Download - Bothaina OB Exam
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8/3/2019 Bothaina OB Exam
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Arab Academy for Science Technology and Maritime Transport
Course Name: Organizational Behavior
Midterm Exam
Presented to: Dr. Ayman Metwally
Answered by: Bothaina Esmat
Question 1:
What do you hope to gain from the study of OB? How well do you think you
currently understand human behavior in organizations? Have you ever been
surprised by the actions or reactions of another person? Why? Describe what
actually happened and what you were expecting to happen. What do you think
may have caused the difference? How do you think this course can help you in
improving your understanding and performance?
The Organizational Behavior is defined as "A field of study that investigatesthe impact that individuals, groups, and structure have on behavior within
organizations, for the purpose of applying such knowledge toward improving
an organizations effectiveness."
The New Penguin Business Dictionary adds to this definition that
" Specific areas of study include:
1. individuals in organizations (their values, attitudes, beliefs andmotives; decision-making and behavior; satisfaction and
performance);
2. groups in organizations (teams, roles, and leadership; control,power, conflict, co-operation, negotiation and politics), and
3. structures and systems (hierarchies, structures, rules and
regulations, practices and policies; organizational cultures and
values; organizational learning, change and development)."
I am working in an organization where a drastic change is happening. The main
mission of the organization is changing. Organizational Behavior helps to
improve people skills, empower people, stimulate innovation and change, cope
with temporariness, work in networked organizations, helps employees balance
work/life conflicts, and improve ethical behavior. All of these fields are very
important to me especially in those hard times, where everyone doesn't know
what's coming ahead, and what's their future role and new job requirements.
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Arab Academy for Science Technology and Maritime Transport
The study of Organizational Behavior is very important and is of utmost
importance in times of change as I have in my organization.
Until now I have been mainly relying on my intuition to understand how
people around me in my organization behave. I really trust my intuition and
don't intend to change that in the mean time, but the study of organizational
behavior will provide me with a systematic way to draw conclusions about
employees, groups, systems behavior within an organization based on scientific
evidence.
Currently, I think I can understand human behavior in my organization, but this
came after working there for more than ten years due to the experience
gathered throughout my long employment within this organization. Millions of
situations happen that makes us better judges of human nature, but still this
understanding remains to be incomplete as I sometimes understand wholly
what motivates other employees and groups within my organization and what
their prospects, problems and future outlook is, but I can't use that to let them
all work in favor of the organization, nor my own benefit.
Furthermore, time is too precious to waste years to understand everyone in an
organization to induce them to work better and more cohesively. Scientific
study in my opinion is important to benefit from generations of human
experience within a few months.
In my organization I have been always astonished by the tendency of my
fellow female colleagues to hide their status when they were pregnant and
sometimes even deny it. Until seven years ago I got pregnant and I told my
manager about it and to my surprise as soon as he knew, my periodic appraisal
and evaluation started to change, jobs assigned to have changed. I felt that the
management started to treat me in a different way, jobs assigned to me started
to be of trivial importance and critical jobs were being assigned to others. I
have asked my manager about the reason for this and he told me that I'm
pregnant and any day I may take a leave which means that I cannot be
entrusted with long-term jobs. so I knew why my colleagues didn't want to say
that they are pregnant when they were. I have learned my lesson well and the
next time I got pregnant I tried as much as I can to hide it until the 5th
or the 6th
month and I was positively evaluated by my managers and I was even sent to a
course which was three months outside Cairo conducted by a German institute.
During those months I tried my best to change their wrong perception about
pregnant women at work. I was very persistent and it was very challenging to
me to become the first out of 60 employees and I was rewarded by a trip toGermany. Everyone was very surprised at my results after they knew that I was
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Arab Academy for Science Technology and Maritime Transport
pregnant. In case they knew before the interview of the course that I was
pregnant they wouldn't have accepted me from the beginning saying that all
pregnant women were very lazy. I understood the motives of my fellow female
colleagues of not telling about their pregnancy, but what I could not understand
was the inability of the management to recognize their wrong perception andget rid of their inherent stereotyping and discrimination against their female
employees. I would have expected them to act in another way by judging the
abilities, skills, and commitment of each employee through tasks and
assignments rather than through mislead preconceived perception.
This has happened due to that some people judge someone on the basis of one's
perception of the group to which that person belongs ,but that is not always
accurate as it is based on generalization.
Currently, I think that I have acted in a wrong way. I have just copied what
others were doing to maneuver the wrong system they were facing and I
resorted to the easy way around of hiding my status as a pregnant woman just
to prove to them that their perception about pregnant women was erroneous. I
expect my study of Organizational Behavior to provide for me alternatives to
change misconceptions whether they are my misconceptions or others'
misconceptions about me. I want to develop my understanding how employees
and managers act within an organization and the motives that drive them to act
the way they act.
As management is the art of doing things through others and I am managing a
small team, I think this course can help me in manipulating and getting out the
most of them. I think that is not easy to do things as you want through others
without any resistance. Studying OB. may help me to have their remote control
in order to direct them in the direction that fulfills the organizational goals and
plans. For instancepeoples behavior is based on their perception of what
reality is not on the reality itself. so I can as a manager use that tool in order to
let them perceive the current situation as i want them to perceive it
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Arab Academy for Science Technology and Maritime Transport
Individualism Collectivism
Identity is based on... Individuality Social network
Virtue out of... Speaking ones mind Group harmony
Communication is... Low context High context
Employment is... Contract Family-like
Work unit is the... Individual Group
Work orientation is... Task-centered People-centered
Prevailing interest is... Individuals Groups
People value... Privacy Interdependence
Regulations are... Same for all Relative to group
Political ideology
stresses
Freedom Equality
Power Distance Low High
Inequalities should be... Minimal Normal
Parents treat children as... Equals Subordinate
Teacher expect students... Initiative Compliance
Structures are... Decentralized CentralizedSalary ranges are... Compressed WideSubordinates expect being... Consulted CommandedStatus symbols are... Reduced NormalMiddle class is... Large SmallPower is based on... Knowledge Charisma
Politics change by... Evolution Revolution
Uncertainty
Avoidance
Low High
Uncertainty is... Normal in life Threatening
Emotions should... Be shown Not be shownComfortable with... Ambiguity Familiar risks
What is different is... Curious DangerousTeacher may say... I dont know I have answersRules are to be... Minimized ComprehensiveStress on... Loose schedules PunctualitySocial values stress... Tolerance Law and orderBelief in... Generalists Specialists
International values Internationalism Nationalism
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Arab Academy for Science Technology and Maritime Transport
Masculinity Femininity
Dominant values... Success Caring
High value of... Money PeopleHigh value of Things Relations
Men are supposed to be... Assertive Modest
Women should be... Tender & caring Equal than menSympathy for the... Strong Weak
Failing at work is a... Disaster Accident
Men and women do... work Different Same
Conflict resolution thru... Fight CompromiseEmphasis on... Competition Cooperation
Beautiful is... Big & fast Small & slow
The Geert Hofstede analysis for Egypt is identical to other Arab countries. Islam
plays a large role in the peoples lives. Large power distance and uncertaintyavoidance are the predominant characteristics for the region. This indicates that it is
expected and accepted that leaders separate themselves from the group and issue
complete and specific directives.
Large Power Distance (PDI) (80) as illustrated in graph (Power distance) and
Uncertainty Avoidance (UAI) (68) as illustrated in graph (uncertainty avoidance) are
predominant Hofstede Dimension characteristics for the countries in this region. The
Arab societies are more likely to follow a caste system that does not allow significant
upward mobility of its citizens. They are also highly rule-oriented with laws, rules,
regulations, and controls in order to reduce the amount of uncertainty, while
inequalities of power and wealth have been allowed to grow within the society.
When these two Dimensions are combined, it creates a situation where leaders have
virtually ultimate power and authority, and the rules, laws and regulations developed
by those in power reinforce their own leadership and control. It is not unusual for new
leadership to arise from armed insurrectionthe ultimate power, rather than from
diplomatic or democratic change.
The high Power Distance (PDI) ranking is indicative of a high level of inequality of
power and wealth within the society. These populations have an expectation and
acceptance that leaders will separate themselves from the group and this condition is
not necessarily subverted upon the population, but rather accepted by the society as
their cultural heritage.
The high Uncertainty Avoidance Index (UAI) ranking of 68, indicates the societys
low level of tolerance for uncertainty. In an effort to minimize or reduce this level of
uncertainty, strict rules, laws, policies, and regulations are adopted and implemented.
The ultimate goal of these populations is to control everything in order to eliminate or
avoid the unexpected. As a result of this high Uncertainty Avoidance characteristic,
the society does not readily accept change and is very risk adverse.
The Masculinity index (MAS), the third highest Hofstede Dimension is 52, only
slightly higher than the 50.2 average for all the countries included in the Hofstede
MAS Dimension. This would indicate that while women in the Arab World are
limited in their rights, it may be due more to Muslim religion rather than a cultural
paradigm.
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Arab Academy for Science Technology and Maritime Transport
The lowest Hofstede Dimension for the Arab World is the Individualism (IDV)
ranking at 38, compared to a world average ranking of 64. This translates into a
Collectivist society as compared to Individualist culture and is manifested in a close
long-term commitment to the member 'group', that being a family, extended family, or
extended relationships. Loyalty in a collectivist culture is paramount, and over-rides
most other societal rule
91 90
7671
51
38
27
8 6
0
10
20
30
40
50
60
70
80
90
100
USA Australia Italy France Spain ArabCountries
Portugal Ecuador Guatemala
10495
8068 63
57
50
13 11
0
20
40
60
80
100
120
Malaysia Guatemala ArabCountries
France Portugal Spain Italy Israel Australia
104
86 86
7568
23
138
0
20
40
60
80
100
120
Portugal France Spain Italy Arab
Countries
Denmark Jamaica Singapore
Individualism
Power Distance
Uncertainty Avoidance
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Arab Academy for Science Technology and Maritime Transport
Different cultures values based on importance:
US Japan Arab
1. Freedom 1. Belonging 1. Family security
2. Independence 2. Group harmony 2. Family harmony
3. Self-reliance 3. Collectiveness 3. Parental guidance
4. Equality 4. Seniority 4. Seniority
5. Individualism 5. Consensus 5. Authority
6. Competition 6. Cooperation 6. Compromise
7. Efficiency 7. Quality 7. Devotion
8. Urgency 8. Patience 8. Patience
9. Directness 9. Indirectness 9. Indirectness
10. Openness 10. Go-between 10. Hospitality
Appearance
Foreigners are expected to abide by local standards of modesty however, do not adopt
native clothing. A jacket and tie are usually required for men at business meetings.
Men should wear long pants and a shirt. Women should always wear modest clothing
in public.
95
79
70
53
43 42
31
85
0
10
20
30
40
5060
70
80
90
100
Japan Austria Italy ArabCountries
France Spain Portugal Norway Sweden
Masculinit
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Behavior
Space relationships among members of the same sex will be much closer than North
Americans and Europeans are comfortable with . Egyptians will tend to stand close
and moving away may be seen as a sign of aloofness. On the other hand, men and
women stand farther apart from each other than is the custom in United States and
Europe. Try not to sit with your legs crossed. Showing the sole of your shoe is
considered an insult to another person. It is common to smoke in public. Be
considerate to others present and offer your cigarettes.
Communications
Names are often confusing to foreigners. It's best to get the names (in English) of
those you will meet, speak to, or correspond with ahead of time so that you can find
out both their full names and how they are to be addressed in person.
Arabic is read from right to left and books or magazines start at what would be the
last page in the U.S. and Europe. Printed literature are preferred to have an impressive
back cover, even if printed in English.Nearly all Egyptians speak Arabic. Most international business people will speak
English, French or both.
Frequently appointments may be interrupted by phone calls and/or visits.
The last three paragraphs are advices written for foreign businesspeople
who wish to work in Egypt and don't want to break any rules with regards
to their appearance, behavior, or communications. I may want to add to that
too that Egyptians tend to be late for their appointments. Being late is tolerated
easily in Egypt.
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Arab Academy for Science Technology and Maritime Transport
Question 3:
How is your personality compatible with that of your boss? Explain.
The Myers-Briggs Type Indicator
The Myers-Briggs Type Indicator is the most widely used personality assessmentinstrument in the world. Four main questions have to be answered. On the basis of
their answers, individuals are classifies as extraverted or introverted (E or I), sensing
or intuitive (S or N), thinking or feeling (T or F) and judging or perceiving (J or P).
Q1. Which is your most natural energy orientation?
Every person has two faces. One is directed towards the OUTER world of activities,
excitements, people, and things. The other is directed inward to the INNER world of
thoughts, interests, ideas, and imagination.
While these are two different but complementary sides of our nature, most people
have an innate preference towards energy from either the OUTER or the INNER
world. Thus one of their faces, either theExtraverted(E) orIntroverted(I), takes the
lead in their personality development and plays a more dominant role in their
behavior.
Extraverted Characteristics
Act first, think/reflect later
Feel deprived when cutoff from interaction with the outside world
Usually open to and motivated by outside world of people and things Enjoy wide variety and change in people relationships
Introverted Characteristics
Think/reflect first, then Act
Regularly require an amount of "private time" to recharge batteries
Motivated internally, mind is sometimes so active it is "closed" to outside
world
Prefer one-to-one communication and relationships
Q2. Which way of Perceiving or understanding is most "automatic" or natural?
The Sensing (S) side of our brain notices the sights, sounds, smells and all the sensory
details of the PRESENT. It categorizes, organizes, records and stores the specifics
from the here and now. It is REALITY based, dealing with "what is." It also provides
the specific details of memory & recollections from PAST events.
The Intuitive (N) side of our brain seeks to understand, interpret and form
OVERALL patterns of all the information that is collected and records these patterns
and relationships. It speculates on POSSIBILITIES, including looking into and
forecasting the FUTURE. It is imaginative and conceptual.
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Arab Academy for Science Technology and Maritime Transport
While both kinds of perceiving are necessary and used by all people, each of us
instinctively tends to favor one over the other.
Sensing Characteristics
Mentally live in the Now, attending to present opportunities Using common sense and creating practical solutions is automatic-instinctual
Memory recall is rich in detail of facts and past events
Best improvise from past experience
Like clear and concrete information; dislike guessing when facts are "fuzzy"
Intuitive Characteristics
Mentally live in the Future, attending to future possibilities
Using imagination and creating/inventing new possibilities is automatic-
instinctual
Memory recall emphasizes patterns, contexts, and connections Best improvise from theoretical understanding
Comfortable with ambiguous, fuzzy data and with guessing its meaning.
Q3. Which way of forming Judgments and making choices is most natural?
The Thinking (T) side of our brain analyzes information in a DETACHED, objective
fashion. It operates from factual principles, deduces and forms conclusions
systematically. It is our logical nature.
The Feeling (F) side of our brain forms conclusions in an ATTACHED and
somewhat global manner, based on likes/dislikes, impact on others, and human and
aesthetic values. It is our subjective nature.
While everyone uses both means of forming conclusions, each person has a natural
bias towards one over the other so that when they give us conflicting directions - one
side is the natural trump card or tiebreaker.
Thinking Characteristics
Instinctively search for facts and logic in a decision situation.
Naturally notices tasks and work to be accomplished. Easily able to provide an objective and critical analysis.
Accept conflict as a natural, normal part of relationships with people.
Feeling Characteristics
Instinctively employ personal feelings and impact on people in decision
situations
Naturally sensitive to people needs and reactions.
Naturally seek consensus and popular opinions.
Unsettled by conflict; have almost a toxic reaction to disharmony.
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Q4. What is your "action orientation" towards the outside world?
All people use both judging (thinking and feeling) andperceiving (sensing and
intuition) processes to store information, organize our thoughts, make decisions, take
actions and manage our lives. Yet one of these processes (Judging or Perceiving)
tends to take the lead in our relationship with the outside world . . . while the othergoverns our inner world.
A Judging (J) style approaches the outside world WITH A PLAN and is oriented
towards organizing one's surroundings, being prepared, making decisions and
reaching closure and completion.
A Perceiving (P) style takes the outside world AS IT COMES and is adopting and
adapting, flexible, open-ended and receptive to new opportunities and changing game
plans.
Judging Characteristics
Plan many of the details in advance before moving into action.
Focus on task-related action; complete meaningful segments before moving
on.
Work best and avoid stress when able to keep ahead of deadlines.
Naturally use targets, dates and standard routines to manage life.
Perceiving Characteristics
Comfortable moving into action without a plan; plan on-the-go.
Like to multitask, have variety, mix work and play.
Naturally tolerant of time pressure; work best close to the deadlines.
Instinctively avoid commitments which interfere with flexibility, freedom and
variety
IS: Realistic Reflective (My Manager)
Detail oriented, thorough and predictable Extremely loyal to organization
Calm, controlled, impersonally cold Lets keep it !EN: Innovative Doer (Myself)
Wants to maximize variety, expansive Out-going, responsive, active Exploitive, irresponsible, unstable Lets change it !
SJ: hierarchical(My Manager)
Consolidator, Stabilizer
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Values responsibility and loyalty Traditionalist, Conventional Hard worker
ADMINISTRATIVE //BUREAUCRATNF: democratic (Myself)
Catalyst, Spokesperson Values ideals and uniqueness Authentic and inclusive Inspirational
PLANNER //IDEALISTICSF (My Manager)
Respects authority and the chain of command Gives and look for allegiance to and from the organization Like to share their experience to help others
NF (Myself)
Concerned with human growth and potential Prefers to communicate in creative, open ways Concerned with the impact of his actions on others
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Item Me My Manager
A-Extroverted (E)
-Sociable & Assertive X
B-Introverted (I)
-Quite & Shy XC-Sensing (S)
-Practical & Orderly X
D-Intuitive (N)
-Unconscious & Processes X
E-Thinking (T)
-Use Reason & Logic
F-Feeling (F)
-Use Values & Emotions X X
G-Judging (J)
-Want Order & Structure X X
H-Perceiving (P)
-Flexible & Spontaneous
ENFJ ISFJ
My manager is a sensitive character concerned with planning, control, and
organization. My manager focuses on the structure and details, while my character is
emotional. It deals more with interpersonal, communicative and political sides of an
issue. I mainly focus on people and their emotions. My manager and myself
sometimes face difficulties in communications with each other since my managerbeing a sensing character focuses on details, while my dependence on my intuition is
not enough for my manager. Sometimes we complement each other as my manager is
mainly an introvert character and depends on an extravert character like mine which
feels better while dealing with people.