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Organizational Behavior
Dec 2025 Examination
Q1. A multinational IT company recently underwent significant downsizing due to economic pressures, resulting in remaining employees taking on additional responsibilities and longer working hours. Several employees, including team leads, have reported increased stress, declining morale, and symptoms of burnout. The HR manager is tasked with developing a strategy to address these issues and restore a healthy work environment. The company has limited resources but is committed to employee well-being and productivity. Based on the scenario, how should the HR manager apply the Job Demands-Resources (JDR) model to redesign roles and resources in order to prevent employee burnout and improve engagement in the aftermath of a major downsizing event? (10 Marks)
Q2. A large retail organization is undergoing a digital transformation, requiring significant changes in processes and employee roles. The CEO has adopted a situational leadership approach, providing directive leadership to less experienced teams and delegating to more mature teams. Despite these efforts, resistance to change persists in some departments, and performance outcomes are mixed. The board is seeking an evaluation of the leadership approach and recommendations for improvement based on contingency and situational leadership theories. Critique the application of contingency and situational leadership theories in managing organizational change during a major digital transformation initiative. Evaluate the leader’s effectiveness in adapting their style to team readiness and contextual demands, and justify alternative approaches where necessary. (10 Marks)
Q3(A). A mid-sized enterprise is facing issues with job performance and employee satisfaction. Some employees feel their abilities exceed their current roles, leading to frustration, while others struggle to meet job demands due to skill gaps. The organization wants to ensure a high ability-job fit, maximize productivity, and create opportunities for continuous learning and growth, all while maintaining team harmony and motivation. Design a talent management strategy that optimally matches employees’ intellectual and physical abilities to job roles. (5 Marks)
Q3(B).A technology company experiencing rapid expansion is facing challenges in maintaining high employee motivation and aligning individual achievements with organizational objectives. The current reward system is outdated, leading to decreased engagement and innovation. Leadership wants to implement a new reward system that leverages reinforcement strategies and incorporates insights from classical, operant, cognitive, and social learning theories to drive both personal and organizational growth. Design a comprehensive organizational reward system for a rapidly growing technology firm. (5 Marks)
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Dear students, get fully solved assignments by professionals
Do send your query at :
or call us at : 08263069601
(Plagiarism proofed assignments available with 100% surety and refund)
Organizational Behavior
Dec 2025 Examination
Q1. A finance department manager at Technova observes that Team A, composed of young, outgoing professionals, excels in creativity and collaboration but struggles with consistency and deadlines. Team B, made up of experienced staff, is highly structured and task-focused but faces frequent interpersonal conflicts and lacks innovation. The manager wants to merge both teams for a critical project but is concerned about balancing their contrasting personalities and work styles. The HR manager is tasked with designing a team-building intervention that leverages the strengths of both teams while minimizing their weaknesses. Based on the scenario, how should the HR manager apply the Big Five personality traits model to design a team-building intervention that addresses both the creativity of Team A and the structure of Team B, ensuring improved productivity and reduced conflict? (10 Marks)
Q2 (A) Google is renowned for its innovative and motivating work environment, offering employees autonomy (20% time for personal projects), transparency, recognition programs, and wellness benefits. The company encourages risk-taking and creativity, and invests heavily in employee well-being. However, as Google grows, some employees express concerns about maintaining the same level of motivation and engagement. Evaluate the motivational strategies used by Google, as described in the caselet, through the lens of Herzberg’s two-factor theory. (5 Marks)
Q2(B) Emma, a results-driven team leader, hides her frustration from her team during stressful periods, leading to confusion and reduced support from her members. In contrast, Joseph, another team leader, openly shares his stress and vulnerabilities, fostering understanding and support from his team. Both leaders operate in a fast- paced organization where deadlines are critical, and team morale directly impacts productivity. Critically evaluate the approaches taken by Emma and Joseph in managing their emotional transparency with their teams, using the Johari Window framework. (5 Marks)
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