Assignment Cover Sheet

To be filled by the Student

Name of the Student :MOHAMMATHU ITHREES MOHAMED ISHRAQ

Name of the Institute : CEYLON CAMPUS COLOMBO Registration

No:CCA2206003 Batch No:005

Assessment Information

Qualification : Diploma in Business management

Course Code : DIBM

Assessment Title & No’s : Module Assignment of “Organizational behavior” (Assignment 7 of 1)

Learning outcomes and grading opportunities:

LO 01: Understand and completion of each task
.
Achieved Level AC1.1 AC1.2 AC1.3
LO 02: Understand the real need of a business organization
Achieved Level AC2.1 AC2.2 AC2.3 AC2.4
LO 03: Critically evaluate the given tasks
Achieved Level AC3.1 AC3.2
LO 04: Understand how to implement a chosen strategy or method
Achieved Level AC4.1 AC4.2 AC4.3

Merit and Distinction Descriptor

D. M. P. F.

Date Issued : Date Due :

Date of Submission:

Assessor : Date Assessed:

Internal Verifier (IV): Date of IV:

General Guidelines
1. A Cover page or title page – You should always attach a title page to your assignment. Use
previous page as your cover sheet and be sure to fill the details correctly.
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Important Points:
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5. If you are unable to hand in your assignment on time and have valid reasons such as illness,
you may apply (in writing) for an extension.
6. Failure to achieve at least a PASS grade will result in a REFERRAL grade being given.
7. Non-submission of work without valid reasons will lead to an automatic REFERRAL. You
will then be asked to complete an alternative assignment subjected to a penalty fee of late
submission and uncompleted work.
8. Take great care that if you use other people’s work or ideas in your assignment, you properly
reference them, using the HARVARD referencing system, in you text and any bibliography,
otherwise you may be guilty of plagiarism.
9. If you are caught plagiarizing you could have your grade reduced to A REFERRAL or at worst
you could be excluded from the course.

Report Content
1) Cover Page:
(Given 1st page – assignment Coversheet)

2) Student Declaration (find Bellow)

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 3) Title Page:
This should consist with a suitable topic for your report content. Example,
Importance of management in to the business / significant study of business
management/ Proposed Business Plan for XXXXXXXXXXX

4) Executive Summary:
Give a short summary of your assignment context and objective of submission the
report.

5) Table of Content:
Use suitable topics and sub topics for each tasks which gives the idea of the content

6) Content/ Answers for given Tasks

7) Conclusion:
Give a conclusion to your report and learning outcomes gains from the course and
explained how you can apply those learning outcomes in making your business plan.

STUDENT DECLARATION
I hereby, declare that I know what plagiarism entails, namely to use another’s work and to present it as
my own without attributing the sources in the correct way. I further understand what it means to copy
another’s work.
1. I know that plagiarism is a punishable offence because it constitutes theft.
2. I understand the plagiarism and copying policy of the Ceylon Campus Sri Lanka
3. I know what the consequences will be if I plagiaries or copy another’s work in any of the
assignments for this program.
4. I declare therefore that all work presented by me for every aspects of my program, will be my
own, and where I have made use of another’s work, I will attribute the source in the correct
way.
5. I understand that my assignment will not be considered as submitted if this document is not
attached to the attached.

Student’s Signature: …………………………… Date: 26.01.2023 …………

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 Program Diploma in Business Management
DIBMM07 Organizational Behavior
Module Assignment Consulting Report

ASSIGNMENT
The Purpose and Context
This assignment will help you to develop your understanding of the module of Organizational
Behavior and you will earn how different internal environmental factors affecting on organizational
behavior & culture impact organizational performance and people’s behavior within the company
and what will be the behavioral factors for all kinds of employees concerning their work
environment.
Assignment Instructions
Answer all task questions given in the assignment with required type of answering
Requirement
Please create a report for the top management considering that you are hired as Business
Consultant by a Local Banking Institution which looks for your services in advising in organizational
behavior, leadership & better supervision for high organizational performance of employees as well
as management context and please include the following in your consulting report.
Task 01
1. Define organizational behavior.
2. What are various factors that are considered to regulate individual behavior?
3. What are various fields that have contributed to the field of organizational behavior? Briefly
Explain.
4. Explain various components that should be taken care of while studying organizational
behavior.
Task 02
1. What do understand by the term Organizational Culture?
2. Identify key characteristics and importance of Organizational Culture.
3. Explain key 3 types of Organizational Culture within organizations.
4. Explain how you build a sustainable organizational culture within your company
Task 03
1. Identify the key motivation factors in employees’ Job
2. Briefly explain why job & Workplace satisfaction is important
3. Discuss the “Need Hierarchy Theory” by Abraham Maslow
4. Explain why “Two Factor Theory” is really workable than any other motivational theories in
today’s organizational context
Task 04
1. Define Leadership and discuss why leadership is a corner stone of managing an organization
Briefly Explain considering factors in Supply chain planning
2. Differentiate between Autocratic and Democratic Leadership styles within an organization
3. Discuss key functions of a supervisor
4. Explain your advice on Being a “Better Supervisor”
Required word count 2000-2500

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Acknowledgement
In preparation for my assignment, I had to take the help and guidance of some respected
persons, who deserve my deepest gratitude. As the completion of this assignment gave me
much pleasure, I would like to show my gratitude lecturer on Ceylon Campus Colombo for
giving me a good guideline for assignment throughout numerous consultations. I would also
like to expand my gratitude to all those who have directly and indirectly guided me in writing
this assignment.
Thank you…
M.I.M.ISHRAQ

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Table of Contents
Acknowledgement ................................................................................................................................. 5
Introduction ........................................................................................................................................... 7
Organizational Behavior ...................................................................................................................... 7
Executive Summary .............................................................................................................................. 8
Conclusion ............................................................................................................................................. 8
Task 01 ................................................................................................................................................... 9
1. Define organizational behavior. ............................................................................................... 9
Types of Organizational Behavior ............................................................................................... 9
2. What are various factors that are considered to regulate individual behavior? ............... 12
3. What are various fields that have contributed to the field of organizational behavior?
Briefly Explain. ............................................................................................................................... 13
4. Explain various components that should be taken care of while studying organizational
behavior. .......................................................................................................................................... 14
Task 02 ................................................................................................................................................. 15
1. What do understand by the term Organizational Culture?................................................ 15
2. Identify key characteristics and importance of Organizational Culture. .......................... 15
Key characteristics of organizational culture include ............................................................. 15
3. Explain key 3 types of Organizational Culture within organizations. ............................... 16
4. Explain how you build a sustainable organizational culture within your company ......... 16
Task 03 ................................................................................................................................................. 17
1. Identify the key motivation factors in employees’ Job ........................................................ 17
2. Briefly explain why job & Workplace satisfaction is important ........................................ 18
3. Discuss the “Need Hierarchy Theory” by Abraham Maslow ............................................. 19
What is a Hierarchy? .................................................................................................................. 19
4. Explain why “Two Factor Theory” is really workable than any other motivational
theories in today’s organizational context .................................................................................... 22
Task 04 ................................................................................................................................................. 22
1. Define Leadership and discuss why leadership is a corner stone of managing an
organization briefly Explain considering factors in Supply chain planning ............................. 22
2. Differentiate between Autocratic and Democratic Leadership styles within an
organization ..................................................................................................................................... 23
3. Discuss key functions of a supervisor .................................................................................... 23
4. Explain your advice on being a “Better Supervisor” ........................................................... 24
References ............................................................................................................................................ 25

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Table of Figures
Figure 1 Maslow’s Need Hierarchy Theory of Motivation ............................................................. 19

Introduction
Organizational behavior, leadership, and supervision strategies are essential to the success of
any modern business. In the banking industry, these strategies are especially critical, as banks
must be able to effectively manage their employees and operations in order to remain
competitive. This report is intended to provide a local banking institution with a review of the
current organizational context and an actionable plan to improve employee and management
performance through the implementation of organizational behavior, leadership, and
supervision strategies.

Organizational Behavior
Organizational behavior is a key factor in the success of any organization. The Local Banking
Institution has a number of organizational behavior issues, including a lack of clear roles and
responsibilities, a lack of communication between departments, and a lack of accountability.
In order to improve organizational behavior, the bank must develop a clear and consistent
organizational structure, foster communication and collaboration between departments, and
ensure that everyone is held accountable for their actions. To improve organizational behavior,
I recommend implementing the following strategies:

1. Establish clear goals and expectations. Setting specific goals and expectations for
employees is essential to ensuring that everyone is on the same page and working towards
a common goal.

2. Promote an inclusive work environment. Encouraging a culture of inclusion and respect

between all members of the organization can help foster healthy working relationships and
a sense of unity among the staff.

3. Encourage open communication. Open communication between management and

employees is key to fostering an environment of trust and understanding.

4. Reward employees for good performance. Rewarding employees for their good work can
help to motivate and encourage them to continue to strive for excellence.

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5. Leadership is an important factor in any organization. Effective leadership can help ensure
that employees are motivated and productive. I will provide advice on how to develop
strong leadership and how to create a culture of respect and cooperation.

6. Supervision is essential for any organization to ensure that employees are productive and
effective. I will provide advice on how to develop effective supervision strategies and how
to create a culture of accountability and trust.

Executive Summary
This report has been prepared as a Business Consultant for a Local Banking Institution. It
focuses on organizational behavior, leadership and supervision as key areas for improving the
performance of employees and management. The report outlines the current state of the bank,
identifies and evaluates organizational behavior, leadership and supervision issues, and
provides recommendations and strategies for improvement. Background The Local Banking
Institution is a well-established financial institution that has been in operation for over 50 years.
It has an extensive customer base and a strong reputation in the community. However, the bank
is facing several challenges, including a lack of organizational structure, inefficient leadership
and supervision, and low employee morale.

Conclusion
In conclusion, I believe that my advice on organizational behavior, leadership, and effective
supervision can help your local banking institution achieve high organizational performance.
Please contact me if you have any further questions or would like to discuss my advice further.

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Task 01
1. Define organizational behavior.
Organizational behavior is the study of how individuals, groups, and structures affect and are
affected by behavior within an organization. It focuses on how organizations can be managed
more effectively by understanding the behavior of employees, customers, and other
stakeholders. It examines how people interact with each other within an organizational setting,
as well as how organizational structures and cultures affect human behavior. It also looks at
how organizations can use their understanding of organizational behavior to improve decision
making, increase employee productivity, and create a successful organizational culture.

Types of Organizational Behavior

Various types of organizational behavior are as follows −

1) Autocratic Model
2) Custodial Model
3) Supportive Model
4) Collegial Model
5) System Model

1) Autocratic Model
Autocratic model is the model that is contingent upon strength, ability and legal authority. In
an autocratic organization, the owners who manage the tasks in an organization have legal
authority to manage the employees who work under them. These lower-level employees have
little control over the work outcome. Their plan and revolution are not generally welcomed, as
the key decisions are made at the top management level.

The lead principle behind this model is that management has considerable business capability
and the norm employee has equitably low levels of expertise and needs to be fully controlled
and supervised. This type of autocratic management system was common in factories during
the industrial revolution era.

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The intellectual result of the employees is vulnerable to their boss, whose power to “engage,
dismiss and sweat” is almost absolute. Employers receive less wages as they are less smart,
and their performance is also minimal, which makes them somewhat disinclined as they have
to satisfy the needs of their families and themselves. But there are some inconsistencies as
many employees do give higher performance because they would either like to achieve or have
a close conspiracy with their boss, or they have been promised a good reward, but overall, their
performance is minimal.

2) Custodial Model
To prevail over the limitation of the Autocratic model, the custodial model came into existence.
The insecurity and frustration felt by the workers under the autocratic model sometimes led to
hostility towards the boss and their families.

Custodial models try to make employees feel as if the head of the organization is caring for
their individual needs. This is frequently done through welfare packages such as healthcare,
retirement plans and other inducements.

For example, an administrator visiting various territory offices could get a company car as an
inducement.

The custodial model looks to retain quality people by providing inducements that are
meaningful to the employer. Loyalty is to the company and not discrete to company leaders.

3) Supportive Model
As stated by the expert Rensis Likert, “The leadership and other procedure of the organization
must be such as to ensure a maximum anticipation that in all interactions and all relationships
with the organization, each member will, in the light of his background, values and
expectations, view the experience as supportive, and one which construct and maintains his
sense of intimate worth and importance.”

The key feature of this model is that it depends of leadership rather than on money or power.

4) Collegial Model
The Collegial Model is a companion of the supportive model. The wordbook meaning of

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collegial is a body of persons having a common purpose. As is clear from the meaning, this
model is based upon the partnership between employees and the management.

The aim of this model is to create such a comfortable environment in the organization so that
both employees and management feel like equal contributors and thereby respect each other.
This results worker’s job satisfaction and commitment towards the organization.
5) System Model
This model is the substructure culture and team environment which consists of policies,
management, and communication. It examines the area of amalgamating an employee’s skills
into facilitating the organization. The aim of this model is to reach an argument between
employees and the organization to generate common goals.

Key Factors Affecting Organization Behavior

Following are the key factors affecting organizational behavior −
1. People
2. Organizational Structure
3. Technology
Let us check each one in detail.
1. People
We spend a lot of our working hours at work, so it is favorable if they are pleasant hours, but
that is not always the case. The people within an organization are one of the central impacts
over the overall organization behavior within a company.

The interchange between independent employees is, in fact, one of the main areas of the study
within the field of organizational behavior. Various intimate features that may affect
organizational behavior include the education level of employees, their backgrounds, abilities
and beliefs.

2. Organizational Structure
The structure of the organization refers to the organization of individuals in various roles and
the relationships between managers and employees, while others have more cooperative,
democratic systems in place.

For example, some companies have inflexible grading that define the relationship between
managers and employees, while others have more cooperative, representative systems in place.

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The number of levels in an organization also influences the company’s organizational behavior.

3. Technology
The technology has a notable impact on working relationships. Technology provides the
resources with which people work and affects the task that they perform. They cannot
accomplish work with their unarmored. The great benefit of technology is that it allows people
to do more and better work, but it also restricts people in various ways. It has cost as well as
benefits.

2. What are various factors that are considered to regulate individual

behavior?
1. Social Norms
Social norms are established rules of behavior that are shared by a group. They can be explicit
or implicit, and they can exist at the individual, family, community, or societal level. Examples
of social norms include respecting elders, being polite, and following laws.

2. Personal Values
Personal values are individual beliefs that a person holds to be true. They shape an individual's
behavior and determine how they interact with others. Examples of personal values include
honesty, loyalty, and generosity.

3. Cultural Influences
Cultural influences are the customs, beliefs, and values that are shared by a particular society.
These influences can shape an individual's behavior, as well as the way they view and interact
with the world around them. Examples of cultural influences include religious beliefs,
language, and social customs.

4. Psychological Factors
Psychological factors refer to the mental processes that influence an individual's behavior.
These can include emotions, thoughts, motivations, and reactions to various stimuli. Examples
of psychological factors include fear, anxiety, and curiosity.

5. Biological Factors
Biological factors refer to the physical processes that influence an individual's behavior. These
can include hormones, genetics, and neurological activity. Examples of biological factors

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include hunger.

3. What are various fields that have contributed to the field of

organizational behavior? Briefly Explain.
Organizational behavior is an interdisciplinary field that studies how individuals, groups, and
organizations interact and how their behavior affects an organization's performance. It has been
influenced by several different fields, including:

1. Psychology
Psychology looks at how individuals think and behave in various situations, and how those
behaviors affect their work performance. This is particularly important for understanding
individual motivation, decision-making, and leadership.

2. Sociology
Sociology looks at the way individuals and groups interact within an organization, as well as
how larger social and cultural forces can affect organizational behavior.

3. Anthropology
Anthropology looks at how organizations and cultures interact, and how an individual's culture
can impact their behavior and performance in an organization.

4. Economics
Economics looks at how organizations make decisions and allocate resources, as well as how
economic factors can affect an organization's success.

5. Management
Management looks at how organizations are structured and managed, as well as how different
management styles can affect organizational effectiveness. 6. Political Science: Political
science looks at how organizations are influenced by political forces, and how different
political systems can shape an organization's behavior.

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4. Explain various components that should be taken care of while studying
organizational behavior.
1) Leadership
The study of organizational behavior should include an understanding of the qualities and
behaviors of effective leadership, as well as the impact these have on organizational
performance.

2) Communication
Communication is essential in any organization, and the study of organizational behavior
should consider how different forms of communication influence employee performance and
productivity.

3) Motivation
A key component of organizational behavior is motivation. Understanding how different types
of rewards and incentives can motivate employees is essential to creating a positive work
environment and increasing productivity

4) Group Dynamics
Studying organizational behavior should also include an understanding of group dynamics and
how different types of teams impact productivity and performance.

5) Culture
The culture of an organization plays a large role in determining its success or failure.
Examining an organization’s culture, its values, and its norms can provide valuable insight into
how decisions are made and how effectively the organization functions.

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Task 02
1. What do understand by the term Organizational Culture?
Organizational Culture is a system of shared assumptions, values, and beliefs that guide the
behavior of people in an organization. It includes the organization’s expectations, experiences,
philosophy, and values that hold it together, and is expressed in its self-image, inner workings,
interactions with the outside world, and future expectations. It is also the pattern of such
collective behaviors and assumptions that are taught to new organizational members as a way
of perceiving, and even thinking and feeling.

2. Identify key characteristics and importance of Organizational Culture.

Organizational culture is the set of shared values, beliefs, and norms that define an
organization’s environment and guide its behavior. It is the foundation on which all other
aspects of the organization are built.

Key characteristics of organizational culture include

1. Shared Values
Shared values are the beliefs, attitudes, and principles that define the organization’s identity
and guide its behavior. They provide a sense of purpose and direction for everyone in the
organization.

2. Communication
Communication is the basis of any successful organization. It is important for members of the
organization to be able to communicate effectively with each other.

3. Diversity
Diversity is an important characteristic of organizational culture. It promotes creativity and
innovation, and helps create a sense of inclusion within the organization.

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4. Adaptability
Organizations need to be able to adapt to changing conditions and trends in order to stay
competitive. A culture that is open to change and innovation is key to success.

5. Innovation
Innovation is essential for staying ahead of the competition. Organizations need to encourage
creativity, risk-taking and experimentation in order to stay competitive.

The importance of organizational culture cannot be overstated. It is the foundation of an

organization’s success and impacts every aspect of business, from recruitment and employee.

3. Explain key 3 types of Organizational Culture within organizations.

1. Clan Culture
A clan culture is characterized by strong relationships between employees, emphasizing loyalty
and collaboration. This type of culture is based on trust and respect, and employees feel a strong
sense of belonging. The focus is on collective decision-making and problem-solving, with
employees working together to reach a common goal.

2. Adhocracy Culture
An adhocracy culture is geared towards innovation and risk-taking. This type of culture focuses
on agility and adaptability, giving employees the freedom to experiment and try new things.
This culture encourages collaboration and out-of-the-box thinking, and rewards employees for
their creativity.

3. Hierarchy Culture
A hierarchy culture is based on a system of power and control. This type of culture is
characterized by a top-down approach, with decisions being made by higher-level executives
and then cascaded down the chain of command. This culture encourages employees to follow
the rules and regulations set by the organization, and fosters a sense of loyalty and obedience.

4. Explain how you build a sustainable organizational culture within your

company
Building a sustainability culture means integrating sustainability into everyday decisions,
overall company purpose, and strategies, and making sustainability part of daily activities.
Moreover, a sustainable organization should encourage a culture that rewards initiatives,
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action, and commitments to sustainability.

1. Establish Core Values

Establish a set of core values that reflects the company’s mission and vision, and that all
employees should strive to embody. Core values should be discussed and reinforced regularly
to ensure they remain relevant and meaningful.

2. Promote Open Communication

Encourage open and honest communication between employees and management. This
promotes trust and understanding between all members of the organization, and allows for
constructive feedback and ideas to be shared.

3. Hire for Fit

Hire employees who demonstrate that they value the same core values as the company, and
who are committed to the company’s mission and vision.

4. Foster Teamwork
Foster an environment of collaboration and teamwork among employees. This encourages a
sense of unity and helps employees feel like they are part of something bigger.

5. Recognize Contributions
Recognize and reward employees for their hard work and contributions. This encourages
employees to continue to strive for excellence and demonstrates the value the company places
on its employees.

Task 03
1. Identify the key motivation factors in employees’ Job
Motivation is the reason that drives all of our actions. An individual expects that if they behave
a certain way or perform certain tasks, they will achieve their desired outcome.

In the workplace, this outcome, as long as it’s positive, is the driver that can impact if and how
the tasks given to employees are performed. The key to reaching the best possible results lies
in being able to identify the factors that drive each individual in a workforce.

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It’s crucial that apart from considering that the final outcome is worthwhile, employees also
believe that they are capable of performing the task that’s expected of them. If the targets or
goals seem unachievable from their perspective, it is unlikely they’ll feel motivated which in
return will lead to lower performance.

This is why being able to identify the main factors that drive an employee is a first and most
important step on the way to increasing performance.
1. Compensation and Benefits
Employees want to be fairly compensated for their work and have access to benefits that meet
their needs.

2. Job Security
Employees want to feel secure in their job and know that their employer is committed to their
long-term success.

3. Growth and Development Opportunities

Employees want opportunities to learn and develop new skills.

4. Work-Life Balance
Employees want to be able to have a healthy balance between their work and personal life.

5. Recognition and Appreciation

Employees want to feel valued and appreciated for their efforts.

2. Briefly explain why job & Workplace satisfaction is important

Job and workplace satisfaction is important because it contributes to overall employee morale
and productivity. When employees feel satisfied and fulfilled in their work, they are more likely
to be motivated and committed to their job, which leads to increased productivity and better
performance. Additionally, higher job satisfaction can lead to better customer service and a
healthier, more positive work environment. Finally, job satisfaction can have a positive effect
on employee retention rates, which can help to reduce turnover and improve the quality of the
workforce.

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3. Discuss the “Need Hierarchy Theory” by Abraham Maslow
What is a Hierarchy?
A hierarchy is a system of organizing entities into different ranks or levels of importance.
‘The hierarchy of needs’ refers to the concept of sequence of particular needs given by
Abraham Maslow.

Maslow’s Need Hierarchy Theory of Motivation

Abraham Maslow developed the theory of hierarchy of needs. It suggests that individual needs
exist in a hierarchy consisting of –
1. Physiological needs
2. Security needs
3. Belongingness needs
4. Esteem needs
5. Self-actualization needs.
Eventually, Maslow structured these needs into a pyramid form, thus, building a hierarchy. The
hierarchy flows from bottom to top.

Figure 1 Maslow’s Need Hierarchy Theory of Motivation

1. Physiological Needs
These include the most basic needs that are vital to survival. Such as the need for water, air,
food and sleep. Maslow believed that these needs are the most basic and instinctive needs in
the hierarchy. In fact, all needs become secondary until an individual meets these physiological
needs.
A. Homeostasis
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B. Food
C. Water
D. Sleep
E. Warmth
F. Sex
Until and unless a person satisfies these needs, his / her body cannot function optimally.
Moreover, a person cannot fully move on to the next level of needs without fulfilling the
primary needs. For example, an individual may find it difficult to focus on his job / studies due
to inadequate sleep.
2. Security Needs
These include needs for safety and security. Security needs are important for survival, but they
are not as demanding as the physiological needs.
A. Steady employment
B. financial security
C. Emotional security
D. Overall wellbeing
E. Health insurance
F. Safe neighborhoods
G. Shelter from the environment.
Neglect of these needs cause post-traumatic stress.

3. Social Needs
These include needs for belonging, love and affection. Maslow considered these needs to be
less basic than physiological and security needs.
A. Friendships
B. Romantic attachments
C. Families
D. Companionship
E. Acceptance
F. Community
People deprived of these needs often suffer from anxiety and depression. In addition, lack of
affection and belongingness may lead to increased violence and crime.

4. Esteem Needs
After the first three needs have been satisfied, esteem needs becomes increasingly important.

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Esteem needs signify our place in the community. Hence, a person must fulfill these needs to
feel confident and competent.
A. Personal worth
B. Social recognition
C. Sense of accomplishment
D. Freedom & Independence
E. Attention
F. Competence
G. Self – Confidence
Lack of self-esteem may cause anxiety and depression. It induces insecurities and self-
sabotage.

5. Self-actualizing Needs
Self – actualization refers to the need of achieving one’s full potential. This is the highest level
of Maslow’s Need Hierarchy Theory of Motivation Therefore, it is believed that once a person
has completely entered the spectrum of self – actualization, the other needs do not have much
value.
A. Self-aware
B. Concerned with personal growth
C. Less concerned with the opinions of others
D. Interested fulfilling their potential
E. Parenting
F. Pursuing a goal
G. Utilizing talents and abilities
H. Seeking happiness

Maslow recognized that an employee’s behavior is motivated simultaneously by several need

levels. However, behavior is motivated mostly by the lowest unsatisfied need at the time. Thus,
as the person satisfies a lower-level need, the next higher need in the hierarchy becomes the
primary motivator. Therefore, this concept is known as the satisfaction-progression process.

Even if a person is unable to satisfy a higher need, he or she will be motivated by it until it is
eventually satisfied. Physiological needs are initially the most important, and people are
motivated to satisfy them first. Further, as they become gratified, safety needs emerge as the
strongest motivator. Consequently, as safety needs are satisfied, belongingness needs become

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most important, and so forth.

However, the exception to the satisfaction-progression process is self-actualization. As people

experience self-actualization, they desire more rather than less of this need.
(Niwlikar, B. (2022)

4. Explain why “Two Factor Theory” is really workable than any other
motivational theories in today’s organizational context
Two Factor Theory is a highly workable motivational theory in today's organizational context
because it takes into account both intrinsic and extrinsic factors which influence employee
motivation. It states that job satisfaction and motivation are determined by two factors: hygiene
factors and motivator factors. Hygiene factors are extrinsic factors such as working conditions,
salary, benefits, and job security, while motivator factors are intrinsic factors such as
recognition, responsibility, and personal growth.

The theory emphasizes the importance of address both factors in order to achieve maximum
employee motivation. This is highly relevant in today's organizational context, where it is
important for companies to create an environment that provides both satisfaction and
motivation for employees.

Task 04
1. Define Leadership and discuss why leadership is a corner stone of
managing an organization briefly Explain considering factors in Supply
chain planning
Leadership is the art of motivating and inspiring people to work together to achieve a common
goal. It involves creating a vision, setting direction, and motivating people to follow that vision.
Leadership is a cornerstone of managing an organization because it sets the tone for how the
organization works and how it will achieve its goals. It also helps to create a culture of
collaboration, innovation, and trust.

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Considering factors in supply chain planning involve assessing the current environment,
including customer expectations, competitive landscape, supplier relationships, and market
trends. It also involves understanding the organization’s capabilities and limitations,
developing a strategy to meet customer needs, and creating a plan to execute the strategy.
Additionally, supply chain planning requires considering cost-effectiveness and sustainability,
as well as evaluating the performance of the supply chain and making necessary adjustments.

2. Differentiate between Autocratic and Democratic Leadership styles

within an organization
Autocratic Leadership
Autocratic leadership is a style of management in which one person has complete authority and
control over all decisions and operations. It is a top-down style of management in which the
leader dictates tasks, decisions, and directions to subordinates. Autocratic leaders tend to be
very directive and have a high need for control.

Democratic Leadership
Democratic leadership is a style of management that encourages participation, collaboration,
and open communication among team members. It is a participative style of management in
which the leader encourages input and feedback from team members to make decisions. In a
democratic leadership style, the leader still holds ultimate authority, but encourages
collaboration and input from team members to reach the best decision.

3. Discuss key functions of a supervisor

The supervisor's overall role is to communicate organizational needs, oversee employees'

performance, provide guidance, support, identify development needs, and manage the
reciprocal relationship between staff and the organization so that each is successful

1. Setting performance standards

Supervisors set performance standards for employees in order to measure how well they are
performing their duties and to ensure that tasks are completed in a timely manner.

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2. Training and development
Supervisors are responsible for providing training and development opportunities for their
employees. This may include offering new skills, preparing employees for promotions, and
helping them to develop their strengths and weaknesses.

3. Monitoring and evaluating performance

Supervisors must continually monitor and evaluate employee performance to ensure that
employees are meeting the standards set by the organization. This includes observing
employees on the job and providing feedback.

4. Ensuring safety
Supervisors are responsible for ensuring a safe and secure work environment. This includes
making sure that safety protocols are being followed and that the work environment is free of
hazards.

5. Dispute resolution
Supervisors are responsible for resolving disputes between employees, mediating
disagreements and providing guidance to ensure that the workplace remains a productive and
positive environment.

4. Explain your advice on being a “Better Supervisor”

Being a better supervisor requires a combination of skills, knowledge, and experience. To start,
supervisors should be prepared to effectively communicate with their employees. This means
having the ability to give clear instructions, provide feedback, and provide guidance.
Additionally, supervisors should be able to motivate their employees and foster a positive work
environment. This can be done through praise, recognition, and rewards. Supervisors should
also be able to build relationships and trust with their employees. This involves listening to
employees and taking an interest in their concerns and ideas. Finally, supervisors should be
knowledgeable about their role and competent in the tasks they are responsible for. This
includes understanding and enforcing company policies, developing job descriptions, and
evaluating employee performance.

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References
Types and goals of organizational behavior (no date) Tutorials Point. Available at:
https://www.tutorialspoint.com/types-and-goals-of-organizational-behavior#
(Accessed: January 6, 2023).

Top 9 factors that impact employee motivation: Morgan McKinley Recruitment (no date) M3S
Solutions. Available at: https://www.morganmckinley.com/hk/employers/talent-
solutions/insight/top-9-factors-impact-employee-motivation
(Accessed: January 2, 2023).

Niwlikar, B. (2022) Maslow's surprisingly interesting need hierarchy theory of motivation,

Careershodh. Available at: https://www.careershodh.com/maslows-need-hierarchy-theory-of-
motivation/
(Accessed: January 6, 2023).

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