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Question One
a) What are the strategies of managing organizational conflicts?

(10 Mrks)

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They focus on
resolving the conflict and finding the best alternative/solution for the team
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Compromising/Reconciling
Sometimes for certain conflicts, there will be a need for the involved parties to think of a
middle path wherein both parties decide to give up something and identify a resolution
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Or some situation, one of
the parties may decide to completely avoid the conflict by maintaining silence
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Forcing/Competing
In some situations, a person with authority and power can force his/her opinion and
resolves the conflict without giving any chance to the other party/person
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Someone may end up feeling as a loser while the other
person with authority may feel as a winner
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And no one is coming forward for
resolving the conflict
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b) Highlight five factors that Maslow’s model stand for in motivation
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Physiological Needs
Food, water, clothing, sleep, and shelter are the bare necessities for anyone’s survival
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A reliable place to receive a meal can be what’s needed for a person to
focus on obtaining higher needs
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Safety and Security
Safety needs include those needs that provide a person with a sense of security and wellbeing
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Social needs are important to humans so that they do not feel
alone, isolated and depressed
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Esteem needs refer to the need for self-esteem and respect, with self-respect being
slightly more important than gaining respect and admiration from others
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Self-actualization needs describe a person's need to reach his or her full potential
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c) Describe types of attitude at work place
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Job Involvement
Degree of psychological identification with the job where perceived performance is
important to self-worth
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Organizational Commitment
Identifying with a particular organization and its goals, while wishing to maintain
membership in the organization
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Job satisfaction and organizational commitment are two key attitudes that
are the most relevant to important outcomes
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Our basic behaviors and feelings are
affected by our inner drive to succeed over life's challenges while we set goals for
ourselves
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It provides us with means to compete with others in order to better ourselves
and to seek out new information to learn and absorb
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Some people strive to
achieve their goals for personal satisfaction and self-improvement while others compete
with their surroundings in achievement settings to simply be classified as the best
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These models, although separate, are very similar in nature and
theory
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Each theorist has made a contribution to the
existing theories in today's achievement studies
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Achievement motivation is an intriguing field, and I find myself more
interested after reviewing similar theories from different perspectives
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(10 Mrks)
Question Three
a) Highlight two types of leadership models
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Autocratic Leadership
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(10 Mrks)

Autocratic leadership is defined by a top-down approach when it comes to all decisionmaking, procedures, and policies within an organization
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Pros
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Can be efficient, especially when it comes to decision making

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Keeps teams cohesive and consistent since one person is taking charge

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May make everyone’s individual roles clearer since they’ll be delegated specific
duties and won’t be encouraged to step outside of that role

Cons
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Can stifle creativity, collaboration, and innovation

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Doesn’t lead to diversity in thought

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May lead to disengaged individuals and teams who feel like they don’t have a
voice

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Doesn’t allow any room for mentorship or professional growth

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This type of
leadership can be seen in a wide range of contexts, from businesses to schools to
governments
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(10 Mrks)

Organizational culture is the collection of values, expectations, and practices that guide
and inform the actions of all team members
Increased employee engagement
A work environment that possesses organizational culture is driven by purpose and clear
expectations
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It also leads to high levels of workforce engagement,
which drives productivity
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Decreased turnover
People who feel valued and respected at a company are less likely to leave it
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Happy employees mean less turnover, which saves
companies time and money in the hiring process
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Elevated productivity
When employees have the resources and tools they need to succeed, it helps increase
productivity and performance levels overall
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Those who share
similar backgrounds and skills may work more quickly together when tackling company
projects
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People
make assumptions about businesses based on their interactions within and outside of the
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company
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Businesses with a strong
brand identity tend to attract more business and job candidates with similar values who
support their mission
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Companies that recognize
their employees' efforts and celebrate team successes are more likely to notice a change in
employees as they experience a sense of accomplishment
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People who are great at their jobs and know the value of their skills
commonly leave negative work environments where they feel undermined and
unappreciated
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Effective onboarding
More and more, businesses with an organizational culture are relying on effective
onboarding practices to train new hires
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Healthy team environment
Organizational culture helps improve workflows and guides the decision-making process
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Team members who are informed
and knowledgeable about certain processes are often more motivated to finish projects
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Question Four
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a) How does perception influence behavior
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(10 Mrks)
(10 Mrks)

Preventing Job Stress
If employees are experiencing unhealthy levels of stress, a manager can bring in an
objective outsider, such as a consultant, to suggest a fresh approach
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A combination of
organizational change and stress management is often the most effective approach
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Specifically, organizations can prevent employee stress in the following ways:
Intentional Job Design
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Design jobs that provide meaning and stimulation for workers as well as
opportunities for them to use their skills
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Consider flexible schedules—many organizations allow telecommuting to reduce the
pressure of being a certain place at a certain time (which enables people to better
balance their personal lives)
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Clear and Open Communication
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Teach employees about stress awareness and promote an open dialogue
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Reduce uncertainty about career development and future employment
prospects
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•

Watch for signs of dissatisfaction or bullying and work to combat workplace
discrimination (based on race, gender, national origin, religion, or language)
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Introduce a participative leadership style and involve as many subordinates as
possible in resolving stress-producing problems
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Paul Fire and Marine Insurance Company conducted several studies on the effects
of stress prevention programs in a hospital setting
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(10Mrks)
4
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When you
address conflict with this style, you encourage each side to make some significant
sacrifices
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Ideally, after compromising on one or more minimal issues, both of the conflicting
parties could then agree on the larger issue
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When to consider using the compromising style:
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When you need an immediate solution that may be temporary

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When neither party will compromise

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When productivity starts to be impaired by time the conflict is taking

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When there is no solution both will be happy with

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When you want to promote more team collaboration

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b) TXY Company managers have decided to form teams to manage different projects in
the country
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(10

Mrks)
Forming
This is a beginning stage and lasts only a few days (or weeks)
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Moreover, the emotions here are positive
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People begin
to feel the stress of frustration, resentment, and anger
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Norming
In the norming stage, the group works through individual and social issues
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Moreover, as
the group develops interpersonal skills, it becomes all the more skilled
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In this stage, the group has become well acquainted with one another and has
clarity with regard to what needs to and has to be done
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Adjourning
Post the performing stage, the group is adjourned
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