Organizational Behavior June 2026 Solved Assignments

Description

NMIMS

Organizational Behavior

APPLICABLE FOR SEM 2 (JUNE 2026 EXAMINATION)

Q1. BrightSol Logistics is facing high employee turnover and declining morale, which the HR audit attributes to authoritarian leadership and limited emotional intelligence among supervisors. Feedback reveals that staff feel undervalued, stressed, and hesitant to voice concerns. The executive team recognizes the link between leadership style, emotional intelligence, and workplace climate, and wants to redesign its management development program to address these interconnected issues. Using emotional intelligence theory, what solutions should BrightSol Logistics incorporate into its leadership training to improve supervisors’ empathy, social skills, and motivation, and how would this likely impact organizational culture and team performance? (10 Marks)

Ans 1.

Introduction

Autocratic leadership is the reason why and poor emotional intelligence (EI) among supervisors, BrightSol Logistics is facing excessive staff turnover and falling morale. According to Daniel Goleman, emotional intelligence encompasses self-awareness, self-control, motivation, empathy, and social skills. These skills are essential for both creating a healthy work environment and exercising successful leadership. By incorporating EI-based training solutions that improve supervisors’ interpersonal effectiveness and leadership style, BrightSol needs revamp its management development program in order to solve these problems.

Emotional Intelligence Theory-Based Solutions

Q2 (A). An established financial services company faces high employee turnover and low morale despite offering above-market salaries and comprehensive benefits. Exit interviews reveal pervasive dissatisfaction related to autonomy, lack of recognition, and limited opportunities for challenging work. Senior management debates whether investing more in workplace perks or redesigning jobs with greater intrinsic rewards would better address the issue. They are split between those who believe hygiene factors suffice and those who argue true satisfaction requires addressing higher-level motivators. Evaluate the company’s approach to motivation using Herzberg’s Two-Factor Theory, critiquing the effectiveness of focusing on hygiene factors versus motivators. (5 Marks)

Ans 2(A).

Introduction

The financial services company’s predicament high employee turnover and poor morale despite competitive pay and benefits highlights a well-known issue with motivation. Frederick Herzberg’s Two-Factor Theory, which makes a distinction between motivators (intrinsic variables like accomplishment and recognition) and hygiene factors (extrinsic circumstances like salary and policies), may be used to examine this. There are concerns regarding the company’s present approach’s long-term viability in maintaining staff engagement and happiness since it seems to place a strong emphasis on hygienic considerations.

Q2 (B). A multinational corporation is facing significant intergroup conflicts between its regional offices due to competition for shared resources and perceived inequities in management attention. As tensions rise, productivity within multiple departments suffers, and collaboration breaks down. Leadership is debating whether to prioritize negotiation, mediation, or arbitration as a conflict management approach to restore harmony, but opinions are divided on which method aligns best with the company’s culture and long-term strategic objectives. Evaluate the suitability of negotiation and mediation as conflict management techniques for addressing the intergroup conflicts in this context. (5 Marks)

Ans 2(B).

Introduction

Due to rivalry for shared resources and perceived disparities in management attention, the global firm is facing intergroup conflict across its regional offices. Collaboration, productivity, and organizational cohesiveness may all be harmed by such disputes. Leadership is thinking about various conflict resolution strategies to deal with this. Negotiation and mediation stand out among them as positive, relationship-focused strategies. Determining which approach best fits the company’s culture and long-term strategic objectives requires evaluating their applicability.