✅ UNIT – 1 (Improved 2 Marks Answers)
1. Organizational Behavior (OB):
It is the systematic study of individual and group behavior in organizations to improve
effectiveness and achieve organizational goals.
2. Functions of OB:
OB helps in understanding, predicting, and controlling human behavior at the workplace
for better performance.
3. Characteristics of OB:
It is interdisciplinary, focuses on human behavior, is dynamic in nature, and aims at
improving organizational effectiveness.
4. Importance of Individual Behavior:
Understanding individual behavior helps managers improve productivity, motivation, job
satisfaction, and reduce conflicts.
5. Perception:
Perception is the process by which individuals interpret and give meaning to information;
it influences attitudes, decisions, and behavior.
6. Attitude in Workplace:
Attitude reflects a person’s feelings toward work; a positive attitude increases
productivity, while a negative attitude leads to poor performance.
7. Elements of Personality:
Personality includes traits, values, motives, attitudes, and emotional patterns that
influence behavior.
8. Learning vs Perception:
Learning is a change in behavior due to experience, while perception is the process of
interpreting information.
9. Organizing Process Stages:
Includes division of work, departmentalization, assigning authority and responsibility,
and coordination.
10. Effective Organizing:
Can be achieved through clear job roles, proper communication, efficient delegation, and
coordination.
✅ UNIT – 2 (Improved 2 Marks Answers)
1. Motivation:
Motivation is the internal or external force that drives individuals to achieve goals and
perform tasks efficiently.
2. Types of Motivation:
Intrinsic motivation comes from within (interest, satisfaction), while extrinsic motivation
comes from external rewards (salary, promotion).
3. Herzberg’s Two Factors:
Hygiene factors prevent dissatisfaction (salary, policies), and motivators increase
satisfaction (achievement, recognition).
4. Expectancy Theory:
It states that employees are motivated when they believe effort leads to good performance
and rewards.
5. McClelland’s Theory:
Focuses on three needs: achievement (success), power (control), and affiliation
(relationships).
6. Theory X & Y:
Theory X assumes employees dislike work and need control; Theory Y assumes
employees are responsible and self-motivated.
7. Equity Theory:
Employees compare their efforts and rewards with others to ensure fairness, which
affects motivation.
8. Motivation & Performance:
Higher motivation increases effort, leading to improved performance and goal
achievement.
9. Intrinsic vs Extrinsic:
Intrinsic motivation is driven by personal satisfaction; extrinsic motivation is driven by
rewards or punishments.
10. Importance of Leadership:
Leadership is important for guiding employees, motivating them, and achieving
organizational goals effectively.
✅ UNIT – 3 (Improved 2 Marks Answers)
1. Organizational Culture:
It refers to shared values, beliefs, norms, and practices that guide employee behavior in
an organization.
2. Elements of Culture:
Includes values, beliefs, norms, rituals, and symbols that shape the work environment.
3. Culture Influence:
Organizational culture affects employee attitudes, behavior, performance, and decision-
making.
4. Organizational Climate:
It is the overall perception employees have about their work environment and conditions.
5. Leadership:
Leadership is the ability to influence, guide, and motivate employees toward achieving
goals.
6. Traits Theory:
It suggests that effective leaders possess certain qualities like confidence, intelligence,
and communication skills.
7. Transactional vs Transformational:
Transactional leaders focus on rewards and performance; transformational leaders inspire
and bring change.
8. Managerial Grid:
A model that shows leadership styles based on concern for people and concern for
production.
9. Qualities of Leader:
Good leaders have communication skills, confidence, vision, decision-making ability,
and integrity.
10. Conflict Management Impact:
Effective conflict management improves relationships, teamwork, and organizational
culture.
✅ UNIT – 4 (Improved 2 Marks Answers)
1. Group Dynamics:
It is the study of interactions and behavior of individuals within a group.
2. Types of Groups:
Formal groups are created by organizations, while informal groups are formed naturally
among employees.
3. Determinants of Group Behavior:
Include roles, norms, size, cohesiveness, and communication patterns.
4. Stages of Group Development:
Forming (start), Storming (conflict), Norming (agreement), Performing (work
effectively).
5. Group Norms:
These are rules or standards that guide group members’ behavior and maintain discipline.
6. Group Cohesiveness:
It refers to the level of attraction and unity among group members.
7. Team Building:
Team building improves cooperation, trust, and performance of group members.
8. Benefits of Small Groups:
They improve communication, participation, coordination, and decision-making speed.
9. Challenges in Group Decisions:
Include conflicts, delays, groupthink, and lack of agreement.
10. Conflict Resolution:
Conflicts can be resolved through communication, negotiation, compromise, and
collaboration.
✅ UNIT – 5 (Improved 2 Marks Answers)
1. Organizational Change:
It refers to any modification in structure, technology, or behavior in an organization.
2. Drivers of Change:
Main drivers include technological advancements, competition, market changes, and
globalization.
3. Culture in Change:
Organizational culture can either support or resist change depending on employee
attitudes.
4. Change Management:
It is the process of planning and implementing changes smoothly in an organization.
5. Types of Change:
Includes planned change (intentional) and unplanned change (unexpected).
6. Work Stress:
Work stress is pressure experienced by employees that affects their health and
performance.
7. Managing Stress:
Stress can be managed through time management, relaxation techniques, and
organizational support.
8. Organizational Development:
It is a planned effort to improve organizational effectiveness and employee well-being.
9. Managerial Implications:
Managers play a key role in guiding employees and ensuring smooth implementation of
change.
10. Challenges in Change:
Major challenges include resistance to change, lack of resources, poor communication,
and fear of uncertainty.