SEU Organizational Behaviour Discussion

‫المملكة العربية السعودية‬
‫وزارة التعليم‬
‫الجامعة السعودية اإللكترونية‬
Kingdom of Saudi Arabia
Ministry of Education
Saudi Electronic University
College of Administrative and Financial Sciences
Assignment 2
Organizational Behaviour (MGT 301)
Due Date: 09/04/2022 @ 23:59
Course Name: Organizational Behaviour
Student’s Name:
Course Code: MGT301
Student’s ID Number:
Semester: Second
CRN:
Academic Year:2021-22-2nd
For Instructor’s Use only
Instructor’s Name: Dr Mohammed Mallick
Students’ Grade: 00/ 10
Level of Marks: High/Middle/Low
General Instructions – PLEASE READ THEM CAREFULLY
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The Assignment must be submitted on Blackboard (WORD format only) via allocated
folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented, marks may be reduced
for poor presentation. This includes filling your information on the cover page.
Students must mention question number clearly in their answer.
Late submission will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other
resources without proper referencing will result in ZERO marks. No exceptions.
All answered must be typed using Times New Roman (size 12, double-spaced) font. No
pictures containing text will be accepted and will be considered plagiarism).
Submissions without this cover page will NOT be accepted.
Learning Outcomes:
1 Describe management issues such as diversity, attitudes and job satisfaction, personality,
and values in organizational behaviour. (CLO2).
Reference Source:
Textbook:Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021). Organizational behavior:
Improving performance and commitment in the workplace (7th ed). Burr Ridge, IL:
McGraw-Hill Irwin.
Case Study: –
Case: MARRIOTT
Please read the case “MARRIOT” from Chapter 9 “PERSONALITY AND CULTURAL
VALUES” Page: – 292 given in your textbook – Organizational behaviour: Improving
performance and commitment in the workplace (7th ed). by Colquitt, J. A., LePine, J. A.,
& Wesson, M. J. (2021) and Answer the following Questions:
Assignment Question(s):
Part:-1
1. Can you think of other jobs in Marriott where Big Five dimensions other than
agreeableness and conscientiousness would be vital? (02 Marks ) (Min words 150-200)
2. If you applied for a job that involved a personality assessment, would you be honest in
your responses or would you exaggerate your answers to appear more desirable? Why?
(02 Marks ) (Min words 150-200)
3. What other approaches might companies use to assess personality during hiring, other
than an interview or assessment? What strengths and weaknesses might those other
approaches have? (02 Marks ) (Min words 150-200)
Important Note: – Support your submission with course material concepts, principles, and
theories from the textbook and at least two scholarly, peer-reviewed journal articles.
Part:-2
Discussion questions: Please read Chapter 9 “PERSONALITY AND CULTURAL
VALUES” carefully and then give your answers on the basis of your understanding.
4. Assume that you applied for a job and were asked to take a personality test, like the
one offered by Kronos. How would you react? Would you view the organization with
which you were applying in a more or less favorable light? Why? (2 Marks) (Min words
200-300)
5. If you owned your own business and had a problem with employee theft, would you
use an integrity test? Why or why not? (2 Marks) (Min words 150-200)
Important Note: – Support your submission with course material concepts, principles, and
theories from the textbook and at least two scholarly, peer-reviewed journal articles.
Due date for the submission of Assignment:- 2
• Assignment should be posted in the Black Board by end of Week-07.
• The due date for the submission of Assignment- end of Week-11.
Answers
1. Answer-
2. Answer3. Answer4. Answer5. Answer-
1)
PERSONALITY AND CULTURAL VALUES
As the opening illustrates, a company can gain from paying close attention to the personality of its employees when making
Page 264
decisions about hiring and development. Personality refers to the structures and propensities inside people that explain their
characteristic patterns of thought, emotion, and behavior. Personality creates people’s social reputations—the way they are perceived by
friends, family, coworkers, and supervisors.? In this way, personality captures what people are like. That’s in contrast to ability, the subject of
Chapter 10, which captures what people can do. Although we sometimes describe people as having “a good personality,” personality is
actually a collection of multiple traits. Traits are defined as recurring regularities or trends in people’s responses to their environment.}
Adjectives such as “responsible,” “easygoing,” “polite,” and “reserved” are examples of traits that can be used to summarize someone’s
personality.
9.1
What is personality? What are cultural values?
As we’ll describe later, personality traits are a function of both your genes and your environment. One important piece of the environmental
part of that equation is the culture in which you were raised. Cultural values are defined as shared beliefs about desirable end states or modes
of conduct in a given culture. 4 You can think of cultural values as capturing what cultures are like. Adjectives such as “traditional,”
“informal,” “risk averse,” or “assertive” are all examples of values that can be used to summarize a nation’s culture. Cultural values can
influence the development of people’s personality traits, as well as how those traits are expressed in daily life. In this way, a responsible
person in the United States may act somewhat differently than a responsible person in China, just as an easygoing person in France may act
somewhat differently than an easygoing person in Indonesia.
“S
Glossary
х
Personality
The structures and propensities inside a person that explain his or her characteristic patterns of thought,
emotion, and behavior. Personality reflects what people are like and creates their social reputation.
Glossary
х
Traits
Recurring trends in people’s responses to their environment.
Glossary
Х
Cultural values
Shared beliefs about desirable end states or modes of conduct in a given culture that influence the
expression of traits.
Next
CASE: MARRIOTT
At one point, Marriott’s personality assessment was supplied by Kronos-a human resource software company. Kronos became a larger
presence in the personality assessment arena after acquiring Unicru-a firm that specialized in such tests. Kronos/Unicru has supplied
personality assessments for a number of companies other than Marriott, including Best Buy, CVS, Walmart, and Kroger. Its assessment
appears to measure four of the Big Five dimensions, including the agreeableness and conscientiousness facets that Marriott emphasizes
most. Below are some sample items from the assessment, based on reports of those who have experienced it. All items use a Strongly
Disagree to Strongly Agree response scale.
You do things carefully so that you don’t make mistakes. (conscientiousness)
• You are a friendly person. (agreeableness)
• You show it when you are in a bad mood. (neuroticism)
• You chat with people you don’t know. (extraversion)
.
An assessment developer at a competing firm, Development Dimensions International, summarizes such tools this way: “You might find
yourself in a job incompatible to your personality type and values … The more honest you are with these types of tests, the better off you
are in the long run.”* Of course, that viewpoint is less salient to the people who are trying to land jobs, especially in competitive sectors or
difficult economic times. Admits a CEO of another assessment administrator, “If a candidate fails the test, the companies often won’t take
the time to interview them.”
Is Marriott right to focus on agreeableness and conscientiousness, regardless of who it partners with in creating the assessment? Research
that occurs in the hotel industry suggests that it is. One study, published in the International Journal of Hospitality Management, assessed
the Big Five for almost 200 employees in multiple hotel chains in the state of Washington. The findings of the study showed that agreeable
and conscientious employees were more self-confident about their job performance, with those dimensions having stronger effects than
the other three members of the Big Five. It seems likely that such self-confidence would be critical to Marriott employees, especially as
they rose up the ranks of the company.
9.1 Can you think of other jobs in Marriott where Big Five dimensions other than agreeableness and conscientiousness would be
vital?
9.2 If you applied for a job that involved a personality assessment, would you be honest in your responses or would you
exaggerate your answers to appear more desirable? Why?
What other approaches might companies use to assess personality during hiring, other than an interview or assessment?
What strengths and weaknesses might those other approaches have?
9.3
Sources: L. Gallagher, “Why Employees Love Staying at Marriott,” Fortune, March 5, 2015; R. Cohen, “Pass This Test, then We’ll Talk,” Forbes, June 25, 2008; M. Pallen, “Unicru Answer Key-Read This, Get Hired,”
http://toughnickel.com/finding-job/unicru, accessed May 13, 2019; H. J. Kim, K. H. Shin, and W. T. Umbreit, “Hotel Job Burnout: The Role of Personality Characteristics,” International Journal of Hospitality
Management, 26 (2007), pp. 421-434.

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