Mid-Term Exam (Take Home) Fall – 2020
Name: SHAHZAMAN
Reg: 37597
Subject: Organizational Behavior
Submission Day: Sunday
Instructor: Muzammil Ghayas/Mudassir Javed/Ambreen Malik
Submission Date: 2020
Program: BBA
Q.No. 1
Maximum 200 words answer
Max Marks 05
Ans) Believe of western experts is somehow based on fallacy or observation of limited population.
Every individual in the entire world has its own distinct psychological pattern which is based on his/her
life he lived throughout the years. Being bad tempered or irritable is not completely concerned with
age factors but with other factors too. Both, Western and Eastern has distinct psychological patterns
due to their culture, traditions and individual beliefs. Majority of the population in the West are less
emotionally driven and are objective driven in work. Whereas in the East, the external motivation is
an important force in work. According to the Global report of emotions (Gallup 2019) People from
eastern countries including Iran, Pakistan and middle eastern countries like Libya, Iraq and Palestine
are the angry and short tempered countries with 30 to 40% where as european and South American
countries has a percentage crossing 60% people with mental health issues.
Q.No. 2
Maximum 200 words answer
Max Marks 05
Ans) As this isn’t an impulsive decision and something client demanded from Yasir has some
outcomes on both ends wether Yasir accepts or refuse. Firstly, Yasir took the time from client and not
assigned that work to any of worker under super vision so he can have more time to think. Through
Yasir’s prespective, what client has asked is illegal as well as unethical and if Yasir accepts it, Client
will be demanding to do such activity again in future too. Yet he knew that he will lose potential client
in case of refusal. If Yasir had assigned that task to any of his sub ordinates, It could be bad reputation
for him so he didn’t assign that task to any of his sub ordinates. Yasir has asked the client to wait till
evening so he can discuss with upper management and have a firm decision which will be beneficial
for both his company and client.
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Q.No. 3
Maximum 200 words answer
Max Marks 05
Ans) When it comes to personality traits, both heredity and environment contributes. However, a
person’s environment influence a major part in his personality development where as heredity factors
has a larger impact in deciding disposition of that environment. As per Five Factor Theory (FFT),
personality is based biologically, but it is believed that learning and perceptual experiences can
reshape the developing brain. Change in personality is linked with different life experiences. Nazis
tried to prove that skull of a German is larger than the non-German they could prove it right but in
sense of physical appearance of skull As a bigger skull doesn’t define one more efficient and other
less. Now if one talks about the philosophy of heredity, not even two of siblings raised under same
parents have abilities and IQ equality.
Business persepective:
An organization always hires employees on the basis of their work profile as well psychological well
being. Every top organization conducts psychological interviews before recruiting an employee and
that interview is unbiased which means people from every race can be hired as per their mental ability
and working ability.
Q.No. 4
Maximum 200 words answer
Max Marks 05
Ans) Among the employees, Perception of alternative job opportunity is the predictor of turnover
intentions. Employees are more likely to perceive alternative job opportunities when the job market
is working fine and less alternative job opportunities when there is unemployment. If organizations is
unable to provide substantial opportunities of growth, the employees starts searching for an alternative
job which is based upon the external market’s perceived opportunities.Moreover, Employees
experience undue job stress at their work place when they find alternative employement opportunity
as per research of (Lee & Zang, 2010). Different other researches shows that the bigger the amount of
stress results higher turnover intention among employees. Dissatisfaction is has a significant
relationship with PAEO. As it’s a human psychology, one employee considers his/her job less
satisfying while comparing it with the opportunity offering more then a current job. Following diagram
defines the relation of PAEO and turnover intention.
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PAEO
Q.No. 5
Dissatisfaction
in current job
Turnover
intention
Maximum 200 words answer
Max Marks 05
Mr. Azhar usually arrives late in the office. In the first 10 months of the financial year (i.e. from July
– April) , his late arrival count exceeded 75 times. However, in the months of May and June, he
remained punctual and there was only one late arrival in these two months. Impressed with his
consistency in the past two months, his manager awarded him 9 out of a total 10 marks in the
performance appraisal form. What do you think about the situation? How, would you responded if you
were the manager of Mr. Azhar? Explain with reason.
Ans) As per data of case in his 10 months of service, Mr. Azahar had been late for 75 days. Yet, in the
month of July to April he was punctual so the manager gave him higher scores for the appraisal. I
consider it as an irrational appraisal as if one manager analyzes the performance data which is in
numeric form, results should be with according to data. Giving 9/10 considering just 2 months and
ignoring 8 lates per month of remaining financial year is something against the appraisal codes. One
way, manager is fine scoring 9/10 is the output Mr.Azhar gave but as per case study manager has given
9/10 being impressed with last 2 months. If I would be the manager i have scored him 2.5/10 with
respect to 6.33 lates every month. As there would be many employees having late coming ratio lower
then Mr. Azhar. If one can have 76 lates in 12 months and still gets 9/10. What would be the manager
giving an employee lesser than him?
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