Bothaina OB Exam

8/3/2019 Bothaina OB Exam

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Arab Academy for Science Technology and Maritime Transport

Course Name: Organizational Behavior

Midterm Exam

Presented to: Dr. Ayman Metwally

Answered by: Bothaina Esmat

Question 1:

What do you hope to gain from the study of OB? How well do you think you

currently understand human behavior in organizations? Have you ever been

surprised by the actions or reactions of another person? Why? Describe what

actually happened and what you were expecting to happen. What do you think

may have caused the difference? How do you think this course can help you in

improving your understanding and performance?

The Organizational Behavior is defined as "A field of study that investigatesthe impact that individuals, groups, and structure have on behavior within

organizations, for the purpose of applying such knowledge toward improving

an organizations effectiveness."

The New Penguin Business Dictionary adds to this definition that

" Specific areas of study include:

1. individuals in organizations (their values, attitudes, beliefs andmotives; decision-making and behavior; satisfaction and

performance);

2. groups in organizations (teams, roles, and leadership; control,power, conflict, co-operation, negotiation and politics), and

3. structures and systems (hierarchies, structures, rules and

regulations, practices and policies; organizational cultures and

values; organizational learning, change and development)."

I am working in an organization where a drastic change is happening. The main

mission of the organization is changing. Organizational Behavior helps to

improve people skills, empower people, stimulate innovation and change, cope

with temporariness, work in networked organizations, helps employees balance

work/life conflicts, and improve ethical behavior. All of these fields are very

important to me especially in those hard times, where everyone doesn't know

what's coming ahead, and what's their future role and new job requirements.


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The study of Organizational Behavior is very important and is of utmost

importance in times of change as I have in my organization.

Until now I have been mainly relying on my intuition to understand how

people around me in my organization behave. I really trust my intuition and

don't intend to change that in the mean time, but the study of organizational

behavior will provide me with a systematic way to draw conclusions about

employees, groups, systems behavior within an organization based on scientific

evidence.

Currently, I think I can understand human behavior in my organization, but this

came after working there for more than ten years due to the experience

gathered throughout my long employment within this organization. Millions of

situations happen that makes us better judges of human nature, but still this

understanding remains to be incomplete as I sometimes understand wholly

what motivates other employees and groups within my organization and what

their prospects, problems and future outlook is, but I can't use that to let them

all work in favor of the organization, nor my own benefit.

Furthermore, time is too precious to waste years to understand everyone in an

organization to induce them to work better and more cohesively. Scientific

study in my opinion is important to benefit from generations of human

experience within a few months.

In my organization I have been always astonished by the tendency of my

fellow female colleagues to hide their status when they were pregnant and

sometimes even deny it. Until seven years ago I got pregnant and I told my

manager about it and to my surprise as soon as he knew, my periodic appraisal

and evaluation started to change, jobs assigned to have changed. I felt that the

management started to treat me in a different way, jobs assigned to me started

to be of trivial importance and critical jobs were being assigned to others. I

have asked my manager about the reason for this and he told me that I'm

pregnant and any day I may take a leave which means that I cannot be

entrusted with long-term jobs. so I knew why my colleagues didn't want to say

that they are pregnant when they were. I have learned my lesson well and the

next time I got pregnant I tried as much as I can to hide it until the 5th

or the 6th

month and I was positively evaluated by my managers and I was even sent to a

course which was three months outside Cairo conducted by a German institute.

During those months I tried my best to change their wrong perception about

pregnant women at work. I was very persistent and it was very challenging to

me to become the first out of 60 employees and I was rewarded by a trip toGermany. Everyone was very surprised at my results after they knew that I was


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pregnant. In case they knew before the interview of the course that I was

pregnant they wouldn't have accepted me from the beginning saying that all

pregnant women were very lazy. I understood the motives of my fellow female

colleagues of not telling about their pregnancy, but what I could not understand

was the inability of the management to recognize their wrong perception andget rid of their inherent stereotyping and discrimination against their female

employees. I would have expected them to act in another way by judging the

abilities, skills, and commitment of each employee through tasks and

assignments rather than through mislead preconceived perception.

This has happened due to that some people judge someone on the basis of one's

perception of the group to which that person belongs ,but that is not always

accurate as it is based on generalization.

Currently, I think that I have acted in a wrong way. I have just copied what

others were doing to maneuver the wrong system they were facing and I

resorted to the easy way around of hiding my status as a pregnant woman just

to prove to them that their perception about pregnant women was erroneous. I

expect my study of Organizational Behavior to provide for me alternatives to

change misconceptions whether they are my misconceptions or others'

misconceptions about me. I want to develop my understanding how employees

and managers act within an organization and the motives that drive them to act

the way they act.

As management is the art of doing things through others and I am managing a

small team, I think this course can help me in manipulating and getting out the

most of them. I think that is not easy to do things as you want through others

without any resistance. Studying OB. may help me to have their remote control

in order to direct them in the direction that fulfills the organizational goals and

plans. For instancepeoples behavior is based on their perception of what

reality is not on the reality itself. so I can as a manager use that tool in order to

let them perceive the current situation as i want them to perceive it


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Individualism Collectivism

Identity is based on... Individuality Social network

Virtue out of... Speaking ones mind Group harmony

Communication is... Low context High context

Employment is... Contract Family-like

Work unit is the... Individual Group

Work orientation is... Task-centered People-centered

Prevailing interest is... Individuals Groups

People value... Privacy Interdependence

Regulations are... Same for all Relative to group

Political ideology

stresses

Freedom Equality

Power Distance Low High

Inequalities should be... Minimal Normal

Parents treat children as... Equals Subordinate

Teacher expect students... Initiative Compliance

Structures are... Decentralized CentralizedSalary ranges are... Compressed WideSubordinates expect being... Consulted CommandedStatus symbols are... Reduced NormalMiddle class is... Large SmallPower is based on... Knowledge Charisma

Politics change by... Evolution Revolution

Uncertainty

Avoidance

Low High

Uncertainty is... Normal in life Threatening

Emotions should... Be shown Not be shownComfortable with... Ambiguity Familiar risks

What is different is... Curious DangerousTeacher may say... I dont know I have answersRules are to be... Minimized ComprehensiveStress on... Loose schedules PunctualitySocial values stress... Tolerance Law and orderBelief in... Generalists Specialists

International values Internationalism Nationalism


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Masculinity Femininity

Dominant values... Success Caring

High value of... Money PeopleHigh value of Things Relations

Men are supposed to be... Assertive Modest

Women should be... Tender & caring Equal than menSympathy for the... Strong Weak

Failing at work is a... Disaster Accident

Men and women do... work Different Same

Conflict resolution thru... Fight CompromiseEmphasis on... Competition Cooperation

Beautiful is... Big & fast Small & slow

The Geert Hofstede analysis for Egypt is identical to other Arab countries. Islam

plays a large role in the peoples lives. Large power distance and uncertaintyavoidance are the predominant characteristics for the region. This indicates that it is

expected and accepted that leaders separate themselves from the group and issue

complete and specific directives.

Large Power Distance (PDI) (80) as illustrated in graph (Power distance) and

Uncertainty Avoidance (UAI) (68) as illustrated in graph (uncertainty avoidance) are

predominant Hofstede Dimension characteristics for the countries in this region. The

Arab societies are more likely to follow a caste system that does not allow significant

upward mobility of its citizens. They are also highly rule-oriented with laws, rules,

regulations, and controls in order to reduce the amount of uncertainty, while

inequalities of power and wealth have been allowed to grow within the society.

When these two Dimensions are combined, it creates a situation where leaders have

virtually ultimate power and authority, and the rules, laws and regulations developed

by those in power reinforce their own leadership and control. It is not unusual for new

leadership to arise from armed insurrectionthe ultimate power, rather than from

diplomatic or democratic change.

The high Power Distance (PDI) ranking is indicative of a high level of inequality of

power and wealth within the society. These populations have an expectation and

acceptance that leaders will separate themselves from the group and this condition is

not necessarily subverted upon the population, but rather accepted by the society as

their cultural heritage.

The high Uncertainty Avoidance Index (UAI) ranking of 68, indicates the societys

low level of tolerance for uncertainty. In an effort to minimize or reduce this level of

uncertainty, strict rules, laws, policies, and regulations are adopted and implemented.

The ultimate goal of these populations is to control everything in order to eliminate or

avoid the unexpected. As a result of this high Uncertainty Avoidance characteristic,

the society does not readily accept change and is very risk adverse.

The Masculinity index (MAS), the third highest Hofstede Dimension is 52, only

slightly higher than the 50.2 average for all the countries included in the Hofstede

MAS Dimension. This would indicate that while women in the Arab World are

limited in their rights, it may be due more to Muslim religion rather than a cultural

paradigm.


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The lowest Hofstede Dimension for the Arab World is the Individualism (IDV)

ranking at 38, compared to a world average ranking of 64. This translates into a

Collectivist society as compared to Individualist culture and is manifested in a close

long-term commitment to the member 'group', that being a family, extended family, or

extended relationships. Loyalty in a collectivist culture is paramount, and over-rides

most other societal rule

91 90

7671

51

38

27

8 6

0

10

20

30

40

50

60

70

80

90

100

USA Australia Italy France Spain ArabCountries

Portugal Ecuador Guatemala

10495

8068 63

57

50

13 11

0

20

40

60

80

100

120

Malaysia Guatemala ArabCountries

France Portugal Spain Italy Israel Australia

104

86 86

7568

23

138

0

20

40

60

80

100

120

Portugal France Spain Italy Arab

Countries

Denmark Jamaica Singapore

Individualism

Power Distance

Uncertainty Avoidance


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Different cultures values based on importance:

US Japan Arab

1. Freedom 1. Belonging 1. Family security

2. Independence 2. Group harmony 2. Family harmony

3. Self-reliance 3. Collectiveness 3. Parental guidance

4. Equality 4. Seniority 4. Seniority

5. Individualism 5. Consensus 5. Authority

6. Competition 6. Cooperation 6. Compromise

7. Efficiency 7. Quality 7. Devotion

8. Urgency 8. Patience 8. Patience

9. Directness 9. Indirectness 9. Indirectness

10. Openness 10. Go-between 10. Hospitality

Appearance

Foreigners are expected to abide by local standards of modesty however, do not adopt

native clothing. A jacket and tie are usually required for men at business meetings.

Men should wear long pants and a shirt. Women should always wear modest clothing

in public.

95

79

70

53

43 42

31

85

0

10

20

30

40

5060

70

80

90

100

Japan Austria Italy ArabCountries

France Spain Portugal Norway Sweden

Masculinit


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Behavior

Space relationships among members of the same sex will be much closer than North

Americans and Europeans are comfortable with . Egyptians will tend to stand close

and moving away may be seen as a sign of aloofness. On the other hand, men and

women stand farther apart from each other than is the custom in United States and

Europe. Try not to sit with your legs crossed. Showing the sole of your shoe is

considered an insult to another person. It is common to smoke in public. Be

considerate to others present and offer your cigarettes.

Communications

Names are often confusing to foreigners. It's best to get the names (in English) of

those you will meet, speak to, or correspond with ahead of time so that you can find

out both their full names and how they are to be addressed in person.

Arabic is read from right to left and books or magazines start at what would be the

last page in the U.S. and Europe. Printed literature are preferred to have an impressive

back cover, even if printed in English.Nearly all Egyptians speak Arabic. Most international business people will speak

English, French or both.

Frequently appointments may be interrupted by phone calls and/or visits.

The last three paragraphs are advices written for foreign businesspeople

who wish to work in Egypt and don't want to break any rules with regards

to their appearance, behavior, or communications. I may want to add to that

too that Egyptians tend to be late for their appointments. Being late is tolerated

easily in Egypt.


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Question 3:

How is your personality compatible with that of your boss? Explain.

The Myers-Briggs Type Indicator

The Myers-Briggs Type Indicator is the most widely used personality assessmentinstrument in the world. Four main questions have to be answered. On the basis of

their answers, individuals are classifies as extraverted or introverted (E or I), sensing

or intuitive (S or N), thinking or feeling (T or F) and judging or perceiving (J or P).

Q1. Which is your most natural energy orientation?

Every person has two faces. One is directed towards the OUTER world of activities,

excitements, people, and things. The other is directed inward to the INNER world of

thoughts, interests, ideas, and imagination.

While these are two different but complementary sides of our nature, most people

have an innate preference towards energy from either the OUTER or the INNER

world. Thus one of their faces, either theExtraverted(E) orIntroverted(I), takes the

lead in their personality development and plays a more dominant role in their

behavior.

Extraverted Characteristics

Act first, think/reflect later

Feel deprived when cutoff from interaction with the outside world

Usually open to and motivated by outside world of people and things Enjoy wide variety and change in people relationships

Introverted Characteristics

Think/reflect first, then Act

Regularly require an amount of "private time" to recharge batteries

Motivated internally, mind is sometimes so active it is "closed" to outside

world

Prefer one-to-one communication and relationships

Q2. Which way of Perceiving or understanding is most "automatic" or natural?

The Sensing (S) side of our brain notices the sights, sounds, smells and all the sensory

details of the PRESENT. It categorizes, organizes, records and stores the specifics

from the here and now. It is REALITY based, dealing with "what is." It also provides

the specific details of memory & recollections from PAST events.

The Intuitive (N) side of our brain seeks to understand, interpret and form

OVERALL patterns of all the information that is collected and records these patterns

and relationships. It speculates on POSSIBILITIES, including looking into and

forecasting the FUTURE. It is imaginative and conceptual.


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While both kinds of perceiving are necessary and used by all people, each of us

instinctively tends to favor one over the other.

Sensing Characteristics

Mentally live in the Now, attending to present opportunities Using common sense and creating practical solutions is automatic-instinctual

Memory recall is rich in detail of facts and past events

Best improvise from past experience

Like clear and concrete information; dislike guessing when facts are "fuzzy"

Intuitive Characteristics

Mentally live in the Future, attending to future possibilities

Using imagination and creating/inventing new possibilities is automatic-

instinctual

Memory recall emphasizes patterns, contexts, and connections Best improvise from theoretical understanding

Comfortable with ambiguous, fuzzy data and with guessing its meaning.

Q3. Which way of forming Judgments and making choices is most natural?

The Thinking (T) side of our brain analyzes information in a DETACHED, objective

fashion. It operates from factual principles, deduces and forms conclusions

systematically. It is our logical nature.

The Feeling (F) side of our brain forms conclusions in an ATTACHED and

somewhat global manner, based on likes/dislikes, impact on others, and human and

aesthetic values. It is our subjective nature.

While everyone uses both means of forming conclusions, each person has a natural

bias towards one over the other so that when they give us conflicting directions - one

side is the natural trump card or tiebreaker.

Thinking Characteristics

Instinctively search for facts and logic in a decision situation.

Naturally notices tasks and work to be accomplished. Easily able to provide an objective and critical analysis.

Accept conflict as a natural, normal part of relationships with people.

Feeling Characteristics

Instinctively employ personal feelings and impact on people in decision

situations

Naturally sensitive to people needs and reactions.

Naturally seek consensus and popular opinions.

Unsettled by conflict; have almost a toxic reaction to disharmony.


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Q4. What is your "action orientation" towards the outside world?

All people use both judging (thinking and feeling) andperceiving (sensing and

intuition) processes to store information, organize our thoughts, make decisions, take

actions and manage our lives. Yet one of these processes (Judging or Perceiving)

tends to take the lead in our relationship with the outside world . . . while the othergoverns our inner world.

A Judging (J) style approaches the outside world WITH A PLAN and is oriented

towards organizing one's surroundings, being prepared, making decisions and

reaching closure and completion.

A Perceiving (P) style takes the outside world AS IT COMES and is adopting and

adapting, flexible, open-ended and receptive to new opportunities and changing game

plans.

Judging Characteristics

Plan many of the details in advance before moving into action.

Focus on task-related action; complete meaningful segments before moving

on.

Work best and avoid stress when able to keep ahead of deadlines.

Naturally use targets, dates and standard routines to manage life.

Perceiving Characteristics

Comfortable moving into action without a plan; plan on-the-go.

Like to multitask, have variety, mix work and play.

Naturally tolerant of time pressure; work best close to the deadlines.

Instinctively avoid commitments which interfere with flexibility, freedom and

variety

IS: Realistic Reflective (My Manager)

Detail oriented, thorough and predictable Extremely loyal to organization

Calm, controlled, impersonally cold Lets keep it !EN: Innovative Doer (Myself)

Wants to maximize variety, expansive Out-going, responsive, active Exploitive, irresponsible, unstable Lets change it !

SJ: hierarchical(My Manager)

Consolidator, Stabilizer


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Values responsibility and loyalty Traditionalist, Conventional Hard worker

ADMINISTRATIVE //BUREAUCRATNF: democratic (Myself)

Catalyst, Spokesperson Values ideals and uniqueness Authentic and inclusive Inspirational

PLANNER //IDEALISTICSF (My Manager)

Respects authority and the chain of command Gives and look for allegiance to and from the organization Like to share their experience to help others

NF (Myself)

Concerned with human growth and potential Prefers to communicate in creative, open ways Concerned with the impact of his actions on others


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Item Me My Manager

A-Extroverted (E)

-Sociable & Assertive X

B-Introverted (I)

-Quite & Shy XC-Sensing (S)

-Practical & Orderly X

D-Intuitive (N)

-Unconscious & Processes X

E-Thinking (T)

-Use Reason & Logic

F-Feeling (F)

-Use Values & Emotions X X

G-Judging (J)

-Want Order & Structure X X

H-Perceiving (P)

-Flexible & Spontaneous

ENFJ ISFJ

My manager is a sensitive character concerned with planning, control, and

organization. My manager focuses on the structure and details, while my character is

emotional. It deals more with interpersonal, communicative and political sides of an

issue. I mainly focus on people and their emotions. My manager and myself

sometimes face difficulties in communications with each other since my managerbeing a sensing character focuses on details, while my dependence on my intuition is

not enough for my manager. Sometimes we complement each other as my manager is

mainly an introvert character and depends on an extravert character like mine which

feels better while dealing with people.

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Bothaina OB Exam