I. How do you analyzı Gayani's situation in relation to job stress and conflicts you have learnt?

It sounds like Gayani and Upesh are facing a lot of challenges in balancing their work, family life, and
pursuing their MBA program. It's not uncommon for individuals in dual career situations to feel
overwhelmed and struggle to find a balance.

In Gayani's case, she mentioned feeling like she is missing something in both her family and work life.
This feeling of missing out or losing a competitive edge is understandable, given the demands of her
career and the MBA program. It's important for Gayani to remember that it's okay to feel this way and
that many people experience similar challenges.

Finding a balance between work, family, and personal goals can be difficult, but it's not impossible. It
may require some adjustments and prioritization. Gayani could try discussing her concerns with her
supervisor or seeking advice from mentors or support networks. They may be able to provide guidance
on managing time, setting boundaries, and finding ways to alleviate stress.

It's also important for Gayani and Upesh to communicate openly with each other about their challenges
and expectations. By working together as a team, they can support each other and find ways to share
responsibilities and make time for their relationship.

Remember, it's normal to question and reflect on life's challenges. It's a journey of growth and learning.
With time, patience, and support, Gayani and Upesh can find a way to navigate this busy period in their
lives and find fulfillment in both their careers and personal lives.

II. Gayani is now wordering whether she can get rid of the horrible life she was subject to. Therefore,
skeis keen to know how you could access her situation and what suggestions that you could offer. Explain
the rneaningful coping strategies that Gayani could empǝy to cope with her current situation. Your
suggestions should be addressed to ler multiple roles that she performs

Hey Gayani! I hear that you're looking for suggestions on coping with your current situation and multiple
roles. It's great that you're seeking ways to improve your life. Coping strategies can be really helpful in
managing stress and finding balance.

One strategy you could try is prioritizing and setting boundaries. Identify what's most important to you
and focus your time and energy on those areas. It's okay to say no to things that don't align with your
priorities.

Another strategy is practicing self-care. Take time for yourself, whether it's through exercise, hobbies, or
simply relaxing. Self-care is essential for recharging and maintaining your well-being.

Additionally, seeking support from others can make a big difference. Talk to your loved ones or join
support groups where you can share your experiences and receive advice and encouragement.

Remember, it's important to be kind to yourself and not strive for perfection. Celebrate your
accomplishments, no matter how small, and be patient with yourself as you navigate your multiple roles.

I hope these suggestions help, Gayani! You've got this!

III. Explain the mpact of Gayani's current situation to the work attitudes, behaviors and outcomes Happy
ife Insurance.

Hey there! It seems like you're interested in understanding the impact of Gayani's current situation on
her work attitudes, behaviors, and outcomes at Happy Life Insurance.

When someone is dealing with a challenging personal situation, it can definitely have an impact on their
work life. If Gayani is feeling overwhelmed or stressed, it may affect her work attitudes, such as
motivation and engagement. She might find it harder to stay focused or feel less satisfied with her job.

In terms of behaviors, Gayani might experience difficulty in maintaining work-life balance, leading to
potential burnout or decreased productivity. She may also find it challenging to meet deadlines or
handle additional responsibilities due to the demands of her personal life.

As for outcomes, Gayani's current situation could potentially lead to decreased performance or quality of
work. It's important for Happy Life Insurance to be understanding and supportive during this time, as it
can impact overall team dynamics and morale.

To help address these challenges, it would be beneficial for Gayani to communicate openly with her
supervisor or HR department about her situation. This can create an opportunity for potential
accommodations or support systems to be put in place, allowing Gayani to navigate her work
responsibilities more effectively.

Remember, everyone goes through difficult times, and it's important for organizations to foster a
supportive and understanding environment. By providing resources and flexibility, Happy Life Insurance
can help employees like Gayani navigate their personal challenges while still maintaining a positive work
experience.

03 The majority of Sri Lankan employees are unwilling to change their attitudes is a common opinion of
some people. What are the barriers that can prevent employees from changing their attitudes and what
are the strategies managers can use to change the employees' negative attitudes.

That's an interesting point, and it's true that some people may believe that the majority of Sri Lankan
employees are unwilling to change their attitudes. When it comes to changing attitudes, there can be
various barriers that employees might face. Some common barriers include:

1. Resistance to change: People often feel comfortable with their existing attitudes and may resist
changing them, especially if they perceive it as a threat to their identity or beliefs.

2. Lack of awareness: Employees may not be aware of the need to change their attitudes or the potential
benefits that can come from it.

3. Fear of the unknown: Changing attitudes can be intimidating, as it involves stepping out of one's
comfort zone and embracing new perspectives.

To help employees overcome these barriers and change their negative attitudes, managers can
implement a few strategies:
1. Communication and education: Managers can engage in open and transparent communication to
explain the reasons for the change and the benefits it can bring. Providing education and information
about the importance of positive attitudes can also help employees understand the value of change.

2. Leading by example: Managers can set a positive example by exhibiting the desired attitudes
themselves. When employees see their leaders embracing change and displaying positive attitudes, it
can inspire them to follow suit.

3. Providing support and resources: Managers can offer support to employees throughout the change
process. This can include providing training, resources, and opportunities for employees to develop new
skills and perspectives.

4. Encouraging employee involvement: Involving employees in decision-making processes and seeking

their input can make them feel valued and more willing to embrace change. This participatory approach
can foster a sense of ownership and commitment to the new attitudes.

Remember, changing attitudes takes time and effort. It's important for managers to be patient,
understanding, and supportive throughout the process. By addressing the barriers and implementing
these strategies, managers can create a positive environment that encourages employees to change
their attitudes and embrace new perspectives.

II. Managers should increase their employees' job satisfaction because this work related attitude greatly
influences the behavior in an organization. Briefly explain the major factors influencing job satisfaction
and the outcomes of job satisfaction.

Absolutely! Increasing job satisfaction among employees is crucial because it greatly influences their
behavior within an organization. There are several factors that can impact job satisfaction:

1. Work environment: A positive and supportive work environment, including factors like good
relationships with colleagues, fair treatment, and a healthy work-life balance, can contribute to higher
job satisfaction.

2. Compensation and benefits: Fair and competitive compensation, along with benefits such as health
insurance, retirement plans, and paid time off, can play a significant role in job satisfaction.

3. Opportunities for growth and development: Employees value opportunities to learn new skills, take on
challenging projects, and advance in their careers. When these growth opportunities are available, job
satisfaction tends to increase.

4. Recognition and rewards: Feeling appreciated and recognized for one's contributions is essential for
job satisfaction. Recognition can come in various forms, such as praise, promotions, bonuses, or awards.

5. Job autonomy: Having the freedom and flexibility to make decisions and control one's work can
enhance job satisfaction. Employees who have a sense of autonomy tend to feel more engaged and
satisfied with their jobs.

Now, let's talk about the outcomes of job satisfaction. When employees experience high job satisfaction,
it can lead to several positive outcomes:
1. Increased productivity: Satisfied employees are more likely to be motivated, engaged, and committed
to their work, resulting in higher productivity levels.

2. Improved job performance: When employees are satisfied with their jobs, they tend to perform better
and strive for excellence in their tasks and responsibilities.

3. Higher employee retention: Job satisfaction plays a significant role in employee retention. Satisfied
employees are more likely to stay with an organization, reducing turnover rates and associated costs.

4. Enhanced employee well-being: Job satisfaction contributes to overall well-being, both at work and in
personal life. Satisfied employees experience lower stress levels and higher job-related happiness.

5. Positive organizational culture: When employees are satisfied, it creates a positive work environment
and fosters a culture of collaboration, innovation, and teamwork.

By understanding and addressing the factors that influence job satisfaction, managers can create an
environment that promotes employee happiness, engagement, and overall success.

No 04. L "What people think, see, or believe about an issue or person is not always correct. People sither
knowingly or unknowingly try to find shortcuts in making judgments of others". Explain this statement
using the knowledge of perceptual errors.

You're absolutely right! What people think, see, or believe about an issue or person isn't always accurate.
Sometimes, people tend to take shortcuts when forming judgments, and this can lead to perceptual
errors. These errors occur due to various factors, such as:

1. Stereotyping: People often rely on stereotypes, which are generalizations or assumptions about a
group of people. Stereotypes can lead to biased judgments and overlook individual differences.

2. Halo effect: This occurs when a person's overall impression of someone influences their judgments
about specific traits or characteristics. For example, if someone finds a person physically attractive, they
may assume that person is also intelligent or kind.

3. Confirmation bias: People tend to seek out information that confirms their existing beliefs or
stereotypes while ignoring or downplaying contradictory evidence. This can lead to distorted judgments
based on selective perception.

4. Attribution errors: People often make attributions about the causes of others' behavior. Two common
attribution errors are fundamental attribution error (overemphasizing internal factors) and self-serving
bias (attributing success to internal factors and failure to external factors).

5. Availability heuristic: This is when people rely on readily available information or examples that come
to mind when making judgments. However, this can lead to biased judgments because easily recalled
information may not be representative of the overall reality.
It's important to be aware of these perceptual errors and strive to overcome them. By taking the time to
gather accurate and diverse information, challenging stereotypes, and considering multiple perspectives,
we can make more informed and fair judgments about others.

4 II. Workplaces in the corporate world are increasingly becoming more diverse than they were in the
past. There are a number of approaches and specific steps that can be taken to effectively manage
diversity. Discuss the individual and organizational approaches to manage the diversified workforce.

You're absolutely right! Workplaces in the corporate world are indeed becoming more diverse, and
managing this diversity effectively is crucial. There are both individual and organizational approaches
that can be taken to achieve this:

Individual Approaches:

1. Awareness and Open-mindedness: Individuals should be aware of their own biases and stereotypes
and actively work to challenge and overcome them. Being open-minded and embracing different
perspectives and cultures is key.

2. Cultural Competence: Developing cultural competence involves understanding and respecting

different cultural norms, values, and communication styles. This helps individuals navigate diverse work
environments and build strong relationships with colleagues from various backgrounds.

3. Active Listening and Empathy: Actively listening to others, seeking to understand their experiences,
and showing empathy are important for fostering inclusivity. This helps create an environment where
everyone feels heard and valued.

Organizational Approaches:

1. Diversity Training: Organizations can provide diversity training programs to educate employees about
the importance of diversity, inclusion, and cultural competence. These programs can help raise
awareness, challenge biases, and promote understanding.

2. Inclusive Policies and Practices: Implementing inclusive policies and practices, such as diverse hiring
practices, equal opportunity policies, and flexible work arrangements, can create an environment where
everyone feels valued and included.

3. Employee Resource Groups: Establishing employee resource groups or affinity groups can provide a
platform for employees from different backgrounds to come together, share experiences, and support
each other. These groups can help foster a sense of belonging and create a more inclusive workplace
culture.

By combining individual efforts with organizational support, workplaces can effectively manage diversity
and create an inclusive environment where everyone can thrive.
No. 05 L The researchers lave empirically demonstrated the importance of Psychological Capital
(@syCap) as a new capital to enhance the performance of the employees. Explain the importance of four
constructs (self confidence, hope, optimism and resilienc) of Psycap to enhance the job performance of
the employees.

Psychological Capital, or PsyCap, plays a vital role in enhancing employees' job performance. Let's
explore the importance of the four constructs of PsyCap: self-confidence, hope, optimism, and resilience.

1. Self-confidence: Having self-confidence empowers employees to believe in their abilities and

competencies. This belief positively impacts their job performance by increasing their motivation,
willingness to take on challenges, and ability to handle difficult tasks with a sense of assurance.

2. Hope: Hope fuels employees' motivation and goal-directed behavior. When employees have hope,
they maintain a positive outlook and believe that their efforts will lead to successful outcomes. This
optimism drives their persistence, resilience, and problem-solving skills, ultimately improving their job
performance.

3. Optimism: Optimism is an essential component of PsyCap. It involves having a positive mindset and
expecting favorable outcomes. Optimistic employees are more likely to approach their work with
enthusiasm, creativity, and a solution-oriented mindset. This positive perspective enhances their job
performance by increasing their productivity and ability to overcome obstacles.

4. Resilience: Resilience refers to the ability to bounce back from setbacks, adapt to change, and
maintain a positive attitude in the face of adversity. Resilient employees are better equipped to handle
stress, navigate challenges, and maintain their focus on achieving their goals. This resilience contributes
to their overall job performance by promoting persistence, problem-solving skills, and emotional well-
being.

By fostering self-confidence, hope, optimism, and resilience in employees, organizations can create a
positive work environment that enhances job performance. These constructs of PsyCap empower
employees to face challenges, remain motivated, and achieve their full potential.

II. What i Emotionl Intelligence (EI)? And why do you think El may be more important than IQ Intelligent
Quotient) for an effective manager?

Emotional Intelligence (EI) refers to the ability to recognize, understand, and manage our own emotions
and the emotions of others. It involves skills such as empathy, self-awareness, self-regulation, and social
awareness.

EI is crucial for effective managers because it allows them to build strong relationships, communicate
effectively, and lead with empathy. Here's why EI may be more important than IQ (Intelligence Quotient)
for managers:

1. Building Relationships: Managers with high EI can connect and build rapport with their team
members. They understand the emotions and needs of their employees, which helps in creating a
positive work environment, fostering trust, and promoting collaboration.
2. Effective Communication: EI enables managers to communicate effectively and empathetically. They
can adapt their communication style to different individuals, listen actively, and address conflicts
constructively. This leads to better understanding, improved teamwork, and higher employee
engagement.

3. Leadership and Influence: Managers with high EI can inspire and motivate their team members. They
understand how their actions and words impact others, and they can effectively manage and regulate
their own emotions in challenging situations. This emotional self-control allows them to lead by example
and navigate conflicts or difficult decisions with empathy and fairness.

4. Conflict Resolution: EI helps managers handle conflicts and difficult situations with sensitivity. They
can understand the underlying emotions, manage their own emotions, and facilitate constructive
conversations to resolve conflicts. This promotes a harmonious work environment and enhances team
productivity.

While IQ is important for technical skills and problem-solving, EI is crucial for interpersonal skills and
effective leadership. Managers who possess high EI can create a positive and supportive work culture,
leading to higher employee satisfaction, productivity, and overall organizational success.

No. 06 Describe different types of organizational conflicts

Sure, let's talk about different types of organizational conflicts. Here are a few common ones:

1. Interpersonal Conflict: This type of conflict occurs between individuals within an organization. It can
arise due to differences in personality, communication styles, or conflicting goals. Interpersonal conflicts
can disrupt teamwork and hinder productivity if not addressed properly.

2. Intrapersonal Conflict: Intrapersonal conflict refers to internal conflicts that individuals experience
within themselves. It can arise when individuals face difficult decisions, conflicting values, or personal
dilemmas. Intrapersonal conflicts can affect job satisfaction and performance.

3. Intergroup Conflict: Intergroup conflict occurs between different groups or departments within an
organization. It can arise due to differences in goals, resources, or power struggles. Intergroup conflicts
can lead to a lack of collaboration, communication breakdown, and reduced overall organizational
effectiveness.

4. Role Conflict: Role conflict happens when individuals face conflicting expectations or demands in their
roles within the organization. It can occur when individuals have multiple roles or when there are
unclear expectations. Role conflicts can lead to stress, job dissatisfaction, and decreased performance.

5. Organizational Conflict: Organizational conflict refers to conflicts that arise due to structural or
systemic issues within the organization. It can be related to power struggles, resource allocation, or
conflicting policies. Organizational conflicts can impact the overall functioning and effectiveness of the
organization.
It's important for organizations to address and manage conflicts effectively to maintain a healthy work
environment and promote productivity and collaboration. Different conflict resolution strategies and
techniques can be employed to resolve conflicts and foster positive relationships within the organization.

II Compare distributive and integrative bargaining approaches, (06 marks) III List factors create
organizational stress

Sure! Let's compare distributive and integrative bargaining approaches.

Distributive Bargaining:

- In distributive bargaining, the focus is on dividing a fixed amount of resources or value between parties.

- The goal is to maximize one's own gains while minimizing the other party's gains.

- It is a competitive approach where each party tries to claim as much value as possible for themselves.

- The outcome is often a win-lose situation, where one party's gain is the other party's loss.

- It can lead to strained relationships and limited long-term cooperation.

Integrative Bargaining:

- In integrative bargaining, the focus is on creating value and finding mutually beneficial solutions.

- The goal is to maximize the total value for both parties by identifying common interests and goals.

- It is a collaborative approach where parties work together to find creative solutions that meet the
needs of both sides.

- The outcome is often a win-win situation, where both parties can achieve their objectives and maintain
positive relationships.

- It promotes cooperation, trust, and long-term partnerships.

Now, let's move on to the factors that create organizational stress. Here are a few common ones:

1. Workload: Heavy workloads, excessive deadlines, and unrealistic expectations can create stress for
employees.

2. Role Ambiguity: Unclear job expectations, conflicting responsibilities, and lack of clarity in roles and
responsibilities can cause stress.

3. Lack of Control: Feeling a lack of control over one's work, decisions, or work environment can
contribute to stress.

4. Interpersonal Conflict: Conflicts with colleagues, supervisors, or subordinates can create a stressful
work environment.
5. Organizational Change: Frequent changes in organizational structure, policies, or procedures can lead
to uncertainty and stress.

6. Lack of Support: Insufficient support from supervisors or colleagues, lack of recognition, and limited
resources can contribute to stress.

7. Work-Life Imbalance: Difficulty in balancing work and personal life can result in stress and burnout.

These are just a few factors, and it's important for organizations to identify and address sources of stress
to promote employee well-being and productivity.

No. 07 1. Describe the role of organizational culture

Sure, let's talk about the role of organizational culture!Organizational culture plays a crucial role in
shaping the overall work environment and influencing employee behavior and attitudes. It can be
described as the shared values, beliefs, norms, and practices that guide the actions and interactions
within an organization. Here are some key roles of organizational culture:

1. Defines Identity: Organizational culture helps define the unique identity of a company. It sets the tone
for how employees perceive the organization and its values, and it shapes the organization's reputation
both internally and externally.

2. Shapes Behavior: Culture influences employee behavior by providing guidelines on how things are
done within the organization. It sets expectations for how employees interact with each other, make
decisions, and approach their work.

3. Drives Engagement: A strong and positive organizational culture can foster employee engagement and
commitment. When employees feel a sense of belonging and alignment with the organization's values,
they are more likely to be motivated, productive, and satisfied in their roles.

4. Supports Communication and Collaboration: Culture can facilitate effective communication and
collaboration within teams and across departments. When there is a shared understanding and common
language, it becomes easier for employees to work together, share ideas, and solve problems.

5. Attracts and Retains Talent: Organizational culture plays a significant role in attracting and retaining
top talent. A positive and inclusive culture can be a competitive advantage, as it creates an appealing
work environment and helps build a strong employer brand.

6. Shapes Decision-Making: Culture influences decision-making processes within an organization. It can

guide the criteria used to evaluate options, the level of risk tolerance, and the importance placed on
factors such as innovation, customer satisfaction, or employee well-being.

7. Supports Change and Adaptability: A strong culture can help organizations navigate change and adapt
to new circumstances. When the culture promotes flexibility, learning, and openness to new ideas, it
becomes easier for employees to embrace change and drive innovation.
I. Organizational changes are not easy because employees respond to changes in different ways. a. Do
you agreewith this idea? Justify your idea. ! b. Describe the strategies that management can take to
overcome the difficulties you mentioned.

Overall, organizational culture plays a vital role in shaping the values, behaviors, and overall success of an
organization. It sets the foundation for how work is done and how employees interact, ultimately
impacting employee satisfaction, productivity, and the organization's ability to achieve its goals.

a. Absolutely, I agree that organizational changes can be challenging because employees respond to
changes in different ways. People have different personalities, experiences, and comfort levels with
change, which can lead to varying reactions and resistance. Some employees may embrace change and
adapt quickly, while others may feel anxious, resistant, or uncertain about the changes happening in the
organization.

b. To overcome these difficulties, management can employ several strategies:

1. Effective Communication: Clear and transparent communication is crucial during times of change.
Management should provide timely and accurate information about the reasons for the change, the
expected impact, and the benefits it will bring. By addressing concerns and keeping employees informed,
management can help alleviate fears and build trust.

2. Involvement and Participation: Including employees in the change process can help increase their
engagement and ownership. Management can seek input, involve employees in decision-making, and
provide opportunities for them to contribute their ideas and suggestions. This involvement can help
employees feel valued and invested in the change.

3. Training and Support: Change often requires employees to learn new skills or adapt to new processes.
Providing comprehensive training and support can help employees feel more confident and capable
during the transition. This can include workshops, coaching, mentoring, and resources to help
employees navigate the changes effectively.

4. Recognize and Celebrate Progress: Acknowledging and celebrating milestones and achievements along
the way can boost morale and motivation. Management can publicly recognize individuals or teams who
have successfully embraced the changes and achieved positive outcomes. This recognition helps
reinforce the desired behaviors and encourages others to follow suit.

5. Address Concerns and Resistance: It's important for management to listen to employees' concerns and
address them empathetically. By understanding the reasons behind resistance, management can provide
reassurance, clarify misconceptions, and address any valid concerns. Open dialogue and feedback
channels can help create a supportive environment for employees to express their thoughts and
concerns.

6. Lead by Example: Management should lead by example and demonstrate their commitment to the
change. When employees see leaders embracing and actively supporting the changes, it can inspire
them to do the same. Consistent and visible support from management helps create a positive culture
around change.
By implementing these strategies, management can help overcome the difficulties associated with
organizational changes and create a smoother transition for employees. It's important to remember that
change takes time, and continuous communication and support are essential throughout the process.