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Q. What do managers do in terms of functions, roles and skills ? What are the major behavioural science
disciplines that contribute to OB?
Ans; Managers work with all institutions and companies where practitioners work who need
guidance. The manager manages one or more people and plans organize and controls. In this post, I will
share my information about what do managers do at work.
HansHenkel’s, manager of a production at a dairy:
“Of course I like boss an exemplary turd like every manager I am convinced that my people learn faster if
I give them a good example, but my greatest discovery when I like.. Manager started? You learn every
day a lot of your own employees.
what manager actually do in the organization? Some companies label ‘manager’ also stuck on functions
where the manager does not quite manage people. In this case, for example, the manager is responsible
for a particular product (product manager) or a particular region (regional manager). Managers can be
found on different levels: operational manager (management of people in the implementation, at work)
or human resource manager (managing the personnel department). In this article, we focus on the what
does manager do as leader of a group of people.

The work of managers can vary greatly. Yet there are a few general principles that recur in every
management position. This involves planning, organizing, directing and controlling. These four steps
form a cycle, which is repeated continuously. The role and responsibilities of manager in an organization
are as follow;

1. Plans
The very first function of the manager is to Plan. Almost all organizations working with goals: you must
achieve at what time? When planning the manager determines what activities he must perform
his goals to achieve. Sometimes this is specified by the Executive Board in an annual plan. If you as a
manager have more freedom, you may determine who’s doing what.
Planning is looking ahead. For this, you use information from the past – often the information recorded
in systems. By combining existing information with new plans you can think of the best way to achieve
goals. Often you perform this step together with your employees. Within larger companies get
support executives in the form of information and advice.

2. Organize
As a manager must do more than plan. You also need to put people to work and keep working. The work
itself has to be performed in a logic and efficient manner. A part of organizing is that you as a manager
examines if you can automate certain parts of the work. By organizing should also collaborate with other
managers. So it is very important in a large organization that activities are carried out in the correct
order and at the right pace.
 3. Leading
Leadership is the most complex part of the job of the manager. A manager must book simply put results
with people. This places demands on the handling of subordinates. In many situations, people are well
incorporated and know what you as a manager expects of them. One of your tasks as manager may be
the training of new employees. In addition, the monitor progress and adjust a very important task. You
use both before your own perception as a computer.
As a manager, you can roughly proceed in two ways.

 You can greatly focus on the tasks and goals of people. You place emphasis on whether
people do their job.
 You can focus on the people themselves. How can someone guide the best and motivating so
that the best result?
Where you as a manager emphasizes, depends on many factors and may from time to time and from
person to person differences. Often you can combine both emphases. In other words, a manager must
be versatile.
To give leadership to employees consists of many different tasks: taking decisions (alone or in
consultation with employees), delegate tasks, communicate with and motivate employees, supervising
employees (e.g through support or training to organizing).

Leadership: Tasks Of The Manager

Manager book your results with people and you are responsible for your staff. Have to make many of
your tasks with the people to whom you lead. Some examples:

 Recruitment, selection and hiring employees: when there is a vacancy, you make sure you get
new employees. You speak with candidates, consult the Personnel Department and often
makes up a choice.
 Training and supervising: new staff helps you get started, employees with experience give
you some additional or new tasks.
 Absenteeism Guidance: As a manager you almost always themselves responsible for
compliance with health and safety legislation (Law on Labor) and you must ensure that
employees can properly and safely perform their work. If someone is sick, you need to
devote attention – both through personal contact and by solving the problem.
 Training and education: as a manager you work with trainers. For example, you give what you
can find training necessary for the employees.
  Rating: once or twice a year there is an assessment round. You carry out appraisal
interviews with your employees. Often do therefore new plans for the rest of the year.
 Dismiss: if someone is not functioning properly, you have to find a solution here. In extreme
cases, you have to fire someone.
 Work meetings and performance reviews: a good and regular contact with your employees
creates a good working atmosphere. You’re also to help resolve conflicts. Also, you can make
as a manager with your employee’s plans, share ideas and solve problems.

4. Checking
When control goes there or performed work in accordance with the agreements and procedures. It may
relate to quality and timeliness. How are the activities? Is Quality OK? Do the planned activities on
schedule? Check only makes sense if you then as a manager can also intervene by sending in. If
scheduled tasks do not come on time, you can decide to put more people to work.

Leaders And Managers

Leading people is an important task for managers. As a manager, you have to achieve certain goals with
a group of people. Therefore, many people find that managers largely have to be a leader, so that the
people to whom you lead with fun performing their duties. Think about your own boss: it is important
for job satisfaction that you have a good relationship with your boss, and it indicates which side
everyone must.
A manager must have an eye for both the work (the tasks that lie) and the people (the wishes and
desires they have). As a manager, you will deal with the career of your people, and therefore their
assessment, their salaries, and their training. All this is also referred to people management.

Where Do You Work As A Manager? What Do Managers Do At Work?

Managers are everywhere where groups of people need to be controlled. Because there are so many
different types of managers becomes clear what a manager if you look closely at the responsibilities and
scope. In industry, managers are sometimes referred to as a foreman or boss. The warehouse manager
indicates, for example in charge of a group of warehouse employees. As in the workplace of a
production, a department is several teams, there may be team leaders or supervisors. These executives
also have their own boss, for example, a group manager. In the healthcare head nurses often
department heads or managers. In stores gives the shop manager in charge of the store employees. In
the hospitality industry are restaurant managers who lead operator. The chef does not interfere with
the operation but directs the kitchen staff: from dishwashing to staff the new cook-in-training. A
manager can lead a group of managers: consider the hotel manager to be responsible for both the
manager’s reception and the kitchen manager.

Who is your boss?

Your supervisor may, like yourself, are a manager. Sometimes your boss is the director of a
company. Does it depend on the layering of the organization where you work: how many levels there
are bosses?

What is your position in the Company?

At the lowest level of manager would you lead the employees of the workplace or performance
(operations manager).If you’re headed higher in the organization indicates that operational managers,
you are part of the so-called middle. You can also give guidance to executives as an HR
department. When Manager is part of the board, you’re in the ‘management’.

What Skills Does Manager Need?

A manager must control both people and pay attention to more technical matters such processes and
planning. As a manager, you can switch seamlessly between the two cases. You do need to any time of
the day to figure out what is most important: the prioritization is important.

1. Plans
A manager must know what to do. You should be able to handle information properly as
manager. Sometimes you have to collect that information itself by calling on your staff to ask. Based on
this information, make plans: what should be done first and what can later? You have to set priorities.

2. Organize
Planning is one thing, the execution plan is different. You have to get people to work and keep. For
example by encouraging them and help if needed. Sometimes you have as a manager to ensure that
other employees holding stocks of materials up to standard. Or continue working systems. The
organization represents many things simultaneously perform or execute.

3. Communicate
Although it sounds easy, this is the biggest challenge for most managers. When you’re under
pressure, communicate often less convenient. Managers sometimes forget to communicate things. As a
result, processes can be different than was intended.
 4. Send and decide
You need to know as a manager when you have things to do. Send can also mean that your employees
sending a certain direction. Sometimes with little clues, sometimes with very clear instructions.

5. Delegating
A manager has to take many things into the eye simultaneously. A manager can not do everything
yourself. By delegating give you tasks to others while you (end) responsible remains for the end
result. Just as communication is also delegated to many managers a daunting task.

6. Convincing
As a manager, you want to achieve the set goals with your team. But there are often several ways to
reach the goal. Sometimes you need people with good arguments to convince of the need for certain
decisions.

7. Support
The manager cannot simply assign tasks (command). Novice staff or getting a new job, you need help
often just started.

8. Analyzing
Why do things differently than you had thought of as a manager? Why are more people sick in your
department or in another department? Why are machines fixed and why stocks are not completed on
time? As a manager, you are often dependent on other people, departments, and processes. Before you
can come up with a solution to a problem, you must first problem analysis.

9. Stress resistant
As you see, a manager may need to carry a lot of things and think at the same time. It is also known to
change rapidly. As a manager, you should be especially at peak times can keep a cool head. You can
well handle pressure and knows to handle stress.

The major behavioural discipline sciences that contribute to OB are following;

Psychology
Psychology is the science that seeks to measure, explain, and sometimes change the
behavior of humans and other animals. Psychologists concern themselves with studying
and attempting to understand individual behavior. Those who have contributed and
continue to add to the knowledge of OB are learning theorists, personality theorists,
counseling psychologists, and, most important, industrial and organizational
psychologists.
 Early, industrial/organizational psychologists concerned themselves with the problems of
fatigue, boredom, and other factors relevant to working conditions that could impede
efficient work performance. More recently, their contributions have been expanded to
include learning, perception, personality, emotions, training, leadership effectiveness,
needs and motivational forces, job satisfaction, decision-making processes, performance
appraisals, attitude measurement, employee selection techniques, work design, and job
stress.

Sociology
While psychology focuses on the individual, sociology studies people in relation to their
fellow human beings. Specifically, sociologists have made their greatest contribution to
OB through their study of group behavior in organizations, particularly formal and
complex organizations. Some of the areas within OB that have received valuable input
from sociologists are group dynamics, design of work teams, organizational culture,
formal organization theory and structure, organizational technology, communications,
power, and conflict.

Social Psychology
Social psychology blends concepts from both psychology and sociology. It focuses on the
influence of the people on one another. One of the major areas under considerable
investigation by social psychologists has been change-- how to implement it and how to
reduce barriers to its acceptance. In addition, we find social psychologists making
significant contributions in the areas of measuring , understanding, and changing
attitudes; communication patterns; building trust; the way in which group activities can
satisfy individual needs; and group decision-making process.

Anthropology
Anthropology is the study of societies to learn about human beings and their activities.
For instance, anthropologists' work on cultures and environments has helped us
understand differences in fundamental values, attitudes, and behavior between people in
different countries and within different organizations. Much of our current understanding
of organizational culture, organizational environments, and differences between national
cultures is the result of the work of anthropologists or those using their methods.

Political Science
Although frequently overlooked, the contributions of political scientists are significantly
to the understanding of behavior in organizations. Political science studies the behavior of
individuals and groups within a political environment. Specific topics of concern here
include the structuring of conflict, allocation of power, and how people manipulate power
for individual self-interest.

Q Explain how the relationship between an organisation’s structure and culture can
impact the performance of the firm. Discuss the factor, which influence individual
behavior at work place.

Ans;

sainsburys and oxfam company they need to have they structure to achieve their goals. this will be
important for company to share the tasks in different groups all this is because they dont want the
people to work in a same plan all this is because the company want to have more production for their
distrubuition.

sainsburys and oxfam cant run a organisatio without people this tends to create different
environments in the business which leads to different attitudes perceptions, behaviors and personality
with lots different types of aptitude.

the business want their employees to work in a different tasks in a different group in a formal
structure because they want to get their own aimes and objectivies theese to happen the employees
should have their own purpose which will help the business organisation.

A matrix structure can be used to combine the grouping method have identified. In such a matrix it is
probable that each member of the organization will belong to two or more groups. A matrix is thus a
combination of structures, which enables employees to contribute to a mix of activities. The matrix
enables the organization to focus upon a number of aims at the same time, and gives it the flexibility to
respond to new markets where there is an increase in demand for its goods and services.
Span of control is the number of employees that one manager supervises. Businesses work to determine
the optimal number that managers can supervise and be effective in their other work as well. The more
employees a manager supervise, the wider the span of control.
The advantages span control is as follows: Sainsbury’s have a higher degree of control. Sainsbury’s have
fewer subordinates which means the manager is more familiar with each individual. As Sainsbury’s have
close supervision then this means faster feedback Within Sainsbury’s there is easier definition of roles
and responsibilities. There is greater scope for developing knowledge. Sainsbury’s will have more
frequent opportunities for promotion.
The disadvantages span control is as follows: As Sainsbury’s have more levels of management this can
be more expensive. There would be slower decision making in Sainsbury’s as they have vertical layThis is
likely to encourage set ways of behaviour.
The disadvantages are that sometimes they don’t have that much cash to help the people who need it
the most because say that you gave them £15, £5 of that cash Oxfam keeps
Advantages of Span of ControlSpan of control provides better communication between managers and
their employees and gives managers better control over their specific subordinates. Employees typically
appreciate the chance to provide feedback to their manager, which is not as easy in a wide span of
control. Also, supervising fewer employees generally requires less managerial skill. Company is that they
are raising cash to help the poor people.
Oxfam strategic are planning through campaigning they aim to change beliefs, attitudes, policies and
practices at both global and local levels on issues around poverty alleviation, among governments,
International Financial Institutions, companies, civil society, and consumers.
sainsburys strategy Sainsbury’s aims are to deliver an ever improving quality shopping experience for
customers with great products at fair prices. They aim to exceed customer expectations for healthy,
safe, fresh and tasty food, making their lives easier everyday.

The factors which influence the individual behavior at the work place are followings;

The way an individual addresses a situation single-handedly or say in a group is influenced by many
factors. The key factors influencing an individual’s attitude in personal as well as social life are −
  Abilities
 Gender
 Race and culture
 Attribution
 Perception
 Attitude
Let’s take a quick look over these major elements that imprints a person’s behavior inside and outside
of the organization.

Abilities
Abilities are the traits a person learns from the environment around as well as the traits a person is
gifted with by birth. These traits are broadly classified as −

 Intellectual abilities
 Physical abilities
 Self-awareness abilities
In order to understand how these affect a person’s behavior, we need to know what these abilities are.

 Intellectual abilities − It personifies a person’s intelligence, verbal and analytical reasoning

abilities, memory as well as verbal comprehension.

 Physical abilities − It personifies a person’s physical strength, stamina, body coordination as well
as motor skills.

 Self-awareness abilities − It symbolizes how a person feels about the task, while a manager’s
perception of his abilities decides the kind of work that needs to be allotted to an individual.

Thus the psychological, physical, self-assurance traits owned by a person defines the behavior of a
person in social and personal life. For ex: Ram has a high IQ level, whereas Rahul can lift a bike and is a
strong guy.

Gender
Research proves that men and women both stand equal in terms of job performance and mental
abilities; however, society still emphasizes differences between the two genders. Absenteeism is one
area in an organization where differences are found as women are considered to be the primary
caregiver for children. A factor that might influence work allocation and evaluation in an organization is
the manager’s perception and personal values.

For example − An organization encourages both genders to work efficiently towards the company’s
goal and no special promotion or demotion is given or tolerated for any specific gender.

Race & Culture

Race is a group of people sharing similar physical features. It is used to define types of persons
according to perceived traits. For example − Indian, African. On the other hand, culture can be defined
as the traits, ideas, customs and traditions one follows either as a person or in a group. For example −
Celebrating a festival.

Race & culture have always exerted an important influence both at the workplace as well as in the
society. The common mistakes such as attributing behavior and stereotyping according to individual’s
race & culture basically influences an individual’s behavior.

In today’s diverse work culture, the management as well as staff should learn and accept different
cultures, values, and common protocols to create more comfortable corporate culture.

For example − A company invites candidates for a job post and hires one on the basis of eligibility
criteria and not on the basis of the country a person belongs to or the customs one follows.

Perception
Perception is an intellectual process of transforming sensory stimuli into meaningful information. It is
the process of interpreting something that we see or hear in our mind and use it later to judge and give
a verdict on a situation, person, group, etc.

It can be divided into six types namely −

 Of sound − The ability to receive sound by identifying vibrations.

 Of speech − The competence of interpreting and understanding the sounds of language heard.

 Touch − Identifying objects through patterns of its surface by touching it.

 Taste − The ability to detect flavor of substances by tasting it through sensory organs known as
taste buds.

 Other senses − Other senses include balance, acceleration, pain, time, sensation felt in throat
and lungs etc.

 Of the social world − It permits people to understand other individuals and groups of their
social world.

For example − Priya goes to a restaurant and likes their customer service, so she will perceive that it is a
good place to hang out and will recommend it to her friends, who may or may not like it. However,
Priya’s perception about the restaurant remains good.

Attribution
Attribution is the course of observing behavior followed by determining its cause based on individual’s
personality or situation.

Attribution framework uses the following three criteria −

 Consensus − The extent to which people in the same situation might react similarly.
  Distinctiveness − The extent to which a person’s behavior can be associated to situations or
personality.

 Consistency − The frequency measurement of the observed behavior, that is, how often does
this behavior occur.

The framework mentioned says it is all about how an individual behaves in different situations.

For example − Rohit invites Anisha and two more friends for a movie and they agree to bunk and watch
the movie, this is consensus. Bunking of class says that they are not interested in their lectures, this is
distinctiveness. A little change in the situation, like if Rohit frequently starts bunking the class then his
friends may or may not support him. The frequency of their support and their rejection decides
consistency.

Attitude
Attitude is the abstract learnt reaction or say response of a person’s entire cognitive process over a
time span.

For example − A person who has worked with different companies might develop an attitude of
indifference towards organizational citizenship.

Now we have a clear idea about what are the factors responsible for the way we behave. We never
think about these elements and how they affect our daily life but we can’t ignore the fact that they are
responsible for the way we walk, talk, eat, socialize, etc.

Q. what are values? Why are they important ? and what is the difference between terminal and
instrumental values?
Ans

Values are the enduring beliefs that a specific mode of conduct or end state of existence is personally or
socially preferable.
These are more difficult to change or alter.
As ethical conduct receives more visibility in the workplace, the importance of values is increased as a
topic of discussion in management.
Values are general principles to regulate our day-to-day behavior. They not only give direction to our
behavior but are also ideals and objectives in themselves. They are the expression of the ultimate ends,
goals or purposes of social action.
Our values are the basis of our judgments about what is desirable, beautiful, proper, correct, important,
worthwhile and good as well as what is undesirable, ugly, incorrect, improper and bad.
Pioneer sociologist Durkheim emphasized the importance of values (though he used the term ‘morals’)
in controlling disruptive individual passions.
He also stressed that values enable individuals to feel that they are part of something bigger than
themselves. E. Shils also makes the same point and calls ‘the central value system,’ (the main values of
society) are seen as essential in creating conformity and order.
 Indian sociologist R.K. Mukherjee writes: “By their nature, all human relations and behavior are
embedded in values.

1. Value is the foundation for understanding the level of motivation.

2. It influences our perception.
3. Value helps to understand what ought to be or what ought not to be.
4. It contains interpretations of right or wrong.
5. These influence attitudes and behavior.
6. It implies that certain behaviors on outcomes are preferred over others.
7. These allow the members of an organization to interact harmoniously. These make it easier to reach
goals that would be impossible to achieve individually.
8. These are goals set for achievements, and they motivate, define and color all our activities cognitive,
affective add connective.
9. They are the guideposts of our lives, and they direct us to who we want to be.
10. Values and morals can not only guide but inspire and motivate a person, give energy and a zest for
living and for doing something meaningful.

Actually, values are important to the study of organizational behavior because they lay the foundation
for the understanding of attitudes and motivation.
Individuals enter an organization with preconceived notions of what “ought” or what “ought not” to be.
Of course, these notions are not value free.
These are part of the makeup of a person. They remind us as to what is important in our lives, such as
success or family, but also, by virtue of their presence, they provide contrast to what is not important.
That is not to say that, over time, values cannot change.
As we grow and change as individuals, we will begin to value different aspects of life.
If we value- family when we are younger, as our children get older, we might start to value success in
business more than the family.

A) Terminal values are the goals that a person would like to achieve during his or her lifetime, while the
instrumental values are the preferable modes of behavior in achieving these values.
B) Instrumental values are the goals that a person would like to achieve during his or her lifetime, while
terminal values are the preferable modes of behavior in achieving theses values.
C) Terminal values are the highest values in a person's value system, while instrumental values are the
ones that are most often used.
D) Instrumental values are the values that are used in day to day life, terminal values are those that
come into play at times of great stress.
E) Terminal values are the values shared by the group as a whole, instrumental values are the values
that differ within a group and give rise to conflict.