Organizational Behavior: NMIMS Internal Assignment Dec 2025 Examination

Organizational Behavior

Dec 2025 Examination

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? (10 Marks)

Ans 1.

Introduction

Effective team performance is often dictated not just by technical abilities but also by the psychological makeup of team members. Organisations are increasingly using personality frameworks to analyse, predict, and improve team relationships. The Big Five personality characteristic model is a generally recognised paradigm that divides personality into five dimensions: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism (emotional stability). Each attribute has 

 

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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. (5 Marks)

Ans 2A.

Introduction

Employee motivation is critical for organisational success, especially in knowledge-intensive and creative organisations like Google. Effective motivational tactics promote creativity, engagement, productivity, and staff retention. Google has gained worldwide notoriety for its work culture, which incorporates autonomy via the “20% time” policy, recognition programs, transparency, risk-taking possibilities, and wellness perks. While these approaches have resulted in high levels of employee happiness and 

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 fast- paced 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. (5 Marks)

Ans 2B.

Introduction

Effective leadership in high-pressure situations needs not just technical proficiency, but also emotional intelligence and openness. How leaders handle stress and vulnerability has a direct impact on team cohesiveness, morale, and productivity. In this situation, Emma, a results-oriented leader, hides her dissatisfaction during difficult times, but Joseph freely expresses his worry and vulnerability. Both techniques have unique effects on team dynamics. The Johari Window framework, established by Joseph Luft and Harrington Ingham, is a powerful tool