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    Diary Financial Management

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    Bog Bog
    This document summarizes key topics covered in an organizational behavior learning diary, including team processes, group dynamics, collaboration, decision-making, problem-solving, negotiation, leading teams, and organizational structure and culture. For team processes, it discusses how teams work towards common goals but can experience process losses. It describes an exercise where some teams improved their score working collectively. For group dynamics, it outlines parameters like participation, treatment of introverts, and conformity. It analyzes the cultural success of Southwest Airlines and how copying their operational model was not enough without also copying their unique culture and policies.

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    Diary Financial Management

    Uploaded by

    Bog Bog
    26 views4 pages
    This document summarizes key topics covered in an organizational behavior learning diary, including team processes, group dynamics, collaboration, decision-making, problem-solving, negotiation, leading teams, and organizational structure and culture. For team processes, it discusses how teams work towards common goals but can experience process losses. It describes an exercise where some teams improved their score working collectively. For group dynamics, it outlines parameters like participation, treatment of introverts, and conformity. It analyzes the cultural success of Southwest Airlines and how copying their operational model was not enough without also copying their unique culture and policies.

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    This document summarizes key topics covered in an organizational behavior learning diary, including team processes, group dynamics, collaboration, decision-making, problem-solving, negotiation, leading teams, and organizational structure and culture. For team processes, it discusses how teams work towards common goals but can experience process losses. It describes an exercise where some teams improved their score working collectively. For group dynamics, it outlines parameters like participation, treatment of introverts, and conformity. It analyzes the cultural success of Southwest Airlines and how copying their operational model was not enough without also copying their unique culture and policies.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    26 views4 pages

    Diary Financial Management

    Uploaded by

    Bog Bog
    This document summarizes key topics covered in an organizational behavior learning diary, including team processes, group dynamics, collaboration, decision-making, problem-solving, negotiation, leading teams, and organizational structure and culture. For team processes, it discusses how teams work towards common goals but can experience process losses. It describes an exercise where some teams improved their score working collectively. For group dynamics, it outlines parameters like participation, treatment of introverts, and conformity. It analyzes the cultural success of Southwest Airlines and how copying their operational model was not enough without also copying their unique culture and policies.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 4

    OB II – LEARNING DIARY

    (ROLL NO CCBMDO/20-21/A50: VIRENDRA SINGH RATHORE)

    Team Processes

    In the discussion and exercise, team process was learnt by understanding how team members
    work to carry out the task assigned for achieving the common goals and how teams can be
    useful for the members to grow, develop, and improve also known as process gains.
    Similarly, Process loss is also a factor to consider wherein we were unable to get the desired
    output from the teams. Discussion was also focused around disadvantages from teams and
    how/why teams could fail. These included reason like – social loafing, formation of
    subgroups and pushing separate agenda, introvert members and other distractions from the
    environment.
    An exercise was conducted in the class for a stranded boat and as a team had to decide the
    priorities. Data was initially taken in individual capacity and thereafter collectively as a team
    and was compared to the solution given by the case setter. Some teams improved the score
    while others had better score as individuals than the teams. Tuckman’s 5 stage theory of
    group development was also understood with help of this exercise, and we also realized that
    certain times some stages can be omitted.

    Group/Team Dynamics

    Team dynamics with understood based parameters-


     Level of participation at different stages of the activity and its effect
     Rate of participation – active/passive/ mixed
     Treatment of Introvert team members
     Domination
     Influence
     Cohesiveness – Interruptions and reasons
     Conflict Management
     Competitiveness
    Effects of group behavior on personal behavior was also discussed. It was clearly
    demonstrated how a person’s behavior change can to comply with the group behavior without
    any suggestions to do so (conformity). In case of ambiguity, people tend to follow others due
    to lack of confidence/ clarity and believe that it is the right way of dealing with the particular
    situation. Normative Social Influence was demonstrated with the help of example wherein
    individual went on to give out incorrect assessment after observing the group reaction.
    Concept of Social Loafing in a group was also discussed with regards to freeloaders in a
    group who tend to not work while rest of the group is working anyways. Hawthorne studies
    were studied to see how group norms/influences/standards affects behavior it takes
    precedence over money as well in terms of influence.
    Collaboration
    With the help of Pay Off matrix exercise collaboration benefits were understood in
    teamwork. The class was divided into groups and further led by a larger group to discuss
    strategy they to be adopted for payoff matrix. In the exercise collaboration skills were put to
    test. Ultimately there were scenarios in which teams lost individually however as larger
    groups prevailed.
    During the discussions the importance of anticipating competitor’s moves planning
    accordingly was aptly brought out. Additionally, role of incentives to encourage teams and
    individuals to achieve aims was discussed. Importance of clear communication and its impact
    was also discussed.

    Decision Making Process


    In the discussions we tried to understand decision making process and learnt about advocacy
    orientation and inquiry orientation. Advocacy orientation, is a process of decision making
    wherein there is no acceptance of fresh ideas and are wedded to our own ideas and dissenters
    are suppressed any gaps in the information that someone is trying to bring up are pushed
    down are not encouraged. Inquiry orientation is opposite to what advocacy orientation is
    where the aim is to arrive at best possible solution, and views and opinions of team members
    are encouraged.
    Measures to promote inquiry orientation by building psychologically safe workplace were
    discussed. Safe workplaces encourage people to speak up without the fear of being targeted
    which leads to better decisions.

    Problem Solving & Negotiation

    We tried to understand about Problem solving with remarkably interesting discussions.


    We learned that problem one way / approach of solving a problem is to understand what the
    interests of both the parties are. We did an interesting exercise on this where two interested
    parties discussed/negotiated for Black Melons. Hello there were many lessons brought out
    from this exercise and the big simple solution was both the parties wanted different parts of
    the black melon but only a few tried to understand and ask the opposite party what they
    wanted. Many parties couldn't come to a decision and decided to altogether not go through
    with the deal while the simple solution would have been to ask the opposite party what is it,
    they wanted with respect to the millions and what was their motivation to get the same. this
    excise not only taught us about a different approach to problem solving but also about
    negotiation and logical thinking.
    We also tried to understand this with help of graphic where in 5 different types of solutions
    where listed and on the X axis we had assertiveness while on the Y axis we had
    cooperativeness all these 5 characteristics or different types of solutions where competing
    collaborating compromising avoiding and accommodating styles of coming to a solution has
    obvious from these collaborating and competing where high on assertiveness while avoiding
    and accommodating with high on cooperativeness but loan assertiveness compromising was
    the middle ground where in one tried to find a mutually acceptable solution

    Leading Teams
    Leading teams was a subject very close to my heart as we have been doing this all our
    service lives during the course, we saw leading teams with 2 interesting case studies one was
    coach Knight and the second was coach K
    Coach Knight’s mantra was to win at all costs he was a passionate old-style coach who
    brought a lot of anger a lot of passion into his coaching he was a strict disciplinarian and he
    believed he was always right. Pushed in this manner for 36 years and his success was there to
    speak for himself ultimately his anger his stubborn became his downfall when he was fired
    from his position as the head coach after slightly violent conduct with one of the students
    whose father also happened to be a vocal critic of coach Knight. His accomplishments were
    second to none many of his students his proteges went prodigies went on to become good and
    successful coaches in the history of basketball as well.
    Coach K on the other hand was a coach who taught with his heart. His famous quote to the
    Time magazine wherein he said I believe in you; you are good, and I am there for you sums
    up his idea of coaching. he was a caring person he had family values he was a father figure to
    his students, and he was very sympathetic to his players. Surprisingly or not so surprisingly
    coach key was one of coach nights initial students at the Westpoint Academy before he left to
    teach at Indiana University.
    Despite having very good relationship with coach night and being with him for long time
    there coaching styles were starkly different for them leadership meant something else for
    coach key leadership meant to take everybody along and rules were meant to be used as per
    convenience. He proved this by rejecting a liquors $40,000,000 year offer to stay at Duke
    which was more of a family to him.

    Organizational Structure

    Have in this chapter we studied how an organizational structure is designed what are the
    reasons for designing it in a particular manner and the tools that can be used for designing the
    organizational structure. This chapter also provides us with an understanding as to how utilise
    organizational structure for better managerial decisions and managerial control.
    in this chapter we also understood different types of organizational structures namely the
    traditional ones like Functional, Divisional & Matrix. We also studied and understood the
    capabilities of Employee centric and crowd centric structures.
    Finally with this note on organizational structure we understood that that's organizational
    structures will keep evolving we will have one type or the other but having a particularly
    good organizational structure will still not guarantee that we will succeed as an organization
    because success of an organization depends on a variety of other factors that are the
    individual and collective actions.

    Organizational Analysis – A Cultural Lens


    We saw the case of Southwest Airlines to understand this concept. We saw the success of SW
    airlines and how its competitors are trying to team up against them. Any Airlines tried to
    copy SWs model of low-cost Airline, but they just faded away as they did not realize that for
    SW the actual strength was not just their Balance sheets but the people running the Airline.
    The real meat of the case is to understand the cultural revolution that SW airlines is.
    SW has always kept its employees at the centre of its operation with their directions for their
    employees being to identify with others at the company, deliver great customer service and
    have fun.
    Southwest has incredibly unique strategies and policies as compared to their rivals in the
    airline industry be it there hiring strategies beat their costing strategies beat their customer
    service, which is the best, they are always a notch higher this is evident from their
    profitability since the company had started many years back.
    To sum it up as Southwest airlines would put it the difference was not their machines but
    their hearts their souls their minds and their spirits.

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