(Mt) – SEU Management Organizational Behaviour Worksheet

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‫المملكة العربية السعودية‬ ‫وزارة التعليم‬ ‫الجامعة السعودية اإللكترونية‬ Kingdom of Saudi Arabia Ministry of Education Saudi Electronic University College of Administrative and Financial Sciences Assignment 2 Organizational Behaviour (MGT 301) Due Date: 09/04/2022 @ 23:59 Course Name: Organizational Behaviour Student’s Name: Course Code: MGT301 Student’s ID Number: Semester: Second CRN: Academic Year:2021-22-2nd For Instructor’s Use only Instructor’s Name: Dr Mohammed Mallick Students’ Grade: 00/ 10 Level of Marks: High/Middle/Low General Instructions – PLEASE READ THEM CAREFULLY • • • • • • • • The Assignment must be submitted on Blackboard (WORD format only) via allocated folder. Assignments submitted through email will not be accepted. Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page. Students must mention question number clearly in their answer. Late submission will NOT be accepted. Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions. All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism). Submissions without this cover page will NOT be accepted. Learning Outcomes: 1 Describe management issues such as diversity, attitudes and job satisfaction, personality, and values in organizational behaviour. (CLO2). Reference Source: Textbook:Colquitt, J. A., LePine, J. A., #038; Wesson, M. J. (2021). Organizational behavior: Improving performance and commitment in the workplace (7th ed). Burr Ridge, IL: McGraw-Hill Irwin. Case Study: – Case: MARRIOTT Please read the case “MARRIOT” from Chapter 9 “PERSONALITY AND CULTURAL VALUES ” Page: – 292 given in your textbook – Organizational behaviour: Improving performance and commitment in the workplace (7th ed). by Colquitt, J. A., LePine, J. A., #038; Wesson, M. J. (2021) and Answer the following Questions: Assignment Question(s): Part:-1 1. Can you think of other jobs in Marriott where Big Five dimensions other than agreeableness and conscientiousness would be vital? (02 Marks ) (Min words 150-200) 2. If you applied for a job that involved a personality assessment, would you be honest in your responses or would you exaggerate your answers to appear more desirable? Why? (02 Marks ) (Min words 150-200) 3. What other approaches might companies use to assess personality during hiring, other than an interview or assessment? What strengths and weaknesses might those other approaches have? (02 Marks ) (Min words 150-200) Important Note: – Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles. Part:-2 Discussion questions: Please read Chapter 9 “PERSONALITY AND CULTURAL VALUES ” carefully and then give your answers on the basis of your understanding. 4. Assume that you applied for a job and were asked to take a personality test, like the one offered by Kronos. How would you react? Would you view the organization with which you were applying in a more or less favorable light? Why? (2 Marks) (Min words 200-300) 5. If you owned your own business and had a problem with employee theft, would you use an integrity test? Why or why not? (2 Marks) (Min words 150-200) Important Note: – Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles. Due date for the submission of Assignment:- 2 • • Assignment should be posted in the Black Board by end of Week-07. The due date for the submission of Assignment- end of Week-11. Answers 1. Answer2. Answer3. Answer4. Answer5. Answer- Final PDF to printer CHAPTER 9 Personality and Cultural Values 291 9.4 Consider the profile of the United States on Hofstede’s cultural values, as shown in Table 9-3. Do you personally feel like you fit the U.S. profile, or do your values differ in some respects? If you served as an expatriate, meaning you were working in another country, which cultural value differences would be most difficult for you to deal with? 9.5 If you owned your own business and had a problem with employee theft, would you use an integrity test? Why or why not? Case: Marriott At one point, Marriott’s personality assessment was supplied by Kronos—a human resource software company. Kronos became a larger presence in the personality assessment arena after acquiring Unicru—a firm that specialized in such tests. Kronos/Unicru has supplied personality assessments for a number of companies other than Marriott, including Best Buy, CVS, Walmart, and Kroger. Its assessment appears to measure four of the Big Five dimensions, including the agreeableness and conscientiousness facets that Marriott emphasizes most. Below are some sle items from the assessment, based on reports of those who have experienced it. All items use a Strongly Disagree to Strongly Agree response scale. • • • • You do things carefully so that you don’t make mistakes. (conscientiousness) You are a friendly person. (agreeableness) You show it when you are in a bad mood. (neuroticism) You chat with people you don’t know. (extraversion) An assessment developer at a competing firm, Development Dimensions International, s­ ummarizes such tools this way: “You might find yourself in a job incompatible to your ­personality type and values . . . The more honest you are with these types of tests, the better off you are in the long run.”* Of course, that viewpoint is less salient to the people who are trying to land jobs, especially in competitive sectors or difficult economic times. Admits a CEO of another assessment administrator, “If a candidate fails the test, the companies often won’t take the time to interview them.”* Is Marriott right to focus on agreeableness and conscientiousness, regardless of who it ­partners with in creating the assessment? Research that occurs in the hotel industry suggests that it is. One study, published in the International Journal of Hospitality Management, assessed the Big Five for almost 200 employees in multiple hotel chains in the state of Washington. The ­f indings of the study showed that agreeable and conscientious employees were more ­self-confident about their job performance, with those dimensions having stronger effects than the other three members of the Big Five. It seems likely that such self-confidence would be ­critical to Marriott employees, especially as they rose up the ranks of the company. 9.1 Can you think of other jobs in Marriott where Big Five dimensions other than agreeableness and conscientiousness would be vital? 9.2 If you applied for a job that involved a personality assessment, would you be honest in your responses or would you exaggerate your answers to appear more desirable? Why? 9.3 What other approaches might companies use to assess personality during hiring, other than an interview or assessment? What strengths and weaknesses might those other approaches have? *Source: Forbes Media LLC. Sources: L. Gallagher, “Why Employees Love Staying at Marriott,” Fortune, March 5, 2015; R. Cohen, “Pass This Test, then We’ll Talk,” Forbes, June 25, 2008; M. Pallen, “Unicru Answer Key—Read This, Get Hired,” http://toughnickel.com/ finding-job/unicru, accessed May 13, 2019; H. J. Kim, K. H. Shin, and W. T. Umbreit, “Hotel Job Burnout: The Role of Personality Characteristics,” International Journal of Hospitality Management, 26 (2007), pp. 421–434. coL61557_ch09_261-301.indd 291 12/10/19 03:45 PM Final PDF to printer 292 CHAPTER 9 Personality and Cultural Values Exercise: Guessing Personality Profiles The purpose of this exercise is to explore how noticeable the Big Five personality dimensions are among classmates. This exercise uses groups, so your instructor will either assign you to a group or ask you to create your own group. The exercise has the following steps: 9.1 Individually, complete the Big Five measure found in the OB Assessments box in the chapter. 9.2 Write your scores on a small white piece of paper, in the following format: C =, A =, N =, O =, E =. Try to disguise your handwriting to make it as plain and generic as possible. Fold your piece of paper so that others cannot see your scores. 9.3 In your group, mix up the pieces of paper. Begin by having one group member choose a piece of paper, reading the CANOE scores aloud. The group should then try to come to consensus on which member the scores belong to, given the norms for the various dimensions (C = 14, A = 16, N = 10, O = 15, E = 13). Keep in mind that group members may wind up reading their own pieces of paper aloud in some cases. Once the group guesses which member the paper belongs to, they should place the paper in front of that member. 9.4 Moving clockwise, the next group member should choose one of the remaining pieces of paper, continuing as before. The process repeats until all the pieces of paper have been assigned to a member. Members can be assigned only one piece of paper, and no switching is permitted once an assignment has been made. 9.5 Group members should then announce whether the piece of paper assigned to them was in fact their set of scores. If the assignment was incorrect, they should find their actual piece of paper and describe the differences in the scores. 9.6 Class discussion (whether in groups or as a class) should center on the following topics: How accurate were the guesses? Were the guesses more accurate in groups that knew one another well than in groups with less familiarity? Which personality dimensions were relied upon most heavily when making assignment decisions? What is it that makes those dimensions more immediately observable? Endnotes 9.1 Funder, D.C. “Personality.” Annual Review of Psychology 52 (2001), pp. 197–221; Hogan, R.T. “Personality and Personality Measurement.” Handbook of Industrial and Organizational Psychology, Vol. 2, ed. M.D. Dunnette and L.M. Hough. Palo Alto, CA: Consulting Psychologists Press, 1991, pp. 873–919. coL61557_ch09_261-301.indd 292 9.2 Hogan, “Personality and Personality Measurement.” 9.3 Ibid.; Fleeson, W., and P. Gallagher. “The Implications of Big Five Standing for the Distribution of Trait Manifestation in Behavior: Fifteen Experience-Sling Studies and a MetaAnalysis.” Journal of Personality and Social Psychology 97 (2009), pp. 1097–1114. 9.4 Rokeach, M. The Nature of Human Values. New York: The Free Press, 1973; Steers, R.M., and C.J. Sanchez-Runde. “Culture, Motivation, and Work Behavior.” In Blackwell Handbook of Cross-Cultural Management, ed. M.J. Gannon and K.L. Newman. Malden, MA: Blackwell, 2002, pp. 190–213. 12/10/19 03:45 PM

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