Đề cương Môn Organizational behavior | Đại học Kinh Tế Quốc Dân

lOMoAR cPSD| 58675420
Part 2 (5 points) Short answer questions 1.
What are the three primary determinants of environmental complexity? How does the environment
influence organizational design?
1. Environmental Dynamism:
This refers to the rate of change and the unpredictability of factors in the external environment, such as
technological advancements, market trends, and regulatory changes. A more dynamic environment means that
organizations face rapid changes that require them to be adaptable and responsive.
2. Environmental Complexity:
This pertains to the number and variety of external factors that an organization must consider and respond to. A
complex environment involves a large number of diverse factors (e.g., competing companies, varying customer
needs, political forces, and cultural influences) that can affect an organization’s decisions and operations.
3. Resource Dependence:
This relates to the extent to which an organization depends on external resources such as suppliers, customers, or
raw materials. If an organization relies heavily on a small number of suppliers or customers, the environmental
complexity increases, as the organization must manage these dependencies effectively to maintain stability and minimize risk.
How the Environment Influences Organizational Design:
The environment influences organizational design in several ways:
1. Influence on Structure:
An organization’s structure must be designed to adapt to environmental factors. For instance, in a dynamic
environment where changes occur frequently, organizations may adopt a flexible, decentralized structure to
respond quickly to changes. In contrast, in a stable environment, a more centralized and rigid structure might be appropriate.
2. Decentralization vs. Centralization:
In environments with high uncertainty or complexity, organizations tend to decentralize decision-making authority
to lower levels of the hierarchy to make faster decisions. Conversely, in more predictable environments, decision-
making may be centralized, where decisions are made by top management to maintain control and consistency.
3. Specialization vs. Generalization:
Environmental complexity may influence the degree of specialization within an organization. In highly specialized
environments, organizations may need to employ highly specialized roles to manage specific issues. On the other
hand, in less complex environments, generalists might be sufficient to handle a broader range of tasks.
4. Adaptability and Flexibility:
An organization must be designed to accommodate the level of uncertainty in the environment. In more dynamic
and unpredictable environments, organizations tend to be more flexible, with fewer rules and regulations, to allow
employees to innovate and adapt quickly. In stable environments, organizations may implement standardized
procedures to maintain consistency and control.
5. Technology and Innovation:
Environmental dynamism often forces organizations to focus on innovation and technological adaptation. This
can influence the organizational design by creating specialized units for research and development or adopting
structures that foster collaboration and idea generation.
In summary, the environment plays a critical role in shaping organizational design by influencing how decision-making is
structured, how specialized the workforce needs to be, and how adaptable the organization must be to external changes. 2.
What are possible antecedents and consequences of job satisfaction? What implications does it have for management?
Antecedents of Job Satisfaction:
Work Environment: A positive and supportive work environment helps employees feel valued, which contributes to job satisfaction. lOMoAR cPSD| 58675420
Leadership Style: Managers who are communicative, approachable, and supportive tend to increase job satisfaction among their employees.
Job Characteristics: Jobs that provide variety, autonomy, meaningful tasks, and constructive feedback lead to higher satisfaction.
Compensation and Benefits: Fair and competitive pay, along with attractive benefits, directly impact job satisfaction. Work-
Life Balance: Organizations that offer flexible hours and support for personal responsibilities increase job satisfaction.
Recognition and Career Development: Opportunities for career growth and regular recognition of employees' contributions improve satisfaction.
Consequences of Job Satisfaction:
Increased Productivity: Satisfied employees are more engaged and productive in their work.
Lower Turnover & Absenteeism: Employees who are satisfied with their jobs are less likely to leave or take unnecessary time off.
Better Organizational Citizenship: Job satisfaction encourages employees to help colleagues and contribute to a positive work culture.
Improved Well-being: Job satisfaction reduces stress and improves overall physical and mental health.
Enhanced Customer Satisfaction: Satisfied employees are more likely to provide excellent customer service, leading to higher customer satisfaction.
Increased Innovation: Satisfied employees are more creative and willing to generate new ideas, which drives innovation within the organization.
Implications for Management: Create a Positive Work Environment: Managers should foster a respectful, inclusive, and
supportive environment to improve job satisfaction.
Develop Effective Leadership: Managers must focus on understanding and addressing employee needs, providing clear
direction, and engaging in open communication.
Offer Fair Compensation: Ensuring employees are fairly compensated through competitive salaries and benefits is crucial
for maintaining job satisfaction.
Provide Growth Opportunities: Organizations should offer continuous learning and career development opportunities to
keep employees satisfied and motivated.
Support Work-Life Balance: Offering flexible work hours and promoting a balance between work and personal life can
significantly improve job satisfaction.
Recognize & Reward Employees: Regularly acknowledging and rewarding employees for their efforts leads to higher morale and job satisfaction.
Ensure Fairness & Ethical Practices: Promoting fairness in decision-making and maintaining transparency in organizational
policies will increase trust and satisfaction.
In conclusion, to enhance job satisfaction, management should focus on providing a positive work environment, fair
compensation, opportunities for personal and professional growth, and maintaining open and ethical communication with employees.
Part 2 (5 points) Short answer questions 1.
Your boss called you on the telephone to tell you that someone has requested an order for your department's
product with a very short delivery date. She asked that you call her back with the decision about taking the order
in 15 minutes. Looking over the work schedule, you realize that it will be very difficult to deliver the order on time.
Your employees will have to push hard to make it. They are cooperative, capable, and enjoy being involved in
decision making. Which leadership style should be used to make decisions? Provide your explanation.
Sếp của bạn gọi điện thoại và thông báo rằng có một đơn hàng yêu cầu sản phẩm của bộ phận bạn với thời gian giao hàng
rất gấp. Sếp yêu cầu bạn gọi lại trong 15 phút để đưa ra quyết định về việc nhận đơn hàng. Khi nhìn vào lịch làm việc, bạn
nhận thấy rằng sẽ rất khó để hoàn thành đơn hàng đúng hạn. Nhân viên của bạn sẽ phải làm việc rất vất vả để hoàn thành.
Họ là những người hợp tác tốt, có khả năng và thích tham gia vào việc ra quyết định. Bạn nên sử dụng phong cách lãnh đạo
nào để đưa ra quyết định? Hãy giải thích.
In this scenario, the most appropriate leadership style to use would be Participative Leadership. Explanation: lOMoAR cPSD| 58675420 •
Participative Leadership involves including employees in the decision-making process, encouraging their input
and collaboration. Given that your employees are cooperative, capable, and enjoy being involved in
decisionmaking, this leadership style would leverage their strengths and help create a sense of ownership and
commitment to the task at hand. •
Why Participative Leadership? o Employee Involvement: Your employees are capable and enjoy being
involved in decisions. By using a participative approach, you are likely to gather valuable insights and ideas on
how to meet the short deadline. This can lead to more creative solutions and innovative ideas to meet the challenge.
o Motivation and Engagement: Involving employees in the decision-making process will increase their
motivation and commitment to achieving the goal, especially when the task requires a significant effort. o
Collective Decision-Making: Since the team is already cooperative, their combined effort and decisionmaking
input are likely to be more effective than a top-down approach. This style fosters collaboration, which can
improve team dynamics and productivity, especially when the pressure is high.
While directive leadership could be another option for quickly making a decision in time-sensitive situations, the
participative approach is best suited here because your team enjoys being involved in decision-making and is capable of
handling the task with minimal external control. In Summary:
In situations where employees are cooperative, capable, and enjoy participating in decisions, Participative Leadership is
ideal. It encourages teamwork, enhances motivation, and allows for better decision-making through collaboration. 2.
Describe an organizational culture of a company that you know. Propose means/practices the company can
do to encourage and strengthen risk-taking and teamwork culture.
Organizational Culture of Google:
Google is known for its innovative and collaborative culture. Key features include:
1. Innovation and Risk-taking: Google encourages employees to take risks through initiatives like "20% Time",
where they can work on projects outside their regular duties.
2. Collaboration and Teamwork: The company fosters teamwork by creating open spaces for employees to interact and collaborate.
3. Flat Hierarchy: Google’s flat structure promotes open communication and idea sharing between employees and management.
4. Supportive Environment: Google encourages a psychologically safe environment, allowing employees to freely
express ideas without fear of failure.
Proposed Practices to Encourage Risk-taking and Teamwork:
1. Safe Failure Zones: Google could further promote risk-taking by creating areas where employees can experiment
without negative consequences, treating failure as a learning opportunity.
2. Reward Innovation: Google can introduce a formal reward system to recognize employees for creative, innovative
contributions and risk-taking.
3. Cross-Functional Collaboration: Organizing more interdepartmental projects can foster teamwork and encourage
employees to share diverse perspectives.
4. Open Dialogue: Regular forums where employees can discuss ideas and risks will reinforce transparency and inclusiveness.
5. Learning and Development: Google can offer workshops and mentorship programs to help employees feel more
confident in exploring new areas and taking risks.
6. Leadership Role Models: Leaders should model risk-taking and collaboration, setting an example for employees to follow. Conclusion:
Google’s culture thrives on innovation and collaboration. To strengthen this, the company should continue to encourage
risk-taking, reward creativity, and enhance teamwork through collaborative projects and leadership support. lOMoAR cPSD| 58675420
Part 2 (5 points) Short answer questions
1, Flexitime has become popular in your organization. Some departments let each employee start and end work
whenever they choose. However, because of the cooperative effort of your employees, they must all work the same
eight hours. You are not sure of the level of interest in changing the hours. Your employees are a very capable group
and like to make decisions. Which leadership style should be used to make decisions? Provide your explanation.
Linh hoạt thời gian làm việc (Flexitime) đã trở nên phổ biến trong tổ chức của bạn. Một số phòng ban cho phép mỗi nhân
viên bắt đầu và kết thúc công việc vào thời gian mà họ chọn. Tuy nhiên, vì sự hợp tác của nhân viên trong tổ chức, họ phải
làm việc đủ tám giờ mỗi ngày. Bạn không chắc mức độ quan tâm của họ đối với việc thay đổi giờ làm việc. Nhân viên của
bạn là một nhóm có khả năng cao và thích tham gia vào việc ra quyết định. Phong cách lãnh đạo nào nên được sử dụng để
ra quyết định trong tình huống này? Hãy giải thích lý do.
In this situation, the most appropriate leadership style would be Participative Leadership. Explanation:
1. Employees are capable and enjoy decision-making:
The employees in this scenario are described as capable and interested in decision-making. Since they have these
characteristics, they would likely appreciate being involved in making decisions, particularly when it comes to changes like work hours.
2. Encouraging employee involvement and motivation:
Since the team is collaborative and enjoys decision-making, using a participative leadership style will encourage
them to contribute ideas and be part of the decision process. This boosts their motivation and commitment to the
organization and the changes being made.
3. Better decision-making outcomes:
Participative leadership allows for a broader range of ideas and solutions to emerge, as employees with different
perspectives contribute. This leads to a more effective decision-making process, especially when it involves
changes to something as personal as work hours.
4. Appropriate for small changes:
Changing work hours is a relatively minor change, but it still requires agreement from employees. Participative
leadership is ideal in this context because it promotes discussion and collaboration to ensure that the decision is
one that everyone can support. Conclusion:
Given that the employees are capable and enjoy decision-making, Participative Leadership is the most suitable leadership
style. It encourages involvement, fosters motivation, and ensures a collaborative decision-making process, leading to better results in the workplace.
2. You have been assigned to a class project with five other students, none of whom you have met before. What
actions would you recommend to build an effective teamwork in this situation?
To build effective teamwork in this situation, here are the key actions to take:
1. Establish Clear Communication:
Set up regular meetings to discuss goals, tasks, and deadlines. Use effective communication tools that everyone is comfortable with.
2. Define Roles and Responsibilities:
Assign tasks based on each person’s strengths. Ensure everyone understands their responsibilities and is flexible to assist others if needed.
3. Build Trust and Respect:
Take time to get to know each other, building rapport. Encourage open discussions where team members feel comfortable sharing ideas.
4. Set Clear Goals and Deadlines:
Define specific, measurable goals and set deadlines to keep the project on track. Regularly check progress to ensure timely completion. lOMoAR cPSD| 58675420
5. Promote Collaboration and Flexibility:
Work together on tasks requiring input from multiple members. Be adaptable, adjusting approaches when necessary to improve results.
6. Offer Support and Feedback:
Provide help when someone struggles, and share constructive feedback to improve performance. Focus on solutions, not criticism.
7. Celebrate Achievements:
Recognize milestones and contributions to maintain motivation and team morale.
In conclusion, clear communication, defined roles, mutual support, and flexibility are essential for effective teamwork.
Part 2 (5 points) Short answer questions
I. Explain the principles of attribution theory and its importance to, and implications for, management. Give an
example to illustrate this theory.
Principles of Attribution Theory: Attribution Theory is concerned with how people interpret and explain the causes of
behavior, both their own and others’. The key principles of this theory are:
Internal vs. External Attribution:
Internal attribution occurs when behavior is attributed to personal factors, such as personality or effort.
External attribution occurs when behavior is attributed to external factors, such as luck or the situation.
Stability of Cause: Attribution theory also looks at whether the cause of behavior is perceived as stable (unchanging) or
unstable (changing). For example, if an employee fails to meet a deadline, they may attribute it to a stable cause like personal
laziness or an unstable cause like an unexpected personal issue.
Controllability: The theory considers whether the cause of behavior is within a person’s control. For instance, if an employee
performs poorly because of lack of training, this is seen as an external, controllable factor. Importance to Management:
Improving Employee Motivation: Understanding attribution helps managers make accurate assessments of employee
performance and behavior. If a manager attributes an employee's failure to internal factors (like laziness) instead of external
factors (like insufficient resources), they may misjudge the situation and take inappropriate actions.
Effective Communication: Managers need to recognize how employees perceive their actions and the organization’s
behavior. Misattribution can lead to misunderstandings, demotivation, and conflict. By understanding attribution, managers
can foster better communication and feedback.
Fairness in Evaluations: Managers should make fair evaluations by considering both internal and external factors. If an
employee is frequently late, for example, the manager should consider whether it’s due to personal issues (external) or poor time management (internal).
Example: Imagine a manager notices an employee, John, repeatedly misses deadlines. The manager could attribute this to
internal factors (John is lazy) or external factors (John has too much work assigned). If the manager attributes it to external
factors and reallocates John’s workload or provides additional support, this can improve performance, showing a more
understanding approach rather than just punishing John for poor performance based on inaccurate attribution.
2. Describe the organizational culture of an organization that you know? How does the organization strengthen and
sustain its culture values?
Organizational Culture of Google: Google is known for its innovative, open, and collaborative organizational culture.
The company encourages creativity, transparency, and risk-taking. Some key features include:
1. Innovation and Risk-taking:
Google fosters an environment where employees are encouraged to take risks and explore new ideas. Google’s
famous "20% Time" initiative allows employees to spend 20% of their workweek on personal projects that might lead to innovation. 2. Collaboration:
Google emphasizes collaboration by creating open workspaces that encourage interaction between employees from
different teams. The company believes in cross-functional teamwork to solve problems creatively. lOMoAR cPSD| 58675420
3. Transparency and Open Communication:
Google values transparency and open communication between all levels of the organization. Managers and
employees engage in frequent discussions, town halls, and share updates to keep everyone informed.
4. Employee Well-being and Work-life Balance:
Google’s culture focuses on the well-being of its employees. The company offers flexible work hours, on-site
services like gyms and meals, and a relaxed, inclusive atmosphere.
How Google Strengthens and Sustains Its Cultural Values:
1. Leadership Role Modeling:
Google’s leaders actively participate in creating and maintaining its culture by being approachable, innovative, and
transparent in their actions. They set an example for others by encouraging open discussions, new ideas, and a
commitment to work-life balance. 2. Hiring Practices:
Google hires people who fit well with its culture. During interviews, Google assesses not only the technical skills
but also whether candidates align with the company’s values of collaboration, innovation, and openness.
3. Employee Recognition and Development:
Google regularly celebrates achievements through awards, recognition programs, and providing employees with
opportunities for growth and development. This ensures employees feel valued and remain motivated to contribute to the company's goals.
4. Physical Environment:
Google’s office design supports collaboration and creativity. Open spaces, casual meeting areas, and recreational
zones foster informal communication and innovation. This physical environment helps sustain a culture of
collaboration and transparency.
5. Cultural Events and Activities:
Google organizes various events like hackathons, cultural festivals, and team-building activities to strengthen
relationships and reinforce cultural values. These events help employees feel connected to the company and each other.
Conclusion: Google strengthens and sustains its organizational culture by ensuring that its leadership reflects its values,
hiring the right people, providing continuous employee development, creating a physical environment that fosters creativity,
and organizing activities that reinforce its values of innovation and collaboration. This creates a thriving, engaged workforce
that embodies the company’s cultural ideals.
Part 2 (5 points) Short answer questions 1.
Your boss called you on the telephone to tell you that someone has requested an order for your department's
product with a very short delivery date. She asked that you call her back with the decision about taking the order
in 15 minutes. Looking over the work schedule, you realize that it will be very difficult to deliver the order on time.
Your employees will have to push hard to make it. They are cooperative, capable, and enjoy being involved in
decision making. Which leadership style should be used to make decisions? Provide your explanation.
Sếp của bạn gọi điện thoại và thông báo rằng có một đơn hàng yêu cầu sản phẩm của bộ phận bạn với thời gian giao hàng
rất gấp. Sếp yêu cầu bạn gọi lại trong 15 phút để đưa ra quyết định về việc nhận đơn hàng. Khi nhìn vào lịch làm việc, bạn
nhận thấy rằng sẽ rất khó để hoàn thành đơn hàng đúng hạn. Nhân viên của bạn sẽ phải làm việc rất vất vả để hoàn thành.
Họ là những người hợp tác tốt, có khả năng và thích tham gia vào việc ra quyết định. Bạn nên sử dụng phong cách lãnh đạo
nào để đưa ra quyết định? Hãy giải thích.
In this scenario, the most appropriate leadership style to use would be Participative Leadership. Explanation: •
Participative Leadership involves including employees in the decision-making process, encouraging their input
and collaboration. Given that your employees are cooperative, capable, and enjoy being involved in
decisionmaking, this leadership style would leverage their strengths and help create a sense of ownership and
commitment to the task at hand. lOMoAR cPSD| 58675420 •
Why Participative Leadership? o Employee Involvement: Your employees are capable and enjoy being
involved in decisions. By using a participative approach, you are likely to gather valuable insights and ideas on
how to meet the short deadline. This can lead to more creative solutions and innovative ideas to meet the challenge.
o Motivation and Engagement: Involving employees in the decision-making process will increase their
motivation and commitment to achieving the goal, especially when the task requires a significant effort. o
Collective Decision-Making: Since the team is already cooperative, their combined effort and decisionmaking
input are likely to be more effective than a top-down approach. This style fosters collaboration, which can
improve team dynamics and productivity, especially when the pressure is high.
While directive leadership could be another option for quickly making a decision in time-sensitive situations, the
participative approach is best suited here because your team enjoys being involved in decision-making and is capable of
handling the task with minimal external control. In Summary:
In situations where employees are cooperative, capable, and enjoy participating in decisions, Participative Leadership is
ideal. It encourages teamwork, enhances motivation, and allows for better decision-making through collaboration. 2.
Describe an organizational culture of a company that you know. Propose means/practices the company can
do to encourage and strengthen risk-taking and teamwork culture.
Organizational Culture of Google:
Google is known for its innovative and collaborative culture. Key features include:
5. Innovation and Risk-taking: Google encourages employees to take risks through initiatives like "20% Time",
where they can work on projects outside their regular duties.
6. Collaboration and Teamwork: The company fosters teamwork by creating open spaces for employees to interact and collaborate.
7. Flat Hierarchy: Google’s flat structure promotes open communication and idea sharing between employees and management.
8. Supportive Environment: Google encourages a psychologically safe environment, allowing employees to freely
express ideas without fear of failure.
Proposed Practices to Encourage Risk-taking and Teamwork:
7. Safe Failure Zones: Google could further promote risk-taking by creating areas where employees can experiment
without negative consequences, treating failure as a learning opportunity.
8. Reward Innovation: Google can introduce a formal reward system to recognize employees for creative, innovative
contributions and risk-taking.
9. Cross-Functional Collaboration: Organizing more interdepartmental projects can foster teamwork and encourage
employees to share diverse perspectives.
10. Open Dialogue: Regular forums where employees can discuss ideas and risks will reinforce transparency and inclusiveness.
11. Learning and Development: Google can offer workshops and mentorship programs to help employees feel more
confident in exploring new areas and taking risks.
12. Leadership Role Models: Leaders should model risk-taking and collaboration, setting an example for employees to follow. Conclusion:
Google’s culture thrives on innovation and collaboration. To strengthen this, the company should continue to encourage
risk-taking, reward creativity, and enhance teamwork through collaborative projects and leadership support. 4o mini