Organisation Behaviour: What is Emotional Intelligence (EQ)? Answer below

  1. A) What is Emotional Intelligence (EQ)?
  2. b) Why would a recruiter assess EQ amongst job applicants for a customer service role?
    c) Discuss at least three ways EQ can be used to improve organisational outcomes.
  3. d) What methods can be used to teach emotional intelligence?



  1. a) Discuss attribution theory and why it is an important tool for managing goal oriented organisational behaviours.
    b) What is the fundamental attribution error and what steps can help managers prevent making this error?
    c) What is the relationship between stress and fundamental attribution error?



  1. a) What is the difference between content and process motivational theory?
    b) Describe Herzberg’s two-factor theory and Maslow’s theory of needs.
    c) Describe Vroom’s expectancy theory and Locke’s goal-setting theory.
    d) How might a manger use these theories to improve team performance?



  1. a) What is the difference between content and process motivational theory?
    b) Describe McGregor’s Theory X and Theory Y, including examples
    c) Describe Adams’ Equity Theory, including examples.
    d) How have these theories been criticised?



  1. a) What is conflict?
    b) Describe five (5) approaches to conflict resolution that exist depending on the self/other orientation of those in conflict.
    c) What evidence helps us identify the approach to conflict resolution being taken by another person?



  1. a) Explain Tuckman’s 5 stage model of group performance. Provide examples when describing each stage.
  2. b) Explain the Punctuated Equilibrium Model. Provide examples for each stage.
    c) How might a manager use these models to improve overall group performance?



The zodiac is a human behaviour model including the personality type Capricorn.  According to the model, the most prominent qualities of Capricorns are that they are ambitious, conservative, determined, practical and helpful. They make good team leaders and organizers, because of their single-minded focus on their work, sense of responsibility and sincerity. They are perceived by people around them to be workaholics, unemotional and detached. Sometimes their negative qualities – suspicious, resentful, inhibited, pessimistic and stubborn – are seen clearly, but deep inside the Capricorn is a humble heart.
a) Explain the Myers Briggs type that best fits the Capricorn type by discussing the four dimensions of the Myers-Briggs Type Indicator model.
b) Explain the personality traits that would best describe the Capricorn type using the Big Five Personality Traits model.

  1. c) How can the use of personality types and traits improve organisational outcomes?



What is organisational culture?  Describe Schien’s three levels of culture.  Discuss how organisational cultures are formed, maintained and transmitted.  How might organisational culture impact employee motivation?




Describe the following three learning approaches: Behavioral, Cognitive, Social Constructivism.  Use examples for each description.  Compare the value of each of these approaches in teaching negotiation skills.  How might these learning approaches be used when implementing change in an organization?



What is the difference between personality types and personality traits?  How can personality types be used to improve organisational performance?  Describe Myers Briggs Type Inventory and give at least three examples of how it might be used to improve organisational performance.



Mohandas Gandhi (2 October 1869 – 30 January 1948) was the preeminent leader of Indian independence movement in British-ruled India. Employing nonviolent civil disobedience, Gandhi led India to independence and inspired movements for civil rights and freedom across the world.

  1. a) Describe Ghandi’s leadership style using at least three different perspectives of leadership
  2. b) Discuss whether Ghandi’s leadership style would be successful in 2014.



Organisations can spend a lot of money to change their culture.  Is it possible to change organisational culture?  Provide arguments for and against this view.  How might changing organisational culture impact the way power is accumulated and used in an organisation?



What is the difference between personality types and personality traits?  How can personality traits be used to improve organisational performance?  Describe a personality trait cluster such as the Big 5 and give examples of how it might be used to improve individual performance.



Explain the importance of generalisability, reliability and validity to the study of organisational behaviour. Illustrate your discussion with examples from the theories you have studied in organisational behaviour.



What is perception and how does it relate to organisational behaviour?  Describe three (3) frequently used shortcuts in judging others and discuss their managerial implications and applications.  Give positive and negative examples of how these biases might affect team performance.



French and Raven identified five bases of power within organisations. Explain these five bases and illustrate your explanation with examples.  Discuss the influencing tactics that would be appropriate for each base.  How might these tactics affect organisational performance in the short and long term?



  1. a) Explain the terms, “operant conditioning” and “social learning theory”.
    b) Explain four methods that managers can use to shape employee behaviour and illustrate your explanation with relevant examples.
    c) What type of reinforcement schedule does random drug testing represent? Is this type of schedule typically effective or ineffective



Describe three eras of organisation structures over the last two centuries.  Discuss how technology has driven and/or responded to these changes.  How is organisational culture maintained in organisations without boundaries?



Organisations face dynamic and changing environments and managers are their primary change agents. What is force field analysis? Explain how Kotter’s eight-step plan builds on Lewin’s three-step change model to create a more detailed approach for implementing change. Where appropriate illustrate your discussion with relevant examples.



Work groups have properties that shape the behaviour of members and make it possible to explain and predict both individual and group behaviour.  Explain how the Hawthorne studies make an important contribution to our understanding of norms in determining individual work behaviour. Explain Asch’s experiment on group pressures for conformity and discuss its implications for the problem of “groupthink”.



Decision making often occurs in groups in the workplace.  Describe three advantages and three disadvantages of making decisions in a group.  Describe three common decision making biases including examples.  Discuss how these biases might strengthen or weaken organisational culture.



Describe two theories of leadership including how they define leadership.  Critically discuss the argument “that leadership can be learnt” for a modern workplace setting.  In your answer please discuss at least three different perspectives and provide examples.



What is conflict?  Discuss how views of conflict have changed over time (from 1930 until today). Provide three (3) different examples of how conflict can improve performance of teams.  What can managers do to stimulate conflict in the workplace?



Sir Richard Branson (born 18 July 1950) is an English business magnate and investor. He is best known as the founder of Virgin Group, which comprises more than 400 companies.

  1. a) Describe Branson’s leadership style using three different perspectives of leadership.
  2. b) How might Branson’s leadership style affect employee motivation?


Question 1

  1. What is Emotional Intelligence (EQ)?

Emotional Intelligence is the capability to monitor one’s individual as well as other persons’ emotions, so as to distinguish between various emotions and label them suitably, and to make use of emotional information in order to guide behaviour and thinking (Goleman, 2009).

  1. Why would a recruiter assess EQ amongst job applicants for a customer service role?

Because emotional Intelligence is a crucial consideration in HR planning and customer service, given that it links powerfully……….

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