Rift Valley University

Harar Campus
MBA program
Individual Assignment on course
Introduction to Organizational
Behaviour

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1. What is the basic components that help us to study about human behaviour in an
organizational settings and explain how it help us from your office or personal experience?

There are several basic components that help us study human behaviour in organizational settings:

❖ Organizational Culture: Organizational culture refers to the shared values, beliefs, and
norms within a company. Understanding the culture of an organization can help us understand
how individuals behave and interact within that specific context. In a banking institution, for
example, the culture might emphasize professionalism, attention to detail, and customer
service. By understanding this culture, employees can align their behavior accordingly,
leading to a more harmonious and effective work environment.

From my personal experience in our organization, understanding the organizational culture has helped
me navigate the company’s expectations and adapt my behaviour accordingly. This has helped me
build strong relationships with colleagues and ensure I contribute effectively to the organization’s
goals.

❖ Work Environment and Organizational Climate: The physical and social aspects of the
work environment contribute to employee behaviour. Studying the organizational climate
helps assess factors such as trust, support, fairness, and work-life balance that impact
behavior and job satisfaction. By examining these components, researchers and practitioners
can gain a deeper understanding of human behaviour in organizational settings, enabling them
to make informed decisions and implement strategies that promote productivity, employee
well-being, and organizational success.
❖ Perception: refers to how individuals interpret and make sense of their environment.
Understanding how employees perceive their work, colleagues, and organizational policies
can shed light on their behaviour and decision-making processes.
❖ Attitudes and Job Satisfaction:- are evaluative opinions or feelings individuals hold toward
various aspects of their work environment. Studying attitudes and job satisfaction helps gauge
employee morale, engagement levels, and their impact on behaviour.
❖ Organizational policies and procedures:-provide guidelines for behaviour and performance
expectations within an organization. They help to establish rules, standards, and code of
conduct.
❖ Individual personality traits : recognizing and understanding individual personality traits
can shed light on how people behave in the workplace.
❖ Leadership Style: Leadership style refers to the approach a leader takes in managing and
influencing others. Different leadership styles can impact employee behavior and motivation.
For instance, a transformational leader who inspires and motivates employees to reach their
full potential may foster a culture of innovation and high performance.

In my organization, leadership style plays a significant role in shaping employee behavior. Having
experienced both authoritative and democratic leadership styles, I have noticed that a more
collaborative and empowering leadership approach tends to foster a positive work environment,
encouraging open communication, idea sharing, and a sense of ownership among employees.

❖ Team Dynamics: Team dynamics refer to how individuals interact and work together within a
team. It involves factors such as communication, collaboration, trust, and cohesion.
Understanding team dynamics is crucial in predicting and influencing individual behavior, as
well as overall team performance.

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In my organization, being aware of team dynamics has helped me in several ways. For instance,
understanding the communication styles and preferences of my team members has enabled me to
tailor my approach to ensure effective communication and collaboration. Additionally, recognizing the
importance of trust and cohesion within a team has allowed me to actively contribute to building a
supportive and cohesive work environment.

❖ Motivation and Incentives: Understanding what motivates individuals in the workplace is

essential in studying human behavior. Different people are motivated by different factors,
such as recognition, financial rewards, career growth, or a sense of purpose. By recognizing
and addressing these motivations, organizations can design effective incentive systems and
strategies to encourage desired behaviors and improve performance.

In my banking institution, management has placed a strong emphasis on recognizing and rewarding
employee performance. This has not only motivated me personally but has also positively influenced
the behaviour of my colleagues. The incentive systems implemented, such as performance-based
bonuses or career development opportunities, have encouraged individuals to go the extra mile and
contribute their best to the organization.

Overall, studying human behaviour in an organizational setting within a banking institution involves
understanding the organizational culture, leadership style, team dynamics, and motivation factors.
Applying this understanding can help create a positive work environment, enhance productivity, and
promote employee engagement and satisfaction.

2. Discuss how contextual perspectives have increasingly influenced organizational behavior and
compare each other’s contexts in related to your experience related to your office or your
personal experience?

Contextual perspectives have significantly influenced organizational behaviour by

recognizing the role of external factors in shaping individual and group behaviour within an
organization. These perspectives highlight that organizational behaviour cannot be understood
or analysed in isolation but must take into account the broader context in which it operates.

There are several contextual perspectives such as:-

I. Socio-cultural context:- which emphasizes how societal values, norms, and cultural
practices influence organizational behaviour. For example, in my office, it is evident that the
sociocultural context plays a role in shaping employee behaviour. The office culture is
influenced by the norms and values of the wider society, such as professionalism, teamwork,
and respect for hierarchy.
II. Legal and political context:- Laws and regulations imposed by governments can have a
profound impact on organizational behaviour. For example, my office operates in a heavily
regulated industry where compliance with legal requirements is crucial. This context
influences the behaviour of employees, as they must adhere to these regulations to avoid
legal consequences.
III. Economic context:- is another important perspective that influences organizational
behaviour. Businesses exist within economic systems that can have various impacts on their
behaviour. For instance, in my office, the economic context drives behaviours related to cost-
cutting, efficiency, and customer satisfaction. The downturn in the economy in recent years
has led to a greater emphasis on cost-saving measures, which has affected the behaviour of
employees and the overall organizational culture.

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When comparing these contexts, it is important to note that they are interrelated and interact with each
other. For instance, the sociocultural norms and values of a particular society can influence the legal
and political context, and these factors, in turn, shape the economic context. Similarly, the economic
context can affect the sociocultural context by influencing people’s perceptions of job security, career
progression, and work-life balance.

In the based on banking industry, several contextual factors have influenced organizational
behaviours:-

• Economic environment:-the economic environment, including factors such as interest rates,

inflation, and market conditions, strongly influences the behaviours of banks. For example,
during economic downturns, banks may adopt a more conservative approach to lending and
risk management, leading to changes in organizational behaviour and decision-making. In my
personal experience, I have observed how changes in the economic environment have
prompted my organization to revise lending and investment strategies to align with market
conditions.
• Regulatory framework:-the banking industry is heavily regulated, with strict guidelines and
standards imposed by regulatory bodies. The regulatory framework significantly influences
organizational behaviour, shaping practices such as risk management, compliance, and
governance. In my office, I have witnessed how adherence to regulatory requirements is a
critical aspect of organizational behaviour, with policies and procedures being designed to
ensure compliance and meet regulatory expectations.
• Customer expectations:- the banking industry is heavily focused on meeting customer
expectations and delivering satisfactory services. Changes in customer preferences and
demands have a profound impact on organizational behaviour, with banks adapting their
products, channels, and customer service practices to remain competitive. I have experienced
how my organization continuously analyses customer feedback and market trends to shape
our behaviour and enhance customer satisfaction.
• Technological advancements:-the rapid advancements in technology have also influenced
organizational behaviour in the banking industry. With the rise of digital banking,
organizations have had to adapt their operations, customer interactions, and employee
skillsets. My office experience has shown me how technological innovations have led to
changes in our behaviour, such as the adoption of online banking platforms, mobile apps, and
data analytics in decision-making processes.

In my personal experience, I have seen how external factors, such as market competition and
customer demands, have influenced decision-making processes and strategies within my office.
For instance, the rise of online banking and fintech startups has prompted my organization to
invest in digital transformation initiatives to meet changing customer preferences and stay
competitive.

• Internal Context: The internal context of a banking institution includes elements such as
organizational culture, leadership style, structure, and employee dynamics. Contextual
perspectives recognize that these internal factors influence how employees behave and
interact within the organization.

Comparing these contexts to my personal experience in the banking industry, I have seen how the
economic environment has influenced our organizational behaviour, particularly during times of
economic instability. Regulatory changes have also driven shifts in our behaviour, as we must adapt
our practices to comply with evolving guidelines. Additionally, customer expectations and

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technological advancements have been major drivers of change in our behaviour, as we continuously
strive to meet customer needs and leverage technology to improve operational efficiency.

3. How do you address fairness on the job in your organization if you assume to take the
position of office managers and what you explain from your experience write it as much as
possible, and how people respond when they believe they have been unfairly treated and what is
the strategy that someone will share from you to reduce this problems?

As an office manager, addressing fairness on the job in my organization is crucial to

maintaining a positive and productive work environment. From my experience, I have found
that open communication, transparency, and consistent application of policies and procedures
are essential in promoting fairness and addressing any perception of unfair treatment.
Open communication: I would establish a culture of open and transparent communication
within the organization. This means encouraging employees to express their concerns, ideas,
and suggestions without fear of retribution. Regular team meetings, one-on-one discussions,
and anonymous suggestion boxes can all be effective tools in fostering open communication.
Fair policies and procedures: Having clear and fair policies and procedures in place is
essential. These should be communicated to all employees and consistently applied. If there
are any changes to policies or procedures, I would ensure that employees are informed and
have an opportunity to provide feedback. This helps to mitigate any perception of favouritism
or bias.
Performance evaluation and feedback: Performance evaluations should be conducted
regularly and objectively. I would ensure that the criteria for evaluations are clearly
communicated and applied consistently across all employees. It is important to provide
specific feedback on areas of improvement and to recognize and reward exceptional
performance. This helps to create a sense of fairness and transparency in the evaluation
process.
Employee grievances: In situations where an employee feels they have been unfairly treated,
it is important to provide a platform for them to voice their concerns. I would establish a
formal process for handling employee grievances, ensuring that it is confidential and
impartial. This could involve having a designated grievance officer or setting up an
anonymous reporting system. Promptly investigating and addressing such grievances will
help to restore trust and maintain fairness within the organization.
Training and development: Providing training and development opportunities to employees
is essential in promoting fairness. In my experience, employees who perceive a lack of
fairness often feel undervalued or disadvantaged in terms of career growth. I would prioritize
training and development initiatives to ensure that all employees have equal access to
opportunities for advancement.
Diversity and inclusion: Promoting diversity and inclusion is crucial for fostering a fair and
equitable work environment. I would implement policies and initiatives that encourage
diversity in hiring, promoting inclusivity, and providing equal opportunities for all employees.
Creating employee resource groups, hosting diversity awareness workshops, and
implementing mentorship programs are some strategies that can help reduce inequality in the
workplace.
Continuous improvement: Taking a proactive approach, I would regularly assess and
evaluate the organization’s practices and policies to identify any potential areas of unfairness
or bias. This could involve conducting anonymous surveys, focus groups, or seeking input

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 from external consultants. By continuously striving for improvement and incorporating
feedback from employees, I can ensure that fairness remains a priority in the organization.
➢ When employees believe they have been unfairly treated, their response may vary.
Some may become disengaged, decrease productivity, or even consider leaving the
organization. It is important to address these concerns and take appropriate action to
prevent the negative consequences of perceived unfairness.

❖ To reduce problems related to fairness, I would recommend the following strategy:

Establish a clear and accessible complaint mechanism: Create a formal

process for employees to report fairness concerns, such as a designated email address,
hotline, or an online portal. Ensure that this mechanism is well-publicized and easily
accessible to all employees.
Establish an open-door policy: Encourage employees to voice their concerns and
provide suggestions for improvement. Assure them that their concerns will be taken
seriously and appropriately addressed. Regularly communicate this policy to all
employees to ensure they feel comfortable coming forward.
Conduct fair and thorough investigations: When employees report incidents of
unfair treatment, it is essential to investigate the matter promptly and impartially.
Ensure that the investigation process is transparent and that all parties involved are
given an opportunity to present their side of the story.
Implement diversity and inclusion initiatives: Encourage diversity and inclusion
within the organization by implementing programs that promote equal opportunities
for employees from all backgrounds. This can include hiring practices, training
programs, and promoting diverse leadership.
Provide ongoing training and development: Offer training programs that focus on
equality, fairness, and sensitivity to cultural differences. This can help employees
understand and appreciate diversity while reducing any biases or prejudices that may
exist.
Regularly review policies and procedures: Conduct regular reviews of company
policies and procedures to identify and address any potential biases or unfairness.
Ensure that these policies are consistently applied throughout the organization.
Foster a supportive culture: Encourage teamwork, collaboration, and open
communication among employees. Promote a culture where all employees feel
valued, respected, and heard.
Provide feedback and follow-up: Once the investigation is complete, share the
findings and any necessary actions taken to address the issue. Offer feedback and
support to the affected employee, and if appropriate, implement measures to prevent
similar incidents in the future.

Train managers and HR personnel: Provide training to managers and HR

personnel on handling fairness concerns and complaints sensitively and objectively.
Emphasize active listening, empathy, and the importance of maintaining
confidentiality throughout the process.
By implementing these strategies, organizations in the banking industry can effectively
address fairness on the job and create an environment where all employees feel valued,
treated equitably, and motivated to contribute to the organization’s success.

4. Discuss the value that employees have in your work places and how this value developed and
to which category you are assigning explain your criteria personally from your experience?

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In my workplace, employees are highly valued and considered as one of the most important assets of
the organization. This recognition of employees’ value has developed over time through various
factors, including the company’s culture, leadership practices, and employee engagement initiatives.

From my experience, I would assign the value of employees in my workplace to the category of
human capital. Human capital refers to the collective knowledge, skills, customer Service, experience,
and abilities of the employees within an organization. It recognizes that employees are not just
resources but rather they bring unique value and contribute to the success and growth of the
organization.

The criteria I personally use to evaluate the value of employees are based on the
following factors:
A. Expertise and Skills: Employees who possess specialized knowledge and skills that are
essential for the organization’s operations are highly valued. This could include technical
expertise, industry-specific knowledge, or unique abilities that contribute to innovation and
problem-solving. They bring expertise in areas such as finance, risk management, customer
service, compliance, and technology, which are vital for the smooth operation of banking
services
B. Performance and Results: Employees, who consistently perform at a high level, exceed
targets, and deliver quality results are highly valued. Their contributions bring tangible
benefits to the organization and help drive success.
C. Teamwork and Collaboration: Employees who actively collaborate with others,
demonstrate strong teamwork skills, and contribute positively to the overall work
environment are highly valued. Their ability to work well with others fosters a supportive and
productive workplace culture.
D. Adaptability and Learning Agility: Employees who are adaptable, open to learning, and
willing to embrace new challenges bring significant value to the organization. In today’s
rapidly changing business environment, the ability to quickly adapt and acquire new skills is
crucial for success.
E. Leadership and Influence: Employees who exhibit strong leadership qualities, inspire
others, and positively influence the work environment are highly valued. Their ability to
motivate and guide others contributes to employee morale, engagement, and overall
organizational performance.
F. Commitment and loyalty: Employees who are committed to the organization’s goals and
values, demonstrate loyalty, and show dedication to their work are highly valued. Their
commitment leads to higher levels of productivity, job satisfaction, and long-term
organizational success.

These criteria are based on my personal experiences and observations in the workplace. However, it is
important to note that different organizations may have different criteria for evaluating employee
value based on their unique needs and priorities. Overall, recognizing and valuing employees as
critical contributors to the organization’s success is essential in creating a positive work environment
and achieving sustainable growth.

5. Discuss what it mean communication for you in your organization and how do you explain
the communication process and its role in your organization?

In our organization, communication plays a crucial role in ensuring smooth operations, efficient
service delivery, and effective collaboration among employees. For me, communication means the

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exchange of information, ideas, and instructions between individuals or groups within the
organization. It encompasses both verbal and non-verbal means of conveying messages and involves
active listening, clarity of expression, and the use of appropriate channels and tools.

The communication process in my organization starts with the transmission of a message from the
sender, which could be a supervisor, colleague, or customer. The message is then encoded into a form
that can be understood and transmitted, such as through written or spoken words. The sender selects
the appropriate communication channel, 11which may include face-to-face meetings, phone calls,
emails, or specialized communication platforms.

The message is then transmitted to the receiver through the chosen channel, and the receiver decodes
and interprets the message. This interpretation could be influenced by the receiver’s knowledge,
experience, and perception. The receiver may then provide feedback or respond to the message,
completing the communication loop.

The role of communication in my organization is multi-faceted.

Firstly, it ensures effective coordination and collaboration among employees. Clear and
prompt communication ensures that employees have the necessary information to perform
their tasks, make informed decisions, and provide excellent service to customers. It helps in
aligning individual efforts towards common organizational goals and fosters a sense of
teamwork and shared responsibility.
Secondly, communication is crucial for delivering exceptional customer service. Prompt and
accurate communication with customers helps address their inquiries, resolve issues, and
provide relevant information about banking products and services. Clear communication
plays a vital role in building trust and maintaining long-term customer relationships.

In an organization, effective communication is essential for various reasons, such

as:-
a) Collaboration and Coordination: Communication enables individuals and teams within
an organization to work together towards common goals. It facilitates the sharing of
information, resources, and expertise, allowing employees to collaborate, coordinate
tasks, and make informed decisions.
b) Information Flow: Communication ensures the smooth flow of information within an
organization. It involves sharing important updates, announcements, policies, and
procedures to keep employees informed and aligned with organizational objectives.
c) Conflict Resolution: In any organization, conflicts may arise from differences in
opinions, goals, or misunderstandings. Communication provides a platform for employees
to express their concerns, discuss issues, and find mutually agreeable solutions.
d) Organizational Culture and Engagement: Communication shapes the organizational
culture and contributes to employee engagement. When communication is open,
transparent, and inclusive, it fosters a positive work environment where employees feel
valued, heard, and empowered.

Moreover, communication plays a critical role in conveying organizational values, policies, and
strategic objectives. It facilitates the dissemination of important announcements, updates, and changes
within the organization. Effective communication channels, such as newsletters, intranets, or town
hall meetings, help in maintaining transparency, fostering engagement, and ensuring that all
employees are well-informed.

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Furthermore, communication plays a significant role in managing conflicts and resolving issues
within the organization. When conflicts arise, effective communication allows parties to express their
concerns, listen to different perspectives, and work towards finding mutually satisfactory resolutions.
It helps in minimizing misunderstandings, building consensus, and maintaining a harmonious work
environment.

6. How do you explain and discuss from your personal experience about the johari window in
your work place? Banking institution

The Johari Window is a psychological tool used to depict the different levels of self-awareness and
mutual understanding in interpersonal relationships. It consists of four quadrants that represent
different aspects of information known to oneself and others.

In my personal experience working in a banking institution, the Johari Window has played a
significant role in facilitating effective communication and building strong working relationships
among employees. Let me explain how this model has been applied:

a) Open or Public Area: This quadrant represents information and attributes that are known to
both the individual and others. In our organization, this could include commonly shared
information, such as job responsibilities, skills, and qualifications. By having a clear
understanding of each other’s roles and competencies, colleagues can work together
seamlessly, collaborate effectively, and provide better service to customers.
b) Blind Spot: This quadrant represents information that is unknown to oneself but is known to
others. In our organization, this could be feedback or observations about one’s behavior,
communication style, or working habits that we may not be aware of. Through open and
constructive feedback from colleagues, such blind spots can be uncovered, enabling personal
growth and development.
c) Hidden or Private Area: This quadrant represents information that individuals know about
themselves but choose not to disclose to others. In the context of a banking institution, this
could include personal goals, concerns, or even weaknesses that an employee might not feel
comfortable discussing openly. However, creating an environment of trust and psychological
safety can encourage employees to share such information when appropriate, allowing for
better teamwork, support, and understanding.
d) Unknown Area: This quadrant represents information that is unknown to both the individual
and others. In our organization, this could include untapped potential, undiscovered talents, or
unrealized opportunities. By encouraging open dialogue, brainstorming, and a culture of
continuous learning, employees can collectively explore and discover new skills or innovative
solutions to challenges.

In my workplace, creating awareness and understanding of the Johari Window has been facilitated
through various methods, such as team-building exercises, workshops, and even regular feedback
sessions. These activities have provided a platform for employees to openly share their perspectives,
receive feedback, and gain insights into their blind spots, leading to improved self-awareness and
enhanced interpersonal relationships.

Ultimately, applying the Johari Window in our banking institution has helped foster a culture of open
communication, trust, and collaboration. By expanding the open area and reducing blind spots, we
have been able to enhance our teamwork, productivity, and overall effectiveness in delivering
exceptional service to our customers.