Group Assignment on Advances in Technology

Course Code: BA-2109

Course Title: Organizational Behavior
Date of Submission: 24 February, 2022.

Submitted to: Submitted by :

S.M. Zahidur Rahman Nusrat Zahan Ritu (200307)
Professor Md Golam Jakaria (200309)
Business Administration Discipline Md Sabbir Hasan (200333)
Khulna University Jotey Akram (200342)
Khulna
2nd year 1st term
Business Administration Discipline
Khulna University
Khulna.
1. The manager of an IT department is responsible for the resources used by an
organization to manage the information that it needs in order to carry out its
mission. As for MG+BW, you can check out its mission at www.mgbwhome.com.
Given this information, try to identify and describe some of the activities that Kim
Clay performs in her current job.

Ans :
An IT managers primary responsibility is performing the overall activities of a
company regarding electronic network which helps to utilize the resources of a company
and eventually fulfills the mission and vision. She will coordinate, plan and eventually
lead all computer related activities in the organization.

As an IT manager of Mitchell Gold+ Bob Williams, Kim Clay would perform the
following tasks-

• Different structure and needs of different organization affect its IT

requirements. Some basic work for Kim Clay would be PDA’s, smartphones,
GPA based vehicle monitoring units and various electronic interfaces to
access the network and these are some basic expectations from Kim Clay’s
job.
• She further creates user accounts and grant access to software and programs
based on clearance.
• Communicating with fellow workers is also a part of her job which includes-
suggestions about technology and which software or hardware to purchase,
talking to other departments to know the needs of the business and she might
also work directly with the organizations financial and marketing department
team.
• She works for protecting the network from financially catastrophic failures
and slowdown. She also works for the network security and prevents using
virus affected software’s.
• She also protects the confidential information from outsiders and hackers.
 As an IT manager Kim Clay’s job is necessary for adjusting cost and work force
preparation of the organization or else the entire company will fall apart and the
failure of allocation of resources, lack of technological information will not let the
company to reach its goal and fulfill its vision and mission.

2. Here’s how Clay describes her former job in Customer Care: I dealt directly with our
customers at the retail level, answering questions about orders that they [had] placed with
us and that sort of thing. I had a large variety of our customers that I was directly
responsible for. Rank the importance of positive “big five” personality traits in the
performance of a job like Clay’s Customer Care job. Now do the same thing for her job as
IT manager. Do you see any interesting differences—positive traits, for example, that are
clearly more important in one job than in the other? Can you identify which positive traits
probably contribute to Clay’s adaptability in performing both jobs successfully?

Answer:
Sometimes people describe an individual having no personality, the statement is wrong
because it is not possible to have no personality. A personality consists of a person's likes and
dislikes. Since everyone has preferences and aversions, they have a personality. Personality can
also refer to identity, and every human being holds identities. When some people say such
statement, that could mean multiple things. That means that those people either did not take the
time to get to know the person well enough or did not find that person's personality attractive.
The person is too shy and does not share their thoughts and opinions. Each person
has a certain level of personalities. Firstly, this statement means that people saying
this statement are stereotyping a person in a certain way to get unfair advantages over him. This
might be really stupid but I keep seeing things on here like "no personality", but I don't
understand how someone can have "no" personality... I mean everyone has a personality. some
people are just quiet or vacuous or whatever... but that's their personality. I guess people use it as
a descriptive way of explaining what that person is like e.g., the loud one, the flirty one etc. Just
means nothing in particular really comes across. Usually just have to try a little harder with these
people. Some people can appear to have no personality when they actually do but just aren't
talkative. And some people can talk about crap but still have no personality.
3. Assess Clay’s personality in terms of each of the following traits—emotional intelligence,
locus of control, and self-efficacy. Be specific in explaining each of your assessments. Now
compare yourself to Clay: Being as honest as you can, assess yourself—at this stage of your
life and/or career—in terms of the same traits.
Ans:
Assessing Clay’s personality:
Emotional Intelligence: Emotional Intelligence or EQ is the extent to which people are
self-aware, have empathy for others, can manage their emotions and motivate themselves, and
have social skills. People with high EQ may perform better than others in jobs containing
interpersonal interactions.
We can say that Clay has high emotional intelligence. Clay's first two positions were in
consumer inquiry and customer care respectively. Both of which are of managing people, which
she did skillfully. These jobs require her to understand how others are feeling without being
explicitly told, which is called empathy. She also has to get along with others and establish
positive relationships, which is social skills. Clay continued striving in the face of barriers, even
when she had no formal knowledge on computers. That is her ability to motivate herself.
Clay has self-awareness and can manage her emotions well since she was put in a stressful
position in customer care. This position required a lot of complex work and demanded more of
her ability to manage people. She did her work well and got promoted, which shows that her
stress did not interfere with her work.
Locus of Control: Locus of Control determines whether a person thinks his circumstances are
the consequences of his actions–which is internal locus of control, or if it is based on factors
outside his control –which is external locus of control.
Clay has an internal locus of control. In her position as managing B2B relations, Class was
responsible for resolving complex issues in handling customer orders. She believed success
depends on hard work since she continued improving her skills of computers, even when she had
no formal training in computers. Thus, she had an internal locus of control.
Self-efficacy: Self-efficacy is a person's confidence in themselves that they can perform the task
they're assigned with. Someone with High self-efficacy means they believe they can perform
well on their task while low self-efficacy means they doubt themselves in their ability to perform
a task.
We can say that Clay has high self-efficacy. As the VP of human resources have stated,
"You know that if Kim was given an assignment or project, she would make it happen". Even
though she never worked with computers, she excelled at her job at IT. We can say that because
Clay has high self-efficacy, she had confidence in herself that she could do the job.
Comparing Myself to Clay:
Emotional intelligence: I believe I have moderate emotional intelligence or EQ at this stage of
life. I can motivate myself and manage my emotions. I believe I am empathetic and have good
self-awareness. But I do not have great social skills, which Clay has a lot of.
Locus of Control: I believe I have an internal locus of control like Clay. If I fail on a project, I
believe it is primarily because of my unpreparedness.
Self-Efficacy: Clay has high self-efficacy which means she has confidence in her ability to
perform a task. I believe I have low self-efficacy and do not have as much confidence.

4.Describe the approach of MG+BW managers in dealing with the following work-related
attitudes_ job satisfaction, organizational commitment, and affectivity.
Answer:
MG+BW is a furniture company and Kim Clay is the manager of this company. She is
a good example of job satisfaction, organizational commitment, and affectivity. She began her
tenure at the company as Clay participated in the Customer Inquiry Department, which uses her
telephone technology to handle customer inquiries. She also needed telephone skills for her next
position. However, the order calling, tracking, shipping, and billing processes were all primarily
technology-driven, and her ability to use that technology was key to the final changes and job
improvements of the company’s directors. Clay had no formal computer training, but was familiar
with the informal learning curve that accompanies her work. She was very enthusiastic about using
computer technology and wanted to make a difference in the company through the process. She
was assigned to the company’s IT department as a specialist and is now responsible for the
department. From her steps, Clay tried to make further changes to the process for her job
satisfaction and company profits, and ultimately succeeded. In this way, she became a role model
for work satisfaction. Also, the fact that she worked with gratitude for the organization shows her
commitment to the organization. Clay’s IT work plays an important role in technology in
supporting internal and external activities. This is how Clay’s work has a positive impact on the
company.