NMIMS Solved Assignment Organizational Behavior Dec 2025:Â [Unique]
NMIMS Solved Assignment Organizational Behavior Dec 2025:Â
Assignment Marks: 20
Instructions
Q1 A finance department manager at Technova observes that Team A, composed of
young, outgoing professionals, excels in creativity and collaboration but struggles
with consistency and deadlines. Team B, made up of experienced staff, is highly
structured and task-focused but faces frequent interpersonal conflicts and lacks
innovation. The manager wants to merge both teams for a critical project but is
concerned about balancing their contrasting personalities and work styles. The HR
manager is tasked with designing a team-building intervention that leverages the
strengths of both teams while minimizing their weaknesses. Based on the scenario,
how should the HR manager apply the Big Five personality traits model to design a
team-building intervention that addresses both the creativity of Team A and the
structure of Team B, ensuring improved productivity and reduced conflict?
Q2 (A) Google is renowned for its innovative and motivating work environment, offering
employees autonomy (20% time for personal projects), transparency, recognition
programs, and wellness benefits. The company encourages risk-taking and creativity,
and invests heavily in employee well-being. However, as Google grows, some
employees express concerns about maintaining the same level of motivation and
engagement. Evaluate the motivational strategies used by Google, as described in the
caselet, through the lens of Herzberg’s two-factor theory .
Q2 (B) Emma, a results-driven team leader, hides her frustration from her team during
stressful periods, leading to confusion and reduced support from her members. In
contrast, Joseph, another team leader, openly shares his stress and vulnerabilities,
fostering understanding and support from his team. Both leaders operate in a fastpaced
organization where deadlines are critical, and team morale directly impacts
productivity. Critically evaluate the approaches taken by Emma and Joseph in
managing their emotional transparency with their teams, using the Johari Window
framework.
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