work relationship (if spouse is working) Not available

Relationship with children Good

Relationship with opposite sex persons Good

Decision making (who takes the decision - spouse or Self

self)
Sharing of work at home with the spouse Good

Relationship with spouse’s relatives Good

Relationship with spouse’s friends Good

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:

Employee’s presentation Good

Employee’s personal appearance Good

Employee’s social interaction with office staff and others in Not applicable
the waiting area

Whether the employee is accompanied by someone (This Not applicable

helps to determine if the

employee has social support)

Step 2: When employee enters the office, pay close attention to the following:

Note the personal grooming Great

Note things as obvious as hygiene Great

Note things such as whether the employee is dressed Modest
appropriately according to the season

Note if employee is talking to himself or herself in No

the waiting area

Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these may
aid in guiding the interview later. Note if employees appear uneasy as they enter the office, then
immediately attempt to ease the situation by offering small talk or even a cup of water. Many
people feel more at ease if they can have something in their hands. This reflects an image of
genuine concern to employees and may make the interview process much more relaxing for
them. A complete MSE is more comprehensive and evaluates the following ten areas of
functioning:

1. Appearance. Well dressed and good hygiene .

2. Movement and behavior Normal

3. Affect. Feeling sad and neglected

4. Mood. Upset

5. Speech.

a) the volume of the person’s voice Normal

b) the rate or speed of speech Normal

c) the length of answers to questions Moderate

d) the appropriateness of the answers Proper

e) clarity of the answers and similar characteristics Yes

6. Thought content The client was referred to me by my

supervisor. She was well dressed and clean.
I made her feel comfortable and assured
her that whatsoever she said would be kept
confidential. The client told me about her
role and the amount of her work. She said
she was pregnant and that she tried her
best to stretch long hours and work
weekends as she knew that there’s lot of
work to do on a project. She had taken so
much of stress that it took a toll on her
health. Her husband also works in the same
organization. Hence she tried to be at her
best to keep her husband’s work not affected
due to her absence. The manager has
simply denied the basic rights of a women
employee who is pregnant by making her
work long hours and work on weekends
whih took a toll on the client’s health. Its
unfair to treat a pregant employee in such
fashion.

I suggested some psychological tests to be

conducted to understand the problem better.
The client agreed. I ended the
 conversation.

My Observation While the client left, she was very relaxed

and was happy that she could share her
grief to someone trustworthy.

Plan of Action Continue the psychometric tests and gather

more information about the various dynamics
of the workplace conflicts.

Advice stress management techniques. Report

to the top boss about the unfair treatment
and if necessary file a formal grievance’s.

Inferences/ Intervention

For this case its inferred that the client knows her work well, she is very well committed to
her organization and in spite of being pregnant giving her best to the business
requirements. She had asked for off on weekends and that she is willing to stretch for long
hours during weeks’ days. The HR gave a deaf ear to Reshma’s grievance. Reshma was also
worried that her stance would affect her husband’s job. Still she fought her battle to continue
to work, but was not heard by her manager. Reshma had to resign and then was
terminated.

This a classic example of the organization that follows autocratic model to control the
employees. The organization should System model of organization behavior where the
managerial orientation would be compassion and caring. His support would not only
motivate Reshma but also her husband and other employees to be committed to do their
tasks as expected and achieve organizational goals.

Also allow Reshma to work from home and with flexible hours.

Virtual Case Study 7- Group Dynamics

Case Description

Reena (25), Ruhi (24) and Rohit Ahuwalia (28) are working on a project. Ruhi is a very close friend of Rohit. But
Registration No:

Name: Rohit Ahuwalia

Age: 28

Gender: Male

Educational qualification: Graduate

Occupation: Project manager

Income: Decent

Address: Mumbai

Marital status: Single

Whether client stays with parents: Yes

Whether client stays with spouse! Yes

Whether have any siblings, if so how many; 2

What is the position of the client in the family: Eldest, Youngest

middle or youngest or only

child:

Anyone in the family having conflicts No

Anyone in the family is suffering/has suffered from any No

physical disorders:

Presenting problem: (This should be recorded as the Not applicable

client narrates)

Date of onset of the problem: Not available

Precipitating factor if any: Not applicable

Duration of problem: Not applicable

Any counseling taken: No

How intense is the problem and how does it affect the client?

Has to take leave from work place / No

school/college

Cannot carry on even the routine work No

Does not want to do anything No

Interview with family members/spouse/the concerned person:

 Their view point in regard to all of the above Not applicable

The interview with family members should cover Not applicable

all aspects that are covered in the interview with
the client. In addition, the following need to be

covered.

Relationship: Patient’s relationship with family members:

With Mother Good

Father Good

Brothers Good

Sisters Not applicable

Any other relative staying with patient:

With friends: How many friends does the patient Many friends
have? How does the patient relate to them?

With neighbors Good

With school and class mates Good

With the teachers in school Good

With other authority figures Good

With playmates Good

In the games field Good

Educational history:

In School/College: Not applicable

How is the client in studies and academic performance? Not applicable

Does the client come up to the expectations of parents? Not applicable

and teachers?

How has the performance been over the years? Not applicable

Do they find that there is sudden deterioration in Not applicable

studies and academic performance?

Have they received any complaints from the school Not applicable

authorities regarding the client’s performance?

Since when have they noted that the client is Not applicable

not the same in regard to academics as he or she

used to be?

Had they done anything about it so far? If so what? Not applicable

After their efforts had there been any improvement? Not applicable

When did they decide to consult a counselor? Not applicable

Work history:

What occupation is the client involved? IT

How regular is the client for work? Regular

Has the client been complaining about work place? If so Yes

what?

Generally how has the client been fairing in work? Good

What is their perception about client ’s relationship in the workplace?

With Boss: Good

With colleagues Good

With subordinates: Good

If Married: Relationship with spouse in terms of:

Day to day dealings Good

Sex life Not applicable

Work relationship (if spouse is working) Not applicable

Relationship with children Not applicable

Relationship with opposite sex persons Not applicable

Decision making (who takes the decision - spouse or Self

self)

Sharing of work at home with the spouse Not applicable

Relationship with spouse’s relatives Not applicable

Relationship with spouse’s friends Not applicable

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:

Employee’s presentation Good

Employee’s personal appearance Good

Employee’s social interaction with office staff and others in Not applicable
the waiting area

Whether the employee is accompanied by someone (This Not applicable

helps to determine if the

employee has social support)

Step 2: When employee enters the office, pay close attention to the following:

Note the personal grooming Great

Note things as obvious as hygiene Great

Note things such as whether the employee is dressed Modest

appropriately according to the season

Note if employee is talking to himself or herself in No

the waiting area

Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these may
aid in guiding the interview later. Note if employees appear uneasy as they enter the office, then
immediately attempt to ease the situation by offering small talk or even a cup of water. Many
people feel more at ease if they can have something in their hands. This reflects an image of
genuine concern to employees and may make the interview process much more relaxing for
them. A complete MSE is more comprehensive and evaluates the following ten areas of
functioning:

1. Appearance. Well dressed and good hygiene .

2. Movement and behavior Stooping low, shy

3. Affect. Upset and tensed

4. Mood. Sad

5. Speech.

a) the volume of the person’s voice Normal

b) the rate or speed of speech Normal

c) the length of answers to questions Moderate

d) the appropriateness of the answers Proper

e) clarity of the answers and similar characteristics Yes

6. Thought content The client was referred to me by my

supervisor. He was well dressed and clean and
well mannered. I made him feel comfortable
and assured him that whatsoever he said
would be kept
 confidential. I introduced myself as a
Psychologist and that he can feel free to
convey whatever he wants.

The client informed me about his close

friend and that they are working on the
same project. He told about the difference
of opinions at work and personal life with
the same friend.

I ended the interview in a following

manner:

Mr. Rohit Ahuwalia, I think today we have

discussed your problem at your work place
and personal life. It has been possible to
understand when your problems started,
what precipitated it and how you have been
handling the same.

Your efforts are really appreciated.

However, there are many things we need
to discuss with each other. For instance,
the difficulty you are facing and the effect
of all this on your work performance. Do
you think I have understood your problems
correctly?

Would you like to come for another session

sometimes next week as is convenient to
you? Can we fix up next Friday 5.00 p.m. for
the next session? May be I would like to give
some psychological tests which may help me
and you to understand your problem better.
The employee responded that he would like
to

come next week at the time specified.

My Observation When the client left, I observed that he was

really relaxed and was happy that he was
listened to and his problem could be put
across by him clearly.

Today’s session was able to achieve the purpose with which it started.
Inferences:

The client felt betrayed by his close friend. They also had huge difference of opinions that
led to personal and professional stress. They were not able to concentrate on the project
at all ass a result it was put on hold. The client felt helpless and frustrated.

Intervention:
 1. Advised the client to:
2. Practice stress- relieving exercises.
3. Observe and acknowledge what has happened and support the friend when she
expresses her opinion without interruption and gently but strongly and politely put
forward his thoughts about the project if he is disagreement.
4. Keep the personal matters away from work.
5. Share your problems with the close friend and take a short break from her.
6. Forgive her and let go and move on.
7. If possible, talk to the boss and change the department or ask him to put im on another project.

Virtual Case Study 8 – Abuse of power

Case Description

Jay Shaw joined an organization XYZ as a temporary employee with an aim to convert his temporary
employment to permanent employment. So he worked really hard to get there. His manager Supriya started
giving Jay her work as well in the name of permanent employment. Attrition rate was high under his
manager. Since team size started reducing and workload on Jay started increasing, he was not able to
complete his manager’s extra work but he was able to complete his daily tasks. His manager got angry and raised
a red flag against him that she gave a really bad feedback about him and kept all the higher authorities in the
loop. This upset Jay that he started looking for the different job .One day, after working in the organization

Registration No:

Name: Jay Shaw

Age: 24

Gender: Male

Educational qualification: Graduate

Occupation: Executive assistant

Income: Decent

Address: Mumbai

Marital status: Single

Whether client stays with parents: Yes

Whether client stays with spouse! No

Whether have any siblings, if so how many; No

What is the position of the client in the family: Eldest, Youngest

middle or youngest or only

child:

Anyone in the family having conflicts No

Anyone in the family is suffering/has suffered from any No

physical disorders:

Presenting problem: (This should be recorded as the Not applicable

client narrates)

Date of onset of the problem: Since he resigned

Precipitating factor if any: Not applicable

Duration of problem: Not applicable

Any counseling taken: No

How intense is the problem and how does it affect the client?

Has to take leave from work place / No

school/college

Cannot carry on even the routine work No

Does not want to do anything No

Interview with family members/spouse/the concerned person:

Their view point in regard to all of the above Not applicable

The interview with family members should cover Not applicable

all aspects that are covered in the interview with
the client. In addition, the following need to be

covered.

Relationship: Patient’s relationship with family members:

With Mother Good

Father Good

Brothers Not applicable

Sisters Not applicable

Any other relative staying with patient:

With friends: How many friends does the patient Few friends
have? How does the patient relate to them?

With neighbors Good

With school and class mates Not applicable

 With the teachers in school Not applicable

With other authority figures Not applicable

With playmates Not applicable

In the games field Not applicable

Educational history:

In School/College: Not applicable

How is the client in studies and academic performance? Not applicable

Does the client come up to the expectations of parents Not applicable

and teachers?

How has the performance been over the years? Not applicable

Do they find that there is sudden deterioration in Not applicable

studies and academic performance?

Have they received any complaints from the school Not applicable

authorities regarding the client’s performance?

Since when have they noted that the client is Not applicable

not the same in regard to academics as he or she

used to be?

Had they done anything about it so far? If so what? Not applicable

After their efforts had there been any improvement? Not applicable
When did they decide to consult a counselor? Not applicable

Work history:

What occupation is the client involved? School

How regular is the client for work? Regular

Has the client been complaining about work place? If so No

what?

Generally how has the client been fairing in work? Good

What is their perception about client ’s relationship in the workplace?

With Boss: Bad

With colleagues Good

With subordinates: Good

If Married: Relationship with spouse in terms of:

Day to day dealings Good

Sex life Not applicable

Work relationship (if spouse is working) Not applicable

Relationship with children Not applicable

Relationship with opposite sex persons Not applicable

Decision making (who takes the decision - spouse or Self

self)

Sharing of work at home with the spouse Not applicable

Relationship with spouse’s relatives Not applicable

Relationship with spouse’s friends Not applicable

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:

Employee’s presentation Good

Employee’s personal appearance Good

Employee’s social interaction with office staff and others in Not applicable
the waiting area

Whether the employee is accompanied by someone (This Not applicable

helps to determine if the

employee has social support)

Step 2: When employee enters the office, pay close attention to the following:

Note the personal grooming Well groomed

Note things as obvious as hygiene Clean and presentable

Note things such as whether the employee is dressed Modest

appropriately according to the season

Note if employee is talking to himself or herself in No

the waiting area
Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these may
aid in guiding the interview later. Note if employees appear uneasy as they enter the office, then
immediately attempt to ease the situation by offering small talk or even a cup of water. Many
people feel more at ease if they can have something in their hands. This reflects an image of
genuine concern to employees and may make the interview process much more relaxing for
them. A complete MSE is more comprehensive and evaluates the following ten areas of
functioning:

1. Appearance. Well dressed and good hygiene .

2. Movement and behavior Good

3. Affect. Upset and tensed

4. Mood. Unhappy

5. Speech.

a) the volume of the person’s voice Normal

b) the rate or speed of speech Normal

c) the length of answers to questions Moderate

d) the appropriateness of the answers Proper

e) clarity of the answers and similar characteristics Yes

6. Thought content The client was referred to me by my

supervisor. He was well dressed and clean
and well mannered. I made him feel
comfortable and assured him that
whatsoever he said would be kept
confidential. I introduced myself as a
Psychologist and that he can feel free to
convey whatever he wants.

The client expressed his fears that he may not

find the right job due to his boss’s negative
feedback. He felt insecure of his future. He
wanted to tackle the new issues that his boss
created. He was burnt out with the heavy
loads of work that tired him completely. He
was willing to work but only at his capacity.

I ended the interview in a following

manner:
Jay, today we have discussed your problem
at your work place and personal life. It has
been possible to understand when your
problems started, what precipitated it and
how you have been handling the same.
Your efforts are really appreciated.
However, there are many things we need to
discuss with each other. For instance, the
difficulty you are facing and the effect of all
this on your work performance.

Do you think I have understood your

 problems correctly?

Would you like to come for another session

sometimes next week as is convenient to
you? Can we fix up for the next session? May
be I would like to give some psychological
tests which may help me and you to
understand your problem better.

The employee responded that he would

like to come again once his notice period

at work ends.

My Observation When the client left, I observed that he

was really relieved and was happy that he
was listened to and his problem could be
put across by him clearly.

Plan of Action Continue the interview in the next session

and gather more information about the
dynamics underlying the various conflicts
that he has expressed. Advised and taught
stress management techniques.

Today’s session was able to achieve the purpose with which it started.

Inferences/Intervention:

It is observed that the client is really wants a permanent job that meets his finances and
security. He has put in his best efforts to become a permanent employee. However, due
to his attrition in his team, the he was overburdened with his work. Moreover, his boss
demanded him to do her job as well. The client couldn’t complete the bosses work. This
angered his boss that she spoke il of Jay to all the people of the organization. The client one
day resigned, this further fueled the bosses anger that she gave a bad feedback to his new
employer.

Keeping the high attrition rate in mind, it seems that the boss is not supportive rather
she is the person responsible for attritions. She should have looked into the issue and
tried to resolve it.

The client could have approached his boss and shared his issues that he is burdened with extra
work and that he is not able to complete her work.
Advice to the client:

Practice deep breathing

when tensed. Exercise at
least for 20 minutes every
day. Talk to parents about it
to share the burden.

In future, if this situation repeats, advised to talk to the supervisor and discuss the fears and insecurities.

Continue looking for jobs

Continue upgrading the knowledge

related to his work Keep a record of all
the achievements and activities Continue
to give the best at work
 Virtual Case Study 9 - The Struggle for Power at

Ramsey Electronics Case Description

A vice president’s position is about to open up at Ramsey Electronics, maker of components

for audio and visual equipment and computers. Whoever fills the position will be one of
the four most powerful people in the company and may one day become its CEO. So the
whole company has been watching the political skirmishes among the three leading
candidates: Akanksha, Washita, and Veena Vohra.

Akanksha, currently head of the research and development division, worked her way up
through the engineering ranks. Of the three candidates, she alone has a Ph.D. (in electrical
engineering from MIT), and she is the acknowledged genius behind the company’s most
innovative products. One of the current vice presidents—Harley Learner, himself an engineer
—has been pushing hard for Akanksha’s case.

Lakshita spent five years on the road, earning a reputation as an outstanding salesperson
of Ramsey products before coming to company headquarters and working her way up
through the sales division. She knows only enough about what she calls the "guts" of
Ramsey’s electronic parts to get by, but she is very good at selling them and at motivating
the people who work for her. Frank Barnwood, another current vice president, has been
filling the Chief’s ear with praise for Lakshita.

Of the three candidates, Veena Vora is the youngest and has the least experience at
Ramsey. Like the Chief, she has an M.B.A. from Harvard Business School and a very sharp
mind for finances. The Chief has credited her with turning the company’s financial situation
around, although others in the company believe Akanksha’s products or Lakshita’s selling
ability really deserves the credit. Veena has no particular champion among Ramsey’s top
executives, but she is the only other handball player the Chief has located in the company,
and the two play every Tuesday and Thursday after work. Learner and Barnwood have
noticed that the company’s financial decisions often get made during the cooling-off period
following a handball game.

In the month preceding the Chief’s decision, the two vice presidents have been busy. Learner,
head of a national engineering association, worked to have Akanksha win an achievement
award from the association, and two weeks before the naming of the new vice president, he
threw the most lavish banquet in the company’s history to announce the award. When
introducing Akanksha, Learner made a long, impassioned speech detailing Akanksha’s
accomplishments and heralding her as "the future of Ramsey Electronics."

Frank Barnwood has moved more slowly and subtly. The Chief had asked Barnwood
years before to keep him updated on "all these gripes by women and minorities and
such," and Barnwood did so by giving the Chief articles of particular interest. Recently he
gave the Chief one from a psychology magazine about the cloning effect—the tendency of
powerful executives to choose successors who are most like themselves. He also passed on
to the Chief a Fortune article arguing that many American corporations are floundering
because they are being run by financial people rather than by people who really know the
company’s business. He also flooded bulletin boards and the Chief’s desk with news clippings
about the value of having women and minorities at the top levels of a company.

Veena Vora has seemed indifferent to the promotion. She spends her days on the phone
and in front of the computer screen, reporting to the Chief every other week on the
company’s latest financial successes—and never missing a handball game.

Case Questions

· Whom do you think the Chief will pick as the new vice president? Why?
· Whom do you think should get the job? Why?
Registration No:

Name: Frank Barnwood

Age: Not Available

Gender: Male

Educational qualification: M.B.A

Occupation: Vice President

Income: Not available

Address: Mumbai

Marital status: Not available

Whether client stays with parents: Not available

Whether client stays with spouse! Not available

Whether have any siblings, if so how many; Not available

What is the position of the client in the family: Eldest, Not available
middle or youngest or only

child:

Anyone in the family having conflicts No

Anyone in the family is suffering/has suffered from any No

physical disorders:

Presenting problem: (This should be recorded as the Not applicable

client narrates)

Date of onset of the problem: Not available

Precipitating factor if any: Not applicable

Duration of problem: Not applicable

Any counseling taken: No

How intense is the problem and how does it affect the client?

Has to take leave from work place / No

school/college

Cannot carry on even the routine work No

Does not want to do anything No

Interview with family members/spouse/the concerned person:

Their view point in regard to all of the above Not applicable

The interview with family members should cover Not applicable

all aspects that are covered in the interview with
the client. In addition the following need to be

covered.

Relationship: Patient’s relationship with family members:

With Mother Not available

Father Not available

Brothers Not applicable

Sisters Not applicable

Any other relative staying with patient:

 Many
With friends: How many friends does the patient
have? How does the patient relate to them?

With neighbors Good

With school and class mates Not applicable

With the teachers in school Not applicable

With other authority figures Not applicable

With playmates Not applicable

In the games field Not applicable

Educational history:

In School/College: Not applicable

How is the client in studies and academic performance? Not applicable

Does the client come up to the expectations of parents Not applicable

and teachers?

How has the performance been over the years? Not applicable

Do they find that there is sudden deterioration in Not applicable

studies and academic performance?

Have they received any complaints from the school Not applicable

authorities regarding the client’s performance?

Since when have they noted that the client is Not applicable

not the same in regard to academics as he or she

used to be?

Had they done anything about it so far? If so what? Not applicable

After their efforts had there been any improvement? Not applicable

When did they decide to consult a counselor? Not applicable

Work history:

What occupation is the client involved? School

How regular is the client for work? Regular

Has the client been complaining about work place? If so No

what?

Generally how has the client been fairing in work? Great

What is their perception about client ’s relationship in the workplace?

With Boss: Good

With colleagues Good

With subordinates: Good

If Married: Relationship with spouse in terms of:

Day to day dealings Good

Sex life Not applicable

Work relationship (if spouse is working) Not applicable

Relationship with children Not applicable

Relationship with opposite sex persons Not applicable

Decision making (who takes the decision - spouse or Self

self)

Sharing of work at home with the spouse Not applicable

Relationship with spouse’s relatives Not applicable

Relationship with spouse’s friends Not applicable

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:

Employee’s presentation Good

Employee’s personal appearance Good

Employee’s social interaction with office staff and others in Not applicable
the waiting area

Whether the employee is accompanied by someone (This Not applicable

helps to determine if the

employee has social support)

Step 2: When employee enters the office, pay close attention to the following:

Note the personal grooming Well groomed

Note things as obvious as hygiene Clean and presentable

Note things such as whether the employee is dressed Modest

appropriately according to the season

Note if employee is talking to himself or herself in No

the waiting area

Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these may
aid in guiding the interview later. Note if employees appear uneasy as they enter the office, then
immediately attempt to ease the situation by offering small talk or even a cup of water. Many
people feel more at ease if they can have something in their hands. This reflects an image of
genuine concern to employees and may make the interview process much more relaxing for
them. A complete MSE is more comprehensive and evaluates the following ten areas of
functioning:
 1. Appearance. Well dressed and good hygiene .

2. Movement and behavior Good

3. Affect. Thoughtful

4. Mood. Normal

5. Speech.

a) the volume of the person’s voice Normal

b) the rate or speed of speech Normal

c) the length of answers to questions Moderate

d) the appropriateness of the answers Proper

e) clarity of the answers and similar characteristics Yes

6. Thought content The client was referred to me by my

supervisor. The client’s concern is to select a
suitable candidate out of three employees
who are eligible for the post of Vice President.
He presented a

My Observation When the client handed over the

 psychology magazine about the cloning effect,
to the chief, he was really relieved and was
happy that he could put across

his decision to the chief.

Plan of Action To gather more information about the

dynamics underlying the various conflicts of
the selection process. Also gather the
portfolios of all three candidates and their
past and present achievements to evaluate
leadership. To conduct leadership personality
test and psychometric tests, analyses and
interpret the results with the client.

The client to follow proper selection

methods.

Inferences/Intervention:

The Vice President’s position is open in the organization There are three eligible candidates for the
same post. A decision to be taken by the CEO. Two of them have some political power in the
organization. While the Akanksha has a Ph.D. in electrical engineering, and currently she is the
head of research and development division, which makes her the most person to be familiar
with the organization’s product and the reason behind most of their innovative ones. One of
the vice presidents is supporting his case, as he managed to make Akanksha win an
achievement 2 weeks before the naming of the new vice president from the national
engineering association and described him in a dinner on the honor of this achievement as the
“ future of Ramsey Electronics”

Veena is new to organization left without any support other than his Chief better

impression towards him. Lashita has worked hard to be the Head of sales division. She is

backed by Frank Barnwood.

Case Questions

Whom do you think the Chief will pick as the new vice president? Why?
The chief may choose Veena as e new Vice President as sees himself in her. Though she is very
young and much inexperienced that the other candidates, she is capable to scale up the
company’s finances. The chief himself has credited him for scaling up the business. Moreover,
Barnwood gave the Chief one from a psychology magazine about the cloning effect—the
tendency of powerful executives to choose successors who are most like themselves. He also
passed on to the Chief a Fortune article arguing that many American corporations are floundering
because they are being run by financial people rather than by people who really know the
company’s business. He also flooded bulletin boards and the Chief’s desk with news clippings
about the value of having women and minorities at the top levels of a company.

Veena fits in both the cloning effect and also is a woman.

Whom do you think should get the job? Why?

According to my opinion, Akanksha, currently head of the research and development division,
worked her way up through the engineering ranks and has a Ph.D. (in electrical engineering
from MIT), and she is the acknowledged genius behind the company’s most innovative
products. One of the current vice president, Harley Learner, himself an engineer has been
pushing hard for Akanksha’s case.

If Harley Learner and Akanksha team up, there will be more innovative products as they can
be on sych with each other. Innovative companies are almost always more valuable. They
offer more potential and investors are especially interested in companies who own patents
or use innovative methods or technology to boost efficiency, increase sales, save time,
improve customer service and drive profits. Innovation pays off over and over. Moreover, the
chief also flooded bulletin boards and the Chief’s desk with news clippings about the value of
having women and minorities at the top levels of a company. Akanksha is also a woman.

Case Study - 10 Organizational Communication

Case Description

Meena Arora was no longer speaking to Al Shree. She had been wary of him since her
first day at Alton Products; he had always seemed distant and aloof. She thought at first
that he resented her MBA degree, her fast rise in the company, or her sense of purpose
and ambition. But she was determined to get along with everyone in the office, so she
had taken him out to lunch, praised his work whenever she could, and even kept track of
his son’s Little League feats.

But all that ended with the appointment of the new Midwest Marketing Director. Arora
had had her sights on the job and thought her chances were good. She was competing
with three other managers on her level. Shree was not in the running because he did not
have a graduate degree, but his voice was thought to carry a lot of weight with the top
brass. Arora had less seniority than any of her competitors, but her division had become
the leader in the company, and upper management had praised her lavishly. She believed
that with a good recommendation from Shree, she would get the job.

But Walt Mrityunjay received the promotion and moved to Topeka. Arora was devastated.
It was bad enough that she did not get the promotion, but she could not stand the fact
that Mrityunjay had been chosen. She and Al Shree had taken to calling Mrityunjay "Mr.
Intolerable" because neither of them could stand his pompous arrogance. She felt that his
being chosen was an insult to her; it made her rethink her entire career. When the
grapevine confirmed her suspicion that Al Shree had strongly influenced the decision, she
determined to reduce her interaction with Shree to a bare minimum.

Relations in the office were very chilly for almost a month. Shree soon gave up trying to
get back in Arora’s favor, and they began communicating only in short, unsigned memos.
Finally, Ajay Mehta, their immediate boss, could tolerate the hostility no longer and called
the two in for a meeting. "We’re going to sit here until you two become friends again," he
said, "or at least until I find out what’s bugging you."

Arora resisted for a few minutes, denying that anything had changed in their relationship,
but when she saw that Mehta was serious, she finally said, "Al seems more interested in
dealing with Walter Mrityunjay." Shree’s jaw dropped; he sputtered but could not say
anything. Mehta came to the rescue.

"Walter’s been safely kicked upstairs, thanks in part to Al, and neither of you will have to deal
with him in the future. But if you’re upset about that promotion, you should know that Al
had nothing but praise for you and kept pointing out how this division would suffer if we
buried you in Topeka. With your bonuses, you’re still making as much as Mrityunjay. If your
work here continues to be outstanding, you’ll be headed for a much better place than
Topeka."

Embarrassed, Arora looked at Shree, who shrugged and said, "You want to go get some coffee?"
Over coffee, Arora told Shree what she had been thinking for the past month and apologized for treating him
unfairly. Shree explained that what she saw as aloofness was actually respect and something akin to fear: He
viewed her as brilliant and efficient. Consequently, he was very cautious, trying not to offend her.

The next day, the office was almost back to normal. But a new ritual had been established: Arora and Shree took
a coffee break together every day at ten. Soon their teasing and friendly competition loosened up everyone they
worked with.

Case Questions

Registration No:

Name: Meena Arora

Age: 32

Gender: Female

Educational qualification: MBA

Occupation: Senior Manager

Income: Decent

Address: Mumbai

Marital status: Single

Whether client stays with parents: Yes

Whether client stays with spouse! No

Whether have any siblings, if so how many; No

What is the position of the client in the family: Eldest, Not applicable
middle or youngest or only

child:

Anyone in the family having conflicts No

Anyone in the family is suffering/has suffered from any No

physical disorders:

Presenting problem: (This should be recorded as the Not applicable

client narrates)

Date of onset of the problem: Since she was not promoted

Precipitating factor if any: Not applicable

Duration of problem: Not applicable

Any counseling taken: No

How intense is the problem and how does it affect the client?

Has to take leave from work place / No

school/college

Cannot carry on even the routine work No

Does not want to do anything No

Interview with family members/spouse/the concerned person:

Their view point in regard to all of the above Not applicable

The interview with family members should cover Not applicable

all aspects that are covered in the interview with

 the client. In addition the following need to be

covered.

Relationship: Patient’s relationship with family members:

With Mother Good

Father Good

Brothers Not applicable

Sisters Not applicable

Any other relative staying with patient:

With friends: How many friends does the patient Many

have? How does the patient relate to them?

With neighbors Good

With school and class mates Not applicable

With the teachers in school Not applicable

With other authority figures Not applicable

With playmates Not applicable

In the games field Not applicable

Educational history:

In School/College: Not applicable

How is the client in studies and academic performance? Not applicable

Does the client come up to the expectations of parents Not applicable

and teachers?

How has the performance been over the years? Not applicable

Do they find that there is sudden deterioration in Not applicable

studies and academic performance?

Have they received any complaints from the school Not applicable
authorities regarding the client’s performance?

Since when have they noted that the client is Not applicable

not the same in regard to academics as he or she

used to be?

Had they done anything about it so far? If so what? Not applicable

After their efforts had there been any improvement? Not applicable

When did they decide to consult a counselor? Not applicable

Work history:

What occupation is the client involved? School

How regular is the client for work? Regular

Has the client been complaining about work place? If so No

what?

Generally how has the client been fairing in work? Good

What is their perception about client ’s relationship in the workplace?

With Boss: Bad

With colleagues Good

With subordinates: Good

If Married: Relationship with spouse in terms of:

Day to day dealings Good

Sex life Not applicable

Work relationship (if spouse is working) Not applicable

Relationship with children Not applicable

Relationship with opposite sex persons Not applicable

Decision making (who takes the decision - spouse or Self

self)

Sharing of work at home with the spouse Not applicable

Relationship with spouse’s relatives Not applicable

Relationship with spouse’s friends Not applicable

Steps followed during the sessions are:

Step 1: The psychologist must pay close attention to the following regarding the employee:

Employee’s presentation Good

Employee’s personal appearance Good

Employee’s social interaction with office staff and others in Not applicable
the waiting area

Whether the employee is accompanied by someone (This Not applicable

helps to determine if the

employee has social support)

Step 2: When employee enters the office, pay close attention to the following:

Note the personal grooming Well groomed

Note things as obvious as hygiene Clean and presentable

Note things such as whether the employee is dressed Modest

appropriately according to the season

Note if employee is talking to himself or herself in No

the waiting area

Step 3: Establish rapport

The next step for the psychologist is to establish adequate rapport with the employee by
introducing himself or herself. Speak directly to the employee during this introduction, pay
attention to whether the employee is maintaining eye contact. Mental notes such as these may
aid in guiding the interview later. Note if employees appear uneasy as they enter the office, then
immediately attempt to ease the situation by offering small talk or even a cup of water. Many
people feel more at ease if they can have something in their hands. This reflects an image of
genuine concern to employees and may make the interview process much more relaxing for
them. A complete MSE is more comprehensive and evaluates the following ten areas of
functioning:

1. Appearance. Well dressed and good hygiene .

2. Movement and behavior Good

3. Affect. Upset and tensed

4. Mood. Unhappy and frustrated

5. Speech.

a) the volume of the person’s voice Normal

 b) the rate or speed of speech Normal

c) the length of answers to questions Moderate

d) the appropriateness of the answers Proper

e) clarity of the answers and similar characteristics Yes

6. Thought content The clients were embarrassed and

devastated. She tried to please Shree to get
her promoted. It seems her dreams shattered
because the person she had believed would
recommend her. Has actually picked up
another. She became hostile to Shree. Her
work also got affect. She was no more
motived. She felt she was insulted and Shree
had done this with purpose.

My Observation It’s observed that she was really relieved and

was happy when the boss had intervened.

Plan of Action To advise and teach stress management

techniques and motivational strategies and
suggest psychological interventions in case of
such behavior or situations arise in the future.

Inferences/Intervention:

Miss, Meena Arora was a well-qualified and eligible candidate for the post of Managing
Director for Midwest. She was alone fighting for the post with other senior tough
competitors. Though Shree did not compete, he has a very strong say in the organization.
Shree was an aloof person, so she tried her best to along with him, which is a good initiative.
But she was embarrassed and devastated when she realized Shree had recommended other
Ajay for the post. She was very upset and reduced her communication with Shree. Shree tried
his best to communicate with her but in vain. Their boss had to intervene because of cold war
at work. The boss intervened and called the two for a meet and forced them to speak to each
other and become friends. Meena displayed her anger and Shree was stunned. She was
relieved when her boss informed that how Shree had actually saved her from suffering in
Topeka when she was actually earning as much as Walter and that if continues he brilliant
and efficient work, she would be promoted to a better place. Arora, then apologized for her
arrogance.

What might have happened had Ajay Mehta not intervened?

If Ajay had not intervened, there would be more chances of conflicts and fights among them
and their team members too.

Are the sources of misunderstanding between Arora and Shree common or unusual?

Yes, its common in any organization. However, implementation of an effective

communication within a team will build a common purpose among team members that will
allow them to reach their goals
................................................................................................................................................................
Strong

group communication will create understanding and that understanding will create powerful
relationships
 within a team. It is always better that the issues are discussed. Communication
improves the relations among the team members and they feel fresh and motivated
the whole day at work.

ADDITIONAL ACTIVITIES DONE DURING INTERNSHIP

Activity:1

Role Play to Understand Organizational Models

Industry: Garment

Manufacturing and Retail

Organizational Model:

Custodial Model Characters

A- Anuran (Manager)

B- Pooja (Assistant Manager)

C- Nidhi (Assistant Manager)

D- Vaishnavi (New employee)

Anuran: Nidhi and Pooja, I would like to introduce our new team member Vaishnavi.

She is our new supervisor.

Vaishnavi: Hey guys, nice to meet you. What positions are you on?

Nidhi: We are assistant managers and Anuran is our boss.

Vaishnavi: I just realized my salary is too less compared to other organizations for my role. I
feel disappointed.

Nidhi: I understand Vaishnavi. But think about the other perks like that transport facility, the
subsidized meal coupons, and the incentives. When you sit back and calculate, you
will actually realize you earn more. Apart from that, our organization also provides
free cashless mediclaim for your family and also cover your parents too. Nowadays,
Activity:
Startup Foundation

Organization Mission, Vision and Values

Name of startup:

SPIKESTREAM

Nature of Business:

Product Design

Mission: Creative product design with great impact.

Value: Our values are based on the principles, aesthetics and quality of design.

Vision: To improve customer loyalty by creating a product or service that is easy to use,
interactive, and visually appealing.

OB Model: Custodial Model

Why this above models?

SPIKESTREAM is a fresh start up. Initially to grow the business, the immediate need is to
hire the talented who can deliver quality work and deliver the work on time to the clients
to keep the economic resources flowing. The organization then thus be able to give good
benefits and rewards to the employees to make sure the physiological needs are met and
can look into security needs as a motivating force.

Organizational culture

(What kind of organizational culture would create in your startup?)

Create a positive organizational culture that emphasizes building on employee strengths,
rewards, individual vitality and growth and maintaining the civility of the workplace. Also
conform to strict code of conduct inside of the organization.

Job Analysis (Create a job analysis for your start up foundation)

Job Title: Product Designer Head

Job Duties & Responsibilities

• Own ideation, conceptualization, and execution of Key Visuals and Promotion

Campaigns to help drive marketing objectives by leveraging the content to shape
the

narrative in a visually compelling and provocative manner

• Strong sense of photographic and illustrated poster design and possess ideation
skills that stretch across various communication media
• Good sense of typography and layout aesthetics
• Lead the discussions with the Marketing and develop compelling Visual
Communications with understanding of digital space
• Understand business priorities, the targeted consumer set and their demands
• Work with internal and external teams to deliver key visuals within timelines
• Lead and assess the workflow of the team and provide constant feedback
• Keep up to date with the developments in the digital space/ design to gain early insights.

Educational Qualification:

• Bachelor degree or equivalent from a premier design school.

Work Experience:

• Minimum 6-8 years experience in total and at least 4+ years experience in publicity
design in a good production house
 • 2-4 years of demonstrated experience in Art Direction, Visualization- supervisory
experience is preferred.
• Demonstrated experience in Photoshop, Illustrator
• Understanding of the digital space and different genres: Shows, Movies, Sports,
GEC. Innovative, detail oriented, and experience to lead teams

Skills & Personality

Independent: To think and to introduce new ideas and constantly challenge

existing ones. Imaginative: Able to think outside of the box and explore new

territories

Strategic Thinking: To get into each project with a fresh perspective, ready to tackle the
challenge with putting their biases aside. To be able to hear their team out and, most
importantly, listen to their client.

Strong leadership skills: To be able how to exude confidence in a way that gets their
team members to feel more confident in themselves.

Excellent communication skills: To be able to produce numerous ideas. Being able to

express oneself and let one’s creative juices flow freely is only one aspect out of many
needed to be successful in art direction.

Versatile and adaptive: To be able to adjust their ideas to fit the needs of the client,
along with constantly tend to their interests while balancing the creative concept
that the team had in mind.

Competitive: Clients are always in competition with one another, so it is especially important
that they seek the help of a knowledgeable creative teams with an exceptional art director
and work closely with them to put out a successful campaign.

Patient: It takes time to put out quality work and that’s something that is understood amongst
the creative team members.

Productive: Be responsible right from the start of the project and finish it no
matter what with full potential.
Activity:3

Smart Goals

https://www.youtube.com/watch?v=1-SvuFIQjK8&t=97s

Resilient people have goals for their lives, careers, relationships, and other aspects of their lives.

Nearly all problems in our lives have a solution, it’s just a question of setting the best goals to
increase our odds of success. Studies have shown that

SMART goals leads to higher performance 90% of the time when compared to simple
try your hardest planning.

SMART stands for Specific, Measurable, Attainable,

Realistic, and Timely SMART can be applied to both your
Goals and Objectives

SMART

 Specific answers, “What, When, How, and Why?”

 Measureable answers, “When will I know when the goal is accomplished?”
 Attainable answers, “Where am I now and where do I want to be?”
 Realistic shows that you are willing and able to accomplish the goal.
  Timely answers, “When are the goals or objectives expected to be completed?”

I have tried this activity on myself. It’s really helps me push further, gives me a sense of
direction, and helps me organize and reach your goals.

Activity:4

“ HERO”

HOPE: Persevering toward goals and, when necessary, redirecting paths to goals in order
to succeed

EFFICACY: Having confidence (self-efficacy) to take on and put in the necessary effort to
succeed at challenging tasks.

RESILIENCE: When beset by problems and adversity, sustaining and bouncing

back and even beyond (resilience) to attain success

OPTIMISM: making a positive reference (optimism) about succeeding now and in the future

Activity:5

Perceived Wellness Survey Participant s Profile:’

Name: Nidhi

Gender: Female

Age: 27

Occupation: HR Manager

Score Psychological: 4.66

Physical: 3.6

Emotional:4.5

Spiritual:4.6

Social: 3.33

Intellectual: 5.1
Will work in the areas where the score is less than 4.
THE END THANK YOU