Organizational Behavior

A DIMOND PERSONALITY

1) What factors do you think attributed to Suraj bhai’s success? Was he merely ``in the right place at the right time’’, or are there characteristics about him that contribute to his success?

Answer: Following factors have contributed to success of Suraj Bhai.        Self Belief : These is established perception about the attitude object. What you ❖believe to be true.        Intention to learn : Surajbhai has intention to keep on learning. This was the ❖biggest factor in his success. He worked hard for receiving his Diamond & Diamond grading certification from Gemological Institute. He also learned English Language to overcome communication hurdles.        Hard working : He had determination to work hard.❖        Clarity in goal : Suraj Bhai’s goal was very clear.❖    Ready to take risk : Inorder to excel in any field, it is very much important to take❖ calculated risk. Suraj Bhai had the guts to take risk.        Will to win : Suraj Bhai was very determined towards his goal. He had strong self❖ belief and commitment to win.        Motivation and resourcefull : Suraj Bhai had a lot of self motivation. Motivation ❖refers to forces within a person that affect the direction, intensity and persistency of voluntary behavior. Suraj Bhai was very resorcefull.

2. How do you believe Suraj bhai would score on the Big Five dimensions of personality (extroversion, agreeableness, conscientiousness, emotional stability, openness to experience)? Which ones would he score high on? Which ones might he score low on?

Answer: Suraj Bhai would score highest on the openness to experienceEmotional stability.

3. Do you believe that Suraj bhai is high or low on core selfevaluations? On what information did you base your decision? 

Answer:  I believe that Surajbhai is high on core selfevaluation. Hi is a definitely A diamond personality.

4. What information about Suraj bhai suggests that he has a proactive personality?

Answer: The information Suraj bhai suggests that he has a one who is procative is a go getter, they are not procrastinators, and will reach out to make things happen and get things done.

BULLYING BOSSES

1) Of the three types of organizational justice, which one does workplace bullying most closely resemble?

Answer: Work place bullying most closely resembles interactional justice which is the degree to which an individual is treated with dignity, concern and respect.

2) What aspects of motivation might workplace bullying reduce? For example, are there likely to be effects on an employee’s self-efficacy? If so, what might those effects be?

Answer: Quite simply, workplace bullying will dampen your motivation to even get out of bed and get yourself to work. Depending on what specific type of bullying it is, you also may not feel like:

speaking up, sharing ideas, and basically attracting attention the quantity of work you do could be affected (if the type of bullying is the "go

buy me something- or else" type) the quality of your work may be lowered. When you are bullied, your self esteem

takes a big blow- you feel miserable, and un-selfmotivated.

3) If you were a victim of workplace bullying, what steps would you take to try to reduce its occurrence? What strategies would be most effective? What strategies might be ineffective? What would you do if one of your colleagues was a victim of an abusive supervisor?

Answer: 1) Keep a written record of what happened, what was said, who was there and who witnessed the incident. For every occasion. 2)Get support from colleagues, if possible. 3)Get support from Union representatives, if possible. 4)Get outside support, if possible, legal, medical, etc. 5)Take all your evidence to your supervisor. If nothing happens, or if the supervisor is part of the bullying, then go higher. If nothing happens then keep going higher. Management, police, local media for publicity, lawyers etc.

4) What factors do you believe contribute to workplace bullying? Are bullies a product of the situation, or are they flawed personalities? What situations and what personality factors might contribute to the presence of bullies?

Answer: a weak manager who is afraid of his employees and so is not prepared to enforce

fair dealings. a bullying manager who will take advantage of people when he can workers that don't appreciate or understand people who may be weaker, different,

or of the opposite sex. a workplace without a strong union that will support each one of its members. Power: Someone uses their power over someone who is, or seems to be weaker.

Self-esteem: Bullies may need to bully to boost their own self-esteem, which they feel is inadequate. Difference: A person or a group may become the target of bullying because they seem to be different. Perceived threat: People may get bullied because they are seen as a threat. Organizational Culture: The attitude in the workplace may have developed so that bullying is seen to be normal behavior.

Neither they are just mad or scared or have been bullied in the past. sometimes it might come from a act of abusive parents.

The main reason kids bully is because they don't get enough attention when they do good so then they do bad to get attention. So that means you should always make children feel good when they do good or they will do bad.

THANKS FOR NOTHING

1) If praising employees for doing a good job seems to be a fairly easy and obvious motivational tools, why do you think companies and managers don’t often do it?

Answer: It's hard to praise people from a management stand point. If you only praise one person, other people think they're not getting treated fairly if they do the same task and don't get praise. There's just no time for it. Something so seemingly easy can become political and distracting.

It's best to assume that no news is good news. If you were doing something wrong, you'd probably hear about it. If you go above and beyond, people do notice. Even if it isn't said aloud, the people who's opinion matters are out there silently observing.

2) As a manager, what steps would you take to motivate your employees after observing them perform well?

Answer: It is something that often gets overlooked as well. With all the things going on in the business world, you need to make sure you're running things right so the company is profitable and running well. Praise is easily put on a back burner, as keeping these people's jobs is your true priority. Often, it is management's feeling of obligation to the employee of things like job security and benefits that gets in the way of verbal or direct praise. While the intention is there, many employees will never hear it communicated.

3) Are there any downsides to giving employees too much verbal praise? What might these downsides be and how could you alleviate them as a manager?

Answer: Praise is best given sparingly or for specific reasons. Too much praise can:

-- make it meaningless to employees-- make an employee think you think s/he walks on water, when some aspects of his/her performance need improvement-- be insulting, if it's for things too trivial or basic for praise. -- make you look like a nitwit-- be annoying, when it's used as a way to avoid dealing with problems. For example, praising someone for ignoring a bullying co-worker rather than dealing with the bullying. Or praising people for working 80 hours a week rather than giving them comp time.

4) As a manager, how would you ensure that recognition given to employees is distributed fairly and justly?

Answer: overall, i would develop a list of the traits behaviors of a "good" employee, score everybody on each, and weight each one by it's importance. This is an analytical approach that is fair because it uses a variety of criteria and removes some of the objectiveness. Also, it recognizes valued traits and not just specific performance activity.

Things like attendance should be considered, for example, so a mediocre performer who never misses work should get credit for attendance may not count for as much as stellar performance, but it should count.

Another concept favor is rewarding not just on absolute measures but on improvement. Some people will always better at certain things than others, but those who demonstrate effort and show improvement should be recognized for it.

WILL GEORGE W. BUSH BE A GREAT PRESIDENT?

1. How would you rate President George W. Bush on the four characteristics outlined at the beginning of the case? How would you contrast his reaction to Hurricane Katrina with his reaction to the terrorist attacks of September 11, 2001? What do you think his handling of these two events says about his leadership?

Answer: n response to the September 11, 2001 terrorist attacks, President George W. Bush launched the War on Terrorism, in which the United States military and an international coalition invaded Afghanistan. In 2003, President Bush launched the invasion of Iraq, which President Bush viewed as being part of the War on Terrorism.

2. Do you think leaders in other contexts (business’, sports, religious) exhibit the same qualities of great or near-great U.S. presidents?

Answer: Well in some cases i think so.in some ways.... They have pressure on them to  be great, they are looked up to, have to keep their image up. On the other hand, i think business, sports, and religious leaders know, deep down, that they can leave and get away from people, weather it looks bad or not, even if they never do because they are too afraid. Whereas presidents have the whole US of A relying on them just to live safely. There is nowhere to run. That must be so terrifying at times.it takes a certain person to do that.

3. Do you think being in the right place at the right time could influence presidential greatness?

Answer: No but I think saying the right thing at the right time can

Also the president has to be absolutely aware that he may not appear to be going or doing the right thing when, in fact, his intentions are sincere. A UNIQUE TRAINING PROGRAM AT UPS

1. Do you think individuals can learn empathy from something like a 1-month CIP experience? Explain why or why not.

Answer: Of course they can. They don't have to change their basic moral code, just their perspective. The manager probably had empathy all along, he just thought it was inappropriate to use it in the workplace. In the case cited, the ethic of personal responsibility to the company's prosperity remained unchanged. What changed was the realization that including the human side of the equation was not mutually exclusive of or detrimental to the bottom line, but rather, actually helped employee morale and thus increased long-term productivity.

2. How could UPS’s CIP help the organization better manage work-life conflicts?

Answer: How could UPS's CIP help the organization better manage work/life conflicts? Had Colvard been faced with this decision six months earlier, he says he would have gone the other way. What changed his thinking was a month he spent living in McAllen, Texas. It was part of a UPS management training experience called the Community Internship Program (CIP). During his month in McAllen, Colvard built housing for the poor, collected clothing for the Salvation Army, and worked in a drug rehab center. Colvard gives the program credit for helping him empathize with employees facing crises back home. And he says that CIP has made him a better manager. My goal was to make the numbers, and in some cases that meant not looking at the individual but looking at the bottom line. After that one-month stay, I immediately started reaching out to people in a different way.?

3. How could UPS’s CIP help the organization improve its response to diversity?

Answer: UPS's drivers are unionized. There is no way he would have been fired or disciplined for taking the time. Besides, he would have been covered under FMLA if he needed to take time to care for an ill family member. It's even probable that the Labor department would have authorized borrowing against the vacation time he would have earned the next year so the time would be paid. There would have been no repercussions from UPS for taking the time off. \

4. What negatives, if any, can you envision resulting from CIP?

Answer: CIP was established by UPS in the late 1960s to help open the eyes of the company’s predominantly white managers to the poverty and inequality in many cities. Today, the program takes 50 of the company’s most promising executives each summer and brings them to cities around the country. There they deal with a variety of problems- fromtransportation to housing, education, and health care. The company’s goal is to awaken these managers to the challenges that many of their employees face, bridging the cultural divide that separates a white manager from an African American driver or an upper-income suburbanite from a worker raised in the rural South.

5. UPS has 2,400 managers. CIP includes only 50 each year. How can the program make a difference if it includes only 2 percent of all managers? Does this suggest that the program is more public relations than management training?

Answer: As a UPS manager that has actually taken the CIP course, I can tell you that your statistics are all wrong. CIP is done in partnership with United Way and every manager at

UPS is encouraged (if not downright intimidated) to participate. Every single manager in my building (25+ people) has taken this course and they give it twice a year in our district alone. That far exceeds the 50 you are claiming. It is a good course and does give you a better appreciation for diversity.

As far as the hypothetical question about the driver: all drivers and all employees are eligible to take unpaid FMLA (family leave) as required by federal law.......the UPS manager in your question doesn't have a choice about granting the leave. There is no UPS company rule that I know of that would prevent the driver from taking that leave. I also can't think of any reason why the fellow drivers would object--instead, they would probably be delighted since it means more work (and hence, overtime pay) for everyone else.

The only folks employed by us that would be ineligible would be new hires within their first year of employment---and such a person would never be a driver. Drivers are hired by seniority and it takes an average of 5 to 7 years to have enough union seniority to be able to bid a driver position.

6. How can UPS justify the cost of a program like CIP if competitors like FedEx, DHL, and the U.S. Postal Service don’t offer such programs? Does the program increase costs or reduce UPS profits?

Answer: Recommend UPS when shipping my packages to Japan. Prices vary for each carrier depending on the season, competition, and demand, but overall, UPS has the best quality and best value for your dollar.