NMIMS Centre for Distance and Online Education (NCDOE)

Course: Organizational Behaviour

Internal Assignment Applicable for April 2025 Examination

SAP Id: 77122843415

Q1.
A:- Challenges to Job Satisfaction and Organizational Commitment
Introduction
Job satisfaction and organizational commitment are crucial factors that
determine an employee’s engagement, motivation, and overall
performance in the workplace. However, there are moments when these
factors are challenged due to various professional situations. Below, I
describe two situations where my job satisfaction and organizational
commitment were put to the test, how I responded to these challenges,
and the outcomes that followed.

Situation 1: Lack of Career Growth Opportunities

Challenge
In one of my previous roles, I was responsible for managing a team and
overseeing multiple projects. I had consistently delivered high-quality
results, met deadlines, and contributed significantly to the company’s
success. Despite my contributions, I noticed that opportunities for career
advancement were limited. Promotions were infrequent, and my efforts
were not adequately recognized. Over time, this led to a sense of
frustration and dissatisfaction, as I felt my potential was not being fully
utilized.
Response
To address this issue, I took a proactive approach:
1. Self-Assessment: I evaluated my skills, strengths, and areas that
needed improvement to determine what I needed to qualify for a
higher role.
2. Seeking Feedback: I had discussions with my manager about my
performance and inquired about potential career growth
opportunities.
3. Enhancing Skills: I enrolled in professional development courses
and sought mentorship from senior colleagues to refine my
leadership and technical skills.
4. Exploring Internal Transfers: I looked for opportunities within the
organization where my skills could be better utilized and where
growth was possible.
Outcome
While my initial discussions with my manager did not result in an
immediate promotion, my efforts in skill enhancement and networking
eventually paid off. A few months later, a leadership position opened in
another department, and I was considered for the role. This move allowed
me to take on new challenges, further develop my abilities, and regain my
job satisfaction. The experience reinforced the importance of taking
initiative and actively seeking growth opportunities rather than waiting for
them to be offered.
Situation 2: Organizational Restructuring and Increased Workload
Challenge
In another instance, my organization underwent a major restructuring due
to financial challenges. As a result, several employees were laid off, and
the remaining workforce had to take on additional responsibilities. My
workload nearly doubled, and I had to manage multiple projects with tight
deadlines. The increased pressure, coupled with job insecurity, created
stress and reduced my commitment to the organization.
Response
To handle this challenge, I adopted the following strategies:
1. Prioritization and Time Management: I reorganized my tasks based
on urgency and importance, ensuring that critical projects were
completed first.
2. Open Communication: I had discussions with my supervisor about
workload concerns and requested additional support where
possible.
3. Collaboration and Delegation: I worked closely with my team,
ensuring responsibilities were shared effectively to prevent burnout.
4. Maintaining a Positive Mindset: I focused on the aspects of my job
that I enjoyed and sought support from colleagues to stay motivated.
Outcome
Although the increased workload remained a challenge, my proactive
approach helped me manage my responsibilities more efficiently. My
supervisor acknowledged my efforts, and over time, the organization
stabilized, bringing in new hires to balance workloads. My experience in
handling high-pressure situations enhanced my resilience and leadership
skills. More importantly, my ability to adapt to change reinforced my
commitment to professional growth and continuous improvement.

Conclusion
Both situations tested my job satisfaction and organizational commitment,
but by taking proactive measures, seeking feedback, and focusing on
personal growth, I was able to overcome these challenges. These
experiences taught me valuable lessons about resilience, adaptability, and
the importance of communication in the workplace. Ultimately, challenges
in a professional setting can be opportunities for learning and development
if approached with the right mindset.

Q2.
A:- Perceptual Shortcuts and Their Impact on Workplace Dynamics
Introduction
Perceptual shortcuts, such as stereotyping, the halo effect, and selective
perception, play a significant role in shaping our judgments of others in the
workplace. While these cognitive shortcuts help us process information
quickly, they can also lead to biased decision-making and
misunderstandings. This document explores an experience where
perceptual shortcuts influenced workplace interactions, their impact on
organizational behaviour, and the lessons learned from these situations.
Situation 1: Stereotyping and Misjudgment of a Colleague
The Situation
During my tenure at a previous organization, I was assigned to work on a
critical project with a newly hired colleague, Alex. Alex had previously
worked in a different industry, and many employees, including myself,
assumed that he would struggle to adapt to the technical demands of our
sector. Without giving him a fair chance, I initially assigned him only minor
responsibilities, believing that he lacked the expertise to contribute
meaningfully to the project.
Impact on Workplace Dynamics
• Alex felt undervalued and demotivated because he was not given
tasks that matched his actual skill level.
• I had to take on a heavier workload, unaware that Alex was fully
capable of sharing the burden.
• The project initially progressed slower than expected due to poor task
delegation and lack of collaboration.
Lessons Learned
When I finally allowed Alex to take on more complex tasks, he proved to be
highly capable and brought valuable insights to the project. This experience
taught me that relying on stereotypes can lead to misjudgements that
negatively impact team performance. I learned the importance of
evaluating colleagues based on their actual skills and contributions rather
than assumptions based on past experiences or industry backgrounds.
Situation 2: The Halo Effect and Overestimation of a Senior Employee
The Situation
In another instance, I worked under a senior manager, Rachel, who had a
strong reputation in the organization. She was well-spoken and had an
impressive record of past successes. Due to her stellar reputation, I
automatically assumed that all her decisions were flawless and that
questioning her judgments was unnecessary. When we were working on a
major client proposal, I accepted all her recommendations without
critically evaluating them.
Impact on Workplace Dynamics
• Some of Rachel’s suggestions contained minor but significant errors
that went unnoticed because no one questioned her expertise.
• The team missed an opportunity to improve the proposal with fresh
perspectives and critical input.
• When the errors were later pointed out by the client, it slightly
damaged our credibility and required extra effort to make
corrections.
Lessons Learned
This experience made me aware of the halo effect, where we overestimate
a person’s abilities based on a single positive trait or past achievements.
While respect for authority is important, blindly following without
questioning can lead to avoidable mistakes. Moving forward, I adopted a
more balanced approach—valuing expertise but also applying critical
thinking and open discussions before finalizing decisions.

How Awareness of Perceptual Shortcuts Improves Organizational

Behaviour
Understanding and addressing perceptual shortcuts can lead to a more
effective and harmonious workplace. Here’s how awareness of these
biases can improve organizational behaviour:
1. Encouraging Fair Evaluations
o By recognizing that stereotypes and preconceived notions can
influence decision-making, organizations can create fairer
hiring, promotion, and performance assessment processes.
o Example: Using structured interviews and objective criteria
rather than relying on gut feelings when evaluating candidates.
2. Fostering a Culture of Open Communication
o Employees should be encouraged to voice concerns and
contribute ideas regardless of hierarchy or past performance
perceptions.
o Example: Encouraging team discussions where every opinion is
considered, rather than deferring to senior employees’
viewpoints without question.
3. Reducing Workplace Conflicts
o Misjudgements based on perceptual shortcuts often lead to
workplace tensions. By training employees to recognize these
biases, misunderstandings can be minimized.
o Example: Team-building activities that allow employees to
interact and understand each other beyond surface-level
assumptions.
4. Improving Decision-Making and Performance
o Avoiding perceptual biases allows teams to assess situations
more accurately and make informed decisions.
 o Example: Ensuring that all team members, regardless of their
tenure or background, have the opportunity to contribute to
problem-solving and innovation.
o

Conclusion
Perceptual shortcuts like stereotyping and the halo effect can significantly
influence workplace interactions and decision-making. As seen in the
situations described, these biases can lead to misunderstandings, reduced
team efficiency, and missed opportunities. However, by developing
awareness of these biases, organizations can promote fair evaluations,
improve communication, and enhance overall performance. Recognizing
and addressing these cognitive shortcuts is essential for fostering a more
inclusive, productive, and innovative workplace.

Q3.
A:- Classification of Alpha Corp's Organizational Culture and
Challenges
a. Classification of Organizational Culture and Challenges
Based on cultural parameters, Alpha Corp can be classified as a clan
culture organization. Clan culture is characterized by a family-like
environment, strong camaraderie, and an emphasis on employee well-
being. The organization prioritizes stability, harmony, and employee
satisfaction. However, it faces several challenges that impact its long-term
success.
Characteristics of Alpha Corp’s Culture:
1. Employee-Centric Policies: Fixed work timings, catering, and
transportation facilities indicate a focus on employee comfort.
 2. Strong Interpersonal Relationships: Informal interactions between
senior and junior employees create a sense of unity.
3. Stable and Structured Environment: Employees remain in the
organization for long periods due to job security and structured
processes.
4. Emphasis on Cultural Integration: Younger employees quickly
adapt to the cultural norms established by senior employees.
5. Investment in Employee Development: Training programs and fair
compensation reflect the organization’s commitment to growth.
Challenges Faced by Alpha Corp:
1. Lack of Competitive Drive: A highly supportive environment has
reduced employees' motivation to outperform their peers.
2. Slow Career Growth: Employees, especially younger ones, find the
promotion cycle sluggish, leading to dissatisfaction and turnover.
3. Resistance to Change and Feedback: Due to rigid structures, the
organization is slow to adapt to new trends and market demands.
4. Risk Aversion: Employees prefer stability over innovation, which
limits creativity and research excellence.
5. Resentment in Project Teams: Differences in work quality create
friction among employees, affecting teamwork and collaboration.
6. Retention Issues Among Young Employees: While senior
management remains loyal, younger employees tend to leave within
two years due to career stagnation.
7. Perceived Inadequate Compensation: Despite structured salary
policies, employees feel they are not adequately compensated
compared to industry standards.
b. Strategies to Enhance Organizational Culture as CEO
As the CEO of Alpha Corp, I would focus on fostering a performance-
driven culture while maintaining the positive aspects of the existing
environment. The following strategies can help address the challenges and
ensure a balance between stability and innovation:
1. Encouraging Healthy Competition
• Implement a performance-based reward system that recognizes
and incentivizes high achievers.
• Introduce competitive projects where employees can showcase
their skills and receive visibility for their contributions.
• Foster a culture of innovation by encouraging employees to propose
and lead new initiatives.
2. Accelerating Career Growth
• Establish a fast-track promotion system for high-performing
employees to retain young talent.
• Introduce mentorship programs to guide employees toward
leadership roles.
• Offer cross-functional training to help employees expand their skill
sets and explore diverse career paths within the company.
3. Improving Feedback Mechanisms
• Create a structured feedback process that allows employees to
voice their concerns and provide suggestions.
• Conduct quarterly employee satisfaction surveys and implement
meaningful changes based on feedback.
• Establish open-door policies where employees can directly
communicate with senior management.
4. Encouraging Risk-Taking and Innovation
• Provide innovation grants to employees who propose new ideas and
solutions.
• Establish an R&D think tank where employees can experiment with
innovative projects without fear of failure.
• Introduce a failure-tolerance policy that encourages employees to
take calculated risks and learn from mistakes.
5. Enhancing Project Team Collaboration
• Implement team performance evaluations to ensure equal
contributions from all members.
• Conduct team-building activities to reduce resentment and
improve collaboration.
• Recognize group achievements alongside individual
accomplishments to promote teamwork.
6. Improving Retention Among Younger Employees
• Conduct stay interviews to understand the reasons behind
employee departures and address concerns proactively.
• Introduce personalized career development plans for younger
employees to show clear growth opportunities.
• Provide flexible work options and modern work benefits that appeal
to younger generations.
7. Addressing Compensation Concerns
• Benchmark salaries against industry standards to ensure
competitive compensation.
• Introduce performance-linked bonuses to reward high performers
fairly.
• Offer non-monetary benefits like stock options, professional
development opportunities, and wellness programs.
By implementing these changes, Alpha Corp can retain its positive work
culture while addressing current challenges. The goal is to create a
dynamic, competitive, and innovative environment that ensures long-term
success and employee satisfaction.