Organizational Behavior
Jun 2025 Examination
PLEASE NOTE: This assignment is application based, you have to apply what you
have learnt in this subject into real life scenario. You will find most of the information
through internet search and the remaining from your common sense. None of the
answers appear directly in the textbook chapters but are based on the content in the
chapter
Q1. Rahul is a young entrepreneur who recently started a tech startup for educational
apps. He is imaginative and often comes up with innovative ideas, but his plans lack
detail and structure. His team appreciates his enthusiasm and collaborative approach,
but he struggles to give critical feedback. During a product launch, Rahul became
anxious about meeting expectations, which affected his decision-making under pressure.
Despite these challenges, his curiosity and willingness to learn keep him motivated. He
realizes he needs to improve his leadership skills to grow his startup.
Question: Using the Big Five Model of Personality, evaluate Rahul’s personality traits
and their impact on his effectiveness as a leader. Suggest strategies to enhance his
leadership style while leveraging his strengths. How can he engage his team more
effectively? (10 Marks)
Ans 1.
Introduction
Success in entrepreneurial businesses, especially in the fast-paced world of technology
startups, is much influenced by good leadership. Rahul is a young entrepreneur in the
educational tech sector with several traits that define him as a creative and passionate leader.
But his lack of organized preparation, trouble giving critical comments, and nervousness
under duress create obstacles for properly running his team. Rahul's personality may be
evaluated using the helpful framework provided by the Big Five Personality Traits—
Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism—which also
help one to grasp how these elements affect his leadership efficacy. Rahul can strengthen his
leadership abilities, increase team involvement, and propel his company toward steady
expansion and innovation by using his strengths and fixing his shortcomings.
Concept and Application
Big Five Model of Personality and Its Affective on Leadership
Openness
Neurticism Conscientiousness
Agreeableness Extraversion
Openness
Rahul is imaginative, inquisitive, and full of fresh ideas, hence he scores highly in openness.
This quality helps him to be creative in solving problems facing his startup and beyond the
box thinker. High open-minded entrepreneurs are generally trendsetters, ready to try novel
technology and approaches. Though his curiosity is a benefit, his lack of organization in
implementation reduces the potency of his vision. His zeal must be matched with a
methodical approach to guarantee that his creative ideas become actual corporate plans.
Rahul should learn project management techniques to strike a mix between imagination and
execution so he may improve his leadership. Structured brainstorming sessions and working
with operationally oriented team members can assist close the vision-implementing gap.
Conscientiousness
Rahul seems to be rather low to moderate conscientious. Although he is driven and eager to
learn, his lack of well-organized planning points to possible difficulty with discipline and
organization. In leadership, conscientiousness is absolutely vital since it guarantees that ideas
are carried out precisely and with efficiency. Lack of planning could cause team members to
get confused, project execution to lag, and lost business prospects.
Rahul should use productivity tools like Trello, Asana, or Notion for improved task
management to help him to develop this quality. Furthermore, looking for mentoring from
seasoned business owners and assigning tasks to meticulous team members would enable him
to establish a disciplined workflow fit for his creative approach.
Extraversion
Rahul’s enthusiasm and collaborative nature indicate that he is highly extroverted.
Extraverted leaders are energetic, social, and comfortable in team environments. His ability
to engage with his team positively influences motivation and workplace morale. However, his
struggle to give critical feedback suggests that he may avoid confrontation to maintain
harmony, which can hinder team growth and accountability.
To enhance this aspect of his leadership, Rahul should work on developing assertiveness and
constructive criticism techniques. Providing clear, objective, and solution-oriented feedback
will help his team improve performance without diminishing morale. Participating in
leadership development programs or workshops on communication can equip him with the
skills needed to balance positive reinforcement with critical feedback.
Agreeableness
Rahul's approachability and will to cooperate point to his high agreeableness. Agreeable
leaders usually build close bonds with their subordinates, so promoting a harmonic
workplace. On the other hand, too great agreeableness might make it difficult to enforce
discipline, create strict policies, and make severe corporate decisions.
Rahul should set clear expectations for his staff if he is to keep a balance and keep his
encouraging leadership approach. Establishing performance standards and assigning
responsibility for their contributions will enable him to balance his need to be an efficient
decision-maker with that of a motivating leader.
Neurticism
Rahul's nervousness under duress points to a strong degree of neuroticism. High neuroticism
leaders sometimes suffer with stress and self-doubt that might affect their capacity for
decision-making. Maintaining stability and guaranteeing the success of a company in high-
stakes events depend on emotional resilience.
Rahul can use mindfulness, meditation, and exercise among stress-managing strategies to
lower neuroticism. Establishing a robust support system—that of mentors, advisers, and a
well-balanced leadership team—will also enable him to more skillfully negotiate demanding
circumstances. Changing his approach to solve problems instead of emphasizing mistakes
can help him to lead boldly under demanding conditions.
How Can Rahul Engage His Team More Effectively?
1. Encouraging Open Communication: Rahul should create an environment where
employees feel comfortable sharing their ideas and feedback. Conducting regular one-
on-one meetings and team discussions can foster transparency and trust.
2. Empowering Team Members: Delegating responsibilities and giving team members
ownership of projects can boost motivation and engagement. Rahul should trust his
employees to make decisions and provide them with the resources they need to
succeed.
3. Recognizing and Rewarding Contributions: Acknowledging employees’ efforts
through verbal appreciation, bonuses, or promotions can enhance job satisfaction and
engagement. Implementing an employee recognition program will reinforce a culture
of appreciation.
4. Providing Growth Opportunities: Encouraging team members to upskill by
sponsoring training sessions, workshops, or mentorship programs will help them
develop professionally while staying engaged in the company’s mission.
5. Building a Collaborative Culture: Organizing team-building activities and fostering
cross-functional collaboration will strengthen team relationships and enhance
collective problem-solving capabilities.
6. Clarifying Goals and Expectations: Setting clear performance expectations and
aligning them with the company’s vision will give employees a sense of purpose and
direction, reducing ambiguity in their roles.
Conclusion
Rahul possesses several strengths as a leader, particularly in creativity, enthusiasm, and
collaboration. However, his challenges in structured planning, providing critical feedback,
and handling stress hinder his leadership effectiveness. By understanding the Big Five
Personality Traits, he can leverage his strengths while addressing his weaknesses to enhance
his leadership style. Implementing structured decision-making, emotional intelligence, and
feedback mechanisms will help him create a more engaged and high-performing team.
Moreover, Rahul can engage his team more effectively by fostering open communication,
empowering employees, recognizing their contributions, and providing professional growth
opportunities. With continuous learning and self-improvement, Rahul can transform his
startup into a successful and innovative venture while becoming a more effective and resilient
leader.
Q2A. Nisha is a talented graphic designer working at a marketing agency. She recently
discovered that her colleague, who has similar qualifications and experience, receives a
higher salary despite having a comparable workload. This realization has left Nisha
feeling demotivated and less enthusiastic about her projects. She starts putting in less
effort and avoids taking on additional responsibilities, as she feels her contributions are
not being valued equally.
Question: Using Equity Theory of Motivation, analyze Nisha’s reaction to the pay
disparity. How can her manager address this situation to restore her motivation and
productivity? (5 Marks)
Ans 2A.
Introduction
Equity Theory of Motivation, proposed by John Stacey Adams, explains how individuals
perceive fairness in the workplace and how these perceptions influence their motivation and
productivity. Nisha, a talented graphic designer, feels demotivated upon learning that her
colleague, with similar qualifications and workload, receives a higher salary. This perceived
inequity leads to dissatisfaction, reduced effort, and a lack of willingness to take on additional
responsibilities. Understanding Nisha’s reaction through the lens of Equity Theory can help
her manager address the situation effectively to restore her motivation.
Concept and Application
Equity Theory and Nisha’s Reaction to Pay Disparity
One of the recommendations made by Equity Theory is that workers evaluate their input-
output ratio in relation to that of their colleagues. It is important to note that experience,
abilities, and effort are considered inputs, whereas money, recognition, and benefits are
considered outputs. After Nisha comes to the realization that her output (salary) is lower than
that of her colleague, despite the fact that they both have similar inputs, she believes that the
situation is unfair. The emotional anguish and behavioral shifts that come from this view are
significant.
As a reaction to perceived inequity, Nisha exhibits signs of reduced motivation, lower
enthusiasm, and a decline in productivity. She withdraws discretionary effort, avoids extra
responsibilities, and feels undervalued. Over time, unresolved inequity can lead to further
disengagement, dissatisfaction, and even potential turnover, impacting the agency’s overall
performance.
Addressing Nisha’s Concerns and Restoring Motivation
It is necessary for Nisha's boss to acknowledge her concerns and take measures to ensure that
she is viewed as being fair in order to restore Nisha's drive. It may be beneficial to carry out
a compensation review in order to evaluate pay structures and locate any true disparities that
may exist. It may be feasible to bridge the perceived disparity by providing non-monetary
benefits, such as increased learning opportunities, recognition, or performance-based
incentives, in the event that a salary change is not immediately achievable. Communication
that is open and honest regarding decisions regarding salaries and possibilities for
professional advancement can also help to strengthen trust and motivation.
Conclusion
Nisha’s reaction aligns with the Equity Theory of Motivation, where perceived unfair
treatment leads to decreased effort and disengagement. Her manager must address this
concern by ensuring pay equity or providing alternative means of recognition and career
development. Open communication, fairness in rewards, and acknowledgment of Nisha’s
contributions can help rebuild her motivation, ensuring continued productivity and job
satisfaction. Addressing equity concerns proactively will also enhance the organization’s
overall work environment and employee retention.
Q2B. Amit and Priya, two senior project managers in a consulting firm, frequently
disagree on project execution strategies. Amit prefers a structured, process-driven
approach, while Priya values flexibility and adaptability. Their ongoing conflicts are
delaying project timelines and creating tension within the team. The manager notices
this issue and wants to intervene.
Question: Analyze the nature of the conflict between Amit and Priya using Conflict
Management Techniques. Which technique would be most effective in resolving their
conflict, and why? Justify your answer with logical reasoning. (5 Marks)
Ans 2B.
Introduction
Different work styles, priorities, and decision-making methods can all lead to workplace
strife. In the instance of Amit and Priya, two top project managers in a consulting company,
their divergent opinions on project execution techniques cause conflict that delays project
deadlines. Priya's emphasis on adaptability and flexibility runs counter to Amit's taste for a
methodical, process-driven approach. This continuous dispute disturbs project effectiveness
and teamwork. By means of problem Management Techniques, one can analyze the nature of
their problem and thereby determine the most efficient means of resolution.
Concept and Application
Character of Conflict and Approaches of Conflict Management
Amit and Priya's quarrel is essentially a task conflict since it results from different
approaches instead than personal conflicts. If handled properly, task conflicts can be
advantageous since they offer different viewpoints that might result in better decisions. If
unresolved, though, they can cause delays, less teamwork, and team member irritation.
Several Conflict Management Techniques can be applied in this scenario:
Avoidance
Collaboration Accommodation
Compromise Competition
Avoidance: Ignoring the conflict may temporarily ease tensions but will not provide a
long-term solution, as their differences in approach will continue to hinder project
progress.
Accommodation: If one of them completely concedes to the other’s approach, it
might resolve the issue quickly but could lead to dissatisfaction or resentment over
time.
Competition: If Amit and Priya focus on proving their approach as superior rather
than working together, it may escalate the conflict and harm team morale.
Compromise: A middle-ground solution where both managers adjust their
approaches slightly could help balance structure and flexibility. However, it might not
fully utilize their strengths.
Collaboration: The most effective approach in this scenario would be collaboration,
where both Amit and Priya engage in open discussions to integrate the best aspects of
their respective methods. The manager can facilitate structured dialogue, encouraging
them to analyze past projects and identify instances where a structured approach
worked best versus when adaptability was essential. By co-developing a hybrid
strategy that incorporates structured planning while allowing room for flexibility, they
can create a project execution model that leverages their combined expertise.
Conclusion
Amit and Priya's different work approaches create a task-based rather than a personal dispute
that drives their arguments. Using Conflict Management Strategies—especially cooperation
—would be the best approach to help them to get along. The manager can develop a
balanced strategy that maximizes project performance while preserving a harmonic work
environment by motivating honest communication and combining structured and flexible
techniques. Along with strengthening cooperation, this solution would increase project
effectiveness and general company success.
