IGNOU MMPC 011 Free Solved Assignment 2022-23

IGNOU MMPC 011 Free Solved Assignment 2022-23 , IGNOU MMPC 011 Social Processes and Behavioural Issues Free Solved Assignment 2022-23 If you are interested in pursuing a course in radio production and direction, IGNOU MMPC 011 can be an excellent choice. In this article, we will take a closer look at what IGNOU MMPC 011 is all about and what you can expect to learn from this course.

IGNOU MMPC 011 is a course offered by the Indira Gandhi National Open University (IGNOU) under the School of Journalism and New Media Studies. As the name suggests, it is a course on “Production and Direction for Radio.” The course is designed to provide students with a comprehensive understanding of radio production and direction and covers various topics related to this field.

IGNOU MMPC 011 Free Solved Assignment 2022-23

Q1. What is organizational Behaviour? Discuss the society- environment- organisation interface impact on the behavior of individuals, citing examples.

Organizational behavior (OB) is the study of how people interact within organizations. It involves examining the influence of individual, group, and organizational factors on behavior, communication, motivation, and performance in the workplace. OB is an interdisciplinary field that draws on psychology, sociology, anthropology, economics, and other social sciences.

The society-environment-organization interface refers to the complex interrelationships between an organization and the larger social and environmental context in which it operates. These relationships can have a significant impact on the behavior of individuals within the organization. For example:

  • Social norms: Society’s cultural values, beliefs, and attitudes can influence the behavior of individuals within an organization. For instance, social norms can influence the dress code, communication styles, and teamwork practices of employees. For example, in Japan, it is customary for employees to bow to their superiors as a sign of respect.
  • Regulatory environment: The regulatory environment in which an organization operates can also affect individual behavior. For example, laws and regulations governing the minimum wage, working hours, and health and safety standards can impact how employees behave in the workplace.
  • Corporate Social Responsibility (CSR): An organization’s CSR policies and practices can also impact the behavior of employees. CSR initiatives such as environmental sustainability, diversity and inclusion, and community outreach programs can create a sense of purpose and meaning for employees, leading to higher levels of engagement and commitment.
  • Organizational culture: Organizational culture refers to the shared values, beliefs, and practices that shape behavior within an organization. For example, an organization that values innovation and risk-taking may encourage employees to take on new challenges and experiment with new ideas.
  • Globalization: The increasing interconnectedness of the global economy can also impact organizational behavior. For instance, the adoption of new technologies and the outsourcing of labor can lead to changes in the skills and competencies required of employees, as well as changes in the nature of work itself.

In conclusion, the society-environment-organization interface can have a significant impact on the behavior of individuals within an organization. Understanding these complex relationships is critical for organizations to create a positive and productive work environment that fosters employee engagement, motivation, and performance.

Q2. Briefly discuss different models to understand human behavior and explain their relevance in organisations. What are the determinants of personality and explain how personality traits impacts the orgnaisational behaviour, citing examples.

There are several models used to understand human behavior, and each model emphasizes different factors that shape human behavior. Some of these models include the psychodynamic model, the humanistic model, the behavioral model, the cognitive model, and the biological model.

The psychodynamic model emphasizes the role of unconscious drives and motivations in shaping behavior. The humanistic model focuses on the individual’s capacity for growth, self-actualization, and personal fulfillment. The behavioral model emphasizes the influence of the environment on behavior and focuses on observable behaviors. The cognitive model focuses on how people process information and interpret events, and the biological model emphasizes the role of genetics and biology in shaping behavior.

In organizations, these models are relevant in different ways. For example, the psychodynamic model can help managers understand the underlying motivations of their employees and how these motivations might impact their behavior in the workplace. The humanistic model can help managers understand the importance of creating an environment that supports employee growth and self-actualization. The behavioral model can help managers design incentives and rewards that motivate employees to perform better, while the cognitive model can help managers understand how employees process information and make decisions.

Personality is a major determinant of behavior, and it is shaped by a combination of genetics, environment, and individual experiences. Personality traits can impact organizational behavior in several ways. For example, individuals with high levels of conscientiousness tend to be more reliable and dependable, while individuals with high levels of extraversion tend to be more sociable and outgoing. These personality traits can impact how individuals interact with their colleagues, their work performance, and their job satisfaction.

For instance, an individual who is highly conscientious may be more likely to complete tasks on time and to a high standard, which can result in increased productivity and performance. Similarly, an individual with high levels of extraversion may be more likely to engage with their colleagues, build strong relationships, and collaborate effectively. On the other hand, an individual with low levels of emotional stability may be more likely to experience stress and anxiety, which can impact their performance and overall job satisfaction.

In conclusion, understanding different models of human behavior can help managers develop a deeper understanding of their employees’ motivations and behaviors in the workplace. Personality traits are important determinants of behavior and can impact organizational outcomes in several ways, which makes it important for managers to consider personality when managing their employees.

Q3. What is stress and explain it’s impact on organisations. Explain different types of stress and it’s effects. How can stress be minimized, explain with relevant examples.

Stress refers to the psychological and physical response that an individual experiences when faced with challenging or demanding situations. In organizations, stress can have both positive and negative effects on the employees and the overall organization. Some amount of stress can be motivating and can help individuals perform better, but excessive stress can lead to negative outcomes.

The impact of stress on organizations can be significant. Employees who experience high levels of stress may be more likely to take time off work due to illness or injury, have decreased job satisfaction and motivation, and reduced productivity. Stress can also lead to increased turnover rates, decreased morale, and a negative impact on the overall culture of the organization.

There are several different types of stress, including acute stress, chronic stress, and traumatic stress. Acute stress is short-term stress that is usually caused by a specific event, such as a deadline or a presentation. Chronic stress is long-term stress that is often caused by ongoing issues such as workload, job insecurity, or conflict with colleagues. Traumatic stress is caused by experiencing or witnessing a traumatic event such as a natural disaster or violence.

The effects of stress can vary depending on the type of stress. Acute stress can cause physical symptoms such as increased heart rate and breathing, while chronic stress can lead to physical symptoms such as headaches, back pain, and high blood pressure. Traumatic stress can lead to more severe symptoms such as flashbacks, nightmares, and severe anxiety.

To minimize stress in the workplace, organizations can take several steps. One approach is to create a positive work environment that includes opportunities for employees to connect with one another and take breaks throughout the day. Providing resources such as mental health support and stress management training can also be helpful. Additionally, employers can offer flexible work arrangements such as telecommuting or flexible scheduling to help employees manage their workload and reduce stress.

For example, a company might offer on-site yoga or meditation classes to employees to help them manage stress. They might also provide opportunities for employees to connect with one another through team-building activities or social events. Another approach might be to encourage employees to take breaks throughout the day and to prioritize self-care, such as getting enough sleep and exercise.

In conclusion, stress can have both positive and negative impacts on organizations. To minimize stress, organizations can take several steps, including creating a positive work environment, offering mental health support and stress management training, and providing flexible work arrangements. By taking these steps, organizations can help employees manage their stress and improve overall productivity and job satisfaction.

Q4. Discuss the concept and evolution of organizational citizenship behaviour (OCB). Describe the antecedents of OCB and explain how organisation benefits with OCB, citing examples. 

Organizational Citizenship Behavior (OCB) refers to the voluntary actions and behaviors that an employee performs beyond the job description, in order to benefit the organization as a whole. OCB is not a part of the employee’s job, nor is it rewarded or required by the employer, but it is a discretionary behavior that demonstrates the employee’s commitment to the organization’s goals and values.

The concept of OCB has evolved over time, starting with the seminal work of Dennis Organ in the early 1980s. Initially, OCB was thought to be a spontaneous behavior of individuals who were naturally inclined to contribute to the organization. However, subsequent research has shown that OCB is a learned behavior that can be influenced by various factors, such as the organizational culture, leadership style, and job satisfaction.

The antecedents of OCB are broadly classified into three categories: individual factors, job-related factors, and organizational factors. Individual factors include personality traits, such as agreeableness, conscientiousness, and altruism, that are likely to influence an employee’s inclination to engage in OCB. Job-related factors include job satisfaction, job involvement, and job security, which influence an employee’s perception of the organization and their commitment to it. Organizational factors include the leadership style, organizational culture, and organizational justice, which can influence an employee’s sense of belonging and their willingness to contribute to the organization.

Organizations benefit greatly from OCB, as it leads to increased organizational effectiveness, improved job satisfaction, and reduced turnover. OCB can lead to improved team performance, better customer service, and increased innovation. For example, a study conducted by Kim, Lee, and Lee (2021) found that OCB among nurses in a hospital was positively related to patient satisfaction and the hospital’s reputation.

In conclusion, OCB is a valuable behavior that is beneficial for both employees and organizations. Understanding the antecedents of OCB can help organizations to develop strategies to encourage and support this behavior. Encouraging OCB can lead to greater job satisfaction, increased productivity, and improved organizational performance.

Q5. (a) Briefly explain the dimensions of optimism and discuss how having optimism in work place helps organisaitons.

Optimism is a psychological trait that refers to a person’s overall positive outlook on life and the future. There are three dimensions of optimism:

  • Explanatory style: This dimension of optimism refers to the way people explain events that happen to them. Optimistic individuals tend to explain positive events as permanent, universal, and internal, while negative events as temporary, specific, and external.
  • Hope: This dimension of optimism refers to the belief that one can create positive outcomes in the future, even in the face of obstacles and challenges.
  • Resilience: This dimension of optimism refers to the ability to bounce back from setbacks, failures, and adversity.

Having optimism in the workplace can benefit organizations in several ways. For example:

  • Improved productivity: Optimistic employees tend to be more motivated, engaged, and productive in their work.
  • Better problem-solving: Optimistic employees tend to approach problems with a positive attitude and a belief that they can find a solution, which can lead to more effective problem-solving.
  • Increased innovation: Optimistic employees tend to be more open to new ideas and approaches, which can lead to more creative and innovative solutions.
  • Better teamwork: Optimistic employees tend to be more collaborative and supportive of their colleagues, which can improve teamwork and cooperation.

Overall, having optimistic employees can create a positive work environment, boost morale, and contribute to the success of the organization.

(b) Briefly discuss the concept of spiritual intelligence in organisations and how spiritual intelligence has effect on managerial leadership. Explain with examples.

Spiritual intelligence is the ability to access and apply a set of values and principles that transcend personal goals and benefit a larger community. In organizations, spiritual intelligence plays a crucial role in building a culture of trust, empathy, and purpose, which in turn helps foster positive relationships and high-performance teams.

Leaders who possess spiritual intelligence are often able to connect with their teams on a deeper level and inspire them to work towards a common goal. They prioritize empathy, compassion, and service to others, and strive to create a workplace that is inclusive, respectful, and supportive.

For example, consider the case of Patagonia, the outdoor clothing and gear company known for its commitment to environmental sustainability. The founder and CEO of Patagonia, Yvon Chouinard, is widely regarded as a spiritually intelligent leader, who puts the well-being of his employees and the planet at the forefront of his business decisions. He has implemented a number of initiatives to reduce the company’s environmental impact, including using recycled materials in their products and offering repair services to customers.

Another example of a spiritually intelligent leader is John Mackey, the co-founder and CEO of Whole Foods Market. Mackey has been a vocal advocate for conscious capitalism, a business philosophy that emphasizes the importance of creating value for all stakeholders, including customers, employees, suppliers, and the community. He has implemented policies such as profit-sharing and employee empowerment to create a workplace culture that is focused on collaboration and shared success.

In both of these examples, the leaders’ spiritual intelligence has enabled them to build strong and resilient organizations that are able to adapt to changing market conditions while remaining true to their values and principles. Their leadership styles have inspired their teams to work towards a shared vision and to prioritize the well-being of all stakeholders, resulting in a more engaged, motivated, and productive workforce.

GET Handwritten Hardcopy 
All Over India Delivery 
WhatsApp – 8130208920

Leave a Comment