PLJ_2011HR051

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Personal Learning Journal

Organizational Behavior

1/18/2012

Satish Kumar Shukla-2011HR051

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Personal Learning Journal: OB1

2

Satish Kumar Shukla- 2011HR051

Contents

Lecture-1) ................................................................................................................................................ 3

Lecture-2) ................................................................................................................................................ 4

Lecture:3 ................................................................................................................................................. 5

Lecture: 4 ................................................................................................................................................ 7

Lecture 5) ................................................................................................................................................ 8

Lecture 6) ................................................................................................................................................ 9

Assignment Questions: ...................................................................................................................... 10

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Lecture-1)

Pre Readings:

y What great managers do!y What makes an effective manager!

Observations:

1) While I was interviewing the manager, Mr.Ganpat Chaudhary, at Sindhi Society Gym Restaurant for

my compensation project, I came to know of several facts about his management style. This middle aged

gentleman had managed not to lose a single employee in the last 1 year and had improved the satisfaction

level ofhis employees. When I asked him about his efficient management style, he pointed towards

certain new practices that he had incorporated after joining the restaurant.

He spent less time in the office and more time on the floor, interacting with

different employees. Based on this he understood their strengths, also he emphasized on team structure.

Through these interactions he identified the strengths ofhis employees and deployed them accordingly.

He emphasized on strengths of employees rather than criticizing them. Terms like Boys were used for

the employees, this motivated the employees. He also observed that they expect some returns from the

restaurants, so food was given to them at the end of the day and employee of the month scheme was

brought. Through these simple steps he was able to bring attrition to 0 in last year.

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Lecture-2)Topics Covered:

y Self Efficacyy Self Handicappingy Organization Based Self Esteem

Observations:

I realized that I have a lot of dimensions to myself and would neverhave realized this lest

for the OB class. During the preparation for management, my instructor at the coaching used social

persuasion to improve myself efficacy; this in turn helped me to finally enter into a prestigious institute.

Also, the reflected best self exercise made me realize the fact that I have a lot of strengths and have never

worked upon them, this is turn has made me weak as a whole as too much focus on improving my

weakness has led me to change my personality a lot. This hampered my overall growth.

Also, I realized the importance of inspirational speeches and could relate to the movie

Chak De India and Miracle. Before this class I thought that these things happen in movie only, but

looking back at my own life I have realized that these things have happened as small instances that have

made me achieve wonders.

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Lecture: 3Pre Readings:

y Can you handle failuresy Abrasive Personalityy Personality & Intelligence

Observations:

After going through the articles I tried to apply the personality type to myself and

realized that I am an abrasive personality type. The first personalities that come to my mind are Lee

Iacocca in Chrysler and Steve Jobs in Apple. Also, I can link this kind of personality to another kind of

leadership, Level 4, leadership as mentioned in the book Good To Great by Jim Collins. Below I will

mention some of the similarities I tried to find out among the two concepts:

Traits Steve Jobs (Apple)

1) Extremely Intelligent

2) He was involved in all the process of formulation of projects and even managed thelayout of initial apple stores himelf.

3) Steve Jobs was quick to build new products like Mac computer but he did not respect

his colleagues and as a result his team seldom had members being repeated.

4) Jobs raised the issue of firing Scully because ofhis overwhelming competitive instinctsbut in turn got him fired.

5) After refusal to go ahead withMac computer, Steve Jobs created an own cabin with apirate flag on it and asked for an independent division, whichhe was granted.

Afterh

e joined Apple again,h

e became more matured andh

idh

is private life. So it is difficult to judgewhetherhe did improve himself or not and ifhe did then what were the steps involved. But it is

interesting to see similar type of concepts arising, reading the article of Abrasive Personality I think I can

carefully take a stand as it is a requirement for Level 4 leadership.

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1

References:

1) Good To Great: Jim Collin

2) UTV Bloomberg Documentary on Steve Jobs

1Page:20, Good To Great. The Diagram has been adapted and theconcept of Abrasive personality has been

added.

Level-5:Executive

Level-4:

Effective Leader

Level-3: CompetentManager

Level-2: Contributing TeamMember

Le

ve

l-1: Highly Capable

Individual

Abrasive Personality

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Lecture: 4Topics Covered:

y Transactional Analysisy Myers-Briggs Type Indicator

Observations:

My scores in transactional analysis were different in the test because I had undergone this

test once. So this did not fascinate me much. The other test given to which was the MBT indicator, which

showed our personality type. MY personality came out to be ESTJ. I observed a pattern in how the test

emerged and tried to gauge the conclusions, some of the guys and girls were always late in outings and

did not confirm till the last moment, these are the same people who got the personality type as perceived,

so I realized that with these people there is not point to plan anything and that is why many a times it lead

to conflicts because I was a Judgmental personality.

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Lecture 5)Topics Covered:

y Perceptiony Attribution

Observations:

After learning this chapter, I tried to analyze the reason for the perception of my FW guide

Mrs. Kajli Mukherjee towards me. I tried to apply the attribution theory to gauge the reasons forher

judgment towards me as an inefficient individual. She did not take into account whether the factors could

be internal or external. I tried to analyze her on the basis of attribution theory:

Distinctivness: She came late to work, responded me not to come to office and send me mails on

Saturday and Sunday. This shows that she was very unorganized. (LOW)

Consensus: Not everyones feedback can be taken, but Noopal Sharma who had gone to the same

organization for the Fieldwork also reported that Ms. Mukherjee burdened her with too much work and

did not guide much and also reprimanded her. So, I was also reacting the same way as Noopal did by

informing my FieldWork guide about the behavior. (HIGH)

Consistency: She did not provide any feedback on any submission to me but criticized me and did not

give me some strong points to improve. So there was low consistency in terms of not taking me seriously

in FW by my guide. (LOW)

This points out that there was some external reason forher behavior and it could have been that she was

not prepared for a FW intern and was demanding too much without a proper structure which was leading

to a chaotic situation.

Biases in Her Behavior

1) Selective Perception: She was seeing my works and responsibilities only from the organization point

of view and did not listen to my reservations and termed them as excuses.

2) Stereotyping: She judged me on the basis of being a Fresher, without informing me as to what to do

properly she said, I never wanted fresher as interns. So it was in a sense stereotyping that affected her

perception about me.

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Lecture 6)Topics Covered

y Attitudes & Values

During my FieldWork, I decided to apply organizational behavior in all aspects. I tried to see why my

attitude was negative towards my guide in the organization. Applying the ABC model, I came through the

following conclusion:

1) Cognitive: My guide reprimanded my each and every work and pointed mistakes. These mistakes were

trivial and no guidance was given as to how to improve the quality of the work. She emphasized more on

copy pasting the solutions rather than spending time to actually arriving on it.

2) Affective: I do not like my guide; my previous guide ensured that I learnt something every day.

3) Behavioral: I made a complaint of my FW supervisor to the faculties and my enthusiasm for FW also

died down.

These three components collectively combined together to form a negative attitude about my Field Work

Organization

.

NegativeAttitude

Behavioral

Affective

Cognitive

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Assignment Questions:

Q-1) List three values held in high regard by your family. Are these practiced? If not, why not? What is

the effect?

Ans-1) The following three values are kept in high regard by my family:

y Wearing A Sacred Thready Eating only Vegetarian Foody Marrying In The Same Caste

1) Wearing A Sacred Thread: This value is not followed by the third generation of the family. Mainly

because of the living style and the fast paced life in metro cities. As a result the traditions that have to be

carried out daily have been forgotten and the culture of prayers is finished.

2) Eating Only Vegetarian Food: This practice is still widely followed in the family.

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3) Marrying In The Same Caste: This is a value that is more out of social pressure and due to the fear of

being boycotted from the society. So, this value is still adopted by the generation.

Q-2) Interview two managers in your FW organization to find out their three most important values.

Also discuss whether their organization gives them opportunities to practice those values?

Ans-2) Mr. Ravindra Hirejagner: The three most important values listed by Mr. Ravindra were as follows:

y TeamWorky Transparencyy TimeManagement

TeamWork: The team of accounts and human resource management sat on the same floor to improve

the cross functional understanding of teams and increase cooperation among them.

Transparency: A record of every deal with vendors is made and no gifts in any what so ever form are

accepted to maintain the transparency in organization.

Time Management: There is a strong focus on time management and any individual missing the

commitmenthas to face punis

hment for it.

Mrs. Kajli Mukherjee: The three most important values listed by Mrs. Kajli were as follows

y Transparencyy Qualityy Customer Focus

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Transparency: A record of every deal with vendors is made and no gifts in any what so ever form are

accepted to maintain the transparency in organization.

Quality: Each and every process is properly monitored and proper audits are in place to ensure that the

products are ofhigh quality.

Customer Focus: The customer is always kept on high focus. This is ensured throughhigh quality

products.

Q-3)Interview a manager from an organization. Find out which one value, according to him, has

helped the organization acquire its unique identity. Which two values would he like the organization to

practice?

Ans-3) Mr. Harendra Nath Shukla (Assistant General Manager, Grasim Industries Nagda): According to

him, Employee Welfare has been the single most important value of Grasim Industries. Even during the

recession of 2009, Grasim gave increment to its employees and also no Vountry Retirement Scheme hadbeen force upon employees in the past 12 years. Also, the facilities had increased and this had given

Grasim Industries a unique identity. According to Mr. Shukla, this was one of the reasons why most of

the people who joined the organization were people who had families and were above the age of 40. It

had acquired the image of being a retirement heaven. Through this image Grasim is able to leverage on

experience of individuals who join in from different places. Also, the lower rung colleges are approached

for attracting young talent which is then groomed under the experience eyes of senior players. As a result

of practices like these Aditya Birla Group (ABG) has been consistently in the top two employers in India

since 2007.

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According to Mr. Shukla the organization should practice:

1) Transparency: He saw this as the only value that Grasim should implement more. Grasim has a

major domination of Marwari jains and baniyas and hence the promotion policies are skewed and not

transparent. So he feels that employees could be more efficient when people are given promotion on the

basis of a transparent process. This will ensure that at the higher echelons of the organization only able

people are having a say.

PLJ_2011HR051

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