Download BU (Bangalore University) MBA 1st Semester 2017 Feb Organisational Behaviour Question Paper

Download BU (Bangalore University) MBA (Master of Business Administration) 1st Semester 2017 Feb Organisational Behaviour Question Paper

|illlllllllilllillliillllllliililil PG ? 913
I Semester MBA. Degree Examination, Feb. 2017
(CBCS)
MANAGEMENT
Paper ? 1.2 : Organizational Behaviour
Time : 3 Hours Max. Marks : 70
SECTION ? A
Answerany five of the following questions. Each question carriesfive marks. (5x5=25)
1.
2.
Enumerate the need and importance of OB.
What is meant by attitude ? Explain the various approaches to understanding
attitude.
3. Discuss Maslow?s hierarchy of needs theory.
4. What is group dynamics ? Why is it important for understanding organizational
behaviour ? v
. Explain any two theories of personality ?
. Discuss the theory involved in organizational development.
. What are the causes of resistance to change in an organization ?
SECTION ? B
Answer any three of the following questions. Each question carries ten marks. (3x10=30)
8.
10.
11.
?A good leader is not necessarily a good managef?. Discuss this statement and
compare leadership with management.
. Explain the concept and significance of organizational culture. How does it
affect different aspects of organizational functioning ?
Explain the methodology to be adopted in survey feedback for organizational
development. What are the pitfalls occur in survey feedback method ?
Why does group conflict arise ? What are its consequences ? How would you
prevent such conflict ?
P.T.O.

PG ? 913 -2. lllllllllllll|||l|l|lllllllll||llll
SECTION ? C
(Case Study)
Compulsory question : (1 x15=15)
Read the following case and answer the questions given at the end.
12. Emotions are an inevitable part of people?s behaviour at work. At the same time,
it?s not entirely clear that we?ve reached a point where people feel comfortable
expressing all emotions at work. The reason might be that business culture and
etiquette remain poorly suited to handling overt emotional displays.
Some people are skeptical about the virtues of more emotional displays at the
workplace. As emotions are automatic physiological responses to the environment
and as such, they can be difficult to control appropriately. One 22 year old
customer service representative named Laura who was the subject of a case
study noted that fear and anger were routinely used as methods to control
employees, and employees deeply resented this use of emotions to manipulate
them. In another case, the chairman of a majortelevision network made a practice
of screaming at employees whenever anything went wrong, leading to badly hurt
feelings and a lack of loyalty to the organization. Like Laura, workers at this
organization were hesitant to show theirtrue reactions to these emotional outbursts
for fear of being branded as ?weak? or ?ineffectual?. It might seem like these
individuals worked in heavily emotional workplaces, but in fact, only a narrow
range of emotions was deemed acceptable. Anger appears to be more acceptable
than sadness in many organizations and anger can have serious maladaptive
consequences.
Others believe organizations that recognize and work with emotions effectively
are more creative, satisfying and productive. For example, Laura noted that if
she could express her hurt feelings without fear, she would be much more satisfied
with her work. In other words, the problem with Laura?s organization is not that
emotions are displayed, but that emotional displays are handled poorly. Others
note that use of emotional knowledge, like being able to read and understand the
reactions of others, is crucial for workers ranging from salespeople and customer
service agents all the way to managers and executives. One survey even found
that 88 percent of workers feel being sensitive to the emotions of others is an

|llllllllilll|||||||||l|||||||||||| -3. PG ? 913
asset. Management consultant Erika Anderson notes, ?Crying at work is
transformative and can open the door to change". The question then is, can
organizations take specific steps to become better at allowing emotional displays
without opening a Pandora?s Box of outbursts ?
Questions:
1) What factors do you think make some organizations ineffective at managing
emotions ?
2) Do you think the strategic use and display of emotions serve to protect
employees, or does covering your true emotions at work lead to more problems
than it solves ?
3) Have you ever worked where emotions were used as part of a management
style ? Describe the advantages and disadvantages of this approach in your
experience.