The document analyzes organizational behavior attributes like motivation, job satisfaction, group dynamics, feedback, communication, and conflict management based on interviews with managers from different companies and levels in the hierarchy. Key findings include that job satisfaction is more important than monetary benefits for managers. Lower level managers prefer external motivation while higher executives are self-motivated. Feedback is important but implementation and monitoring of feedback is needed. Communication channels must exist between all levels and networking is important for career growth. Conflicts need to be handled diplomatically depending on if it is with peers or higher-ups.

1. OB Project 1
Submitted by:-
Ashdeep Kaur 14PGDM074 Githu Maria John 14PGDM080
Sonia Kaushal 14PGDM115 Shashank Kumar Singh
14PGDM109
Vatsal Anand 14PGDM129 Kausik Venkatesan 14
PGDM084
Kunwar Abhay Pratap Singh 14PGDM087

2. Objective
Insight –Functions, roles and skills of
managers
Study and analyze OB attributes –
• Motivation
• Job Satisfaction
• Group dynamics
• Feedback
• Communication
• Conflict Management

3. Interviewee Profile
Name Designation Company Work experience
Mr. Pankaj
Singhal
Asst Vice
President,
Institutional Sales
Deutsche Asset
Management
2 years with
Deutsche (10
years prior)
Mr. Sumit Kumar Program Manager Punj Lloyd 5 years
Mr. AnupamYadav Deputy General
Manager, Vice
Chairman’s office
Lotus Greens
Developers
5 years
Ms Anjuman
Narula
Assistant Manager,
Marketing Digital
TV Services
Airtel 6 years

4. Interview Analysis
Job Satisfaction
•Job satisfaction of higher importance
than monetary benefits.
•Lower level managers believe that staying
in comfort zone, hinders growth of lower
level managers
•While senior managers prefer their
comfort zone.
•Main reasons for change of job :-
monotony,
no scope for growth
and workplace environment, although they
were suitably compensated for.

6. Motivation
 Motivation is vital to keep people
engaged with their work.
 Managers, lower in the hierarchy see
external motivating factors like
awards, incentives and recognition as
major motivating factors.
 On the other hand, higher executives
see self-motivation as the major
driving factor.

7. Group Dynamics
 Junior managers feel reluctant most of
the times to strongly voice their
opinion, just because they are lower
down in the hierarchy.
 Senior managers in general and
appreciate and consider the opinions
given by juniors, provided they are
valid.

8. Feedback
 Feedback a must in a healthy
workplace.
 It highlights strengths and weaknesses.
Employees can work on their
weaknesses also they may be motivated
by telling them their strengths.
 Feedback can by of types:-
◦ Anonymous feedback and evaluation,
◦ One on one feedback
◦ 360 degree feedback.
 Feedback must be constructive and
should be implemented and monitored.

9. FEEDBACK MECHANISM

10. Johari Window

11. Communication and Networking
 Proper channels for communication must
exist.
 Regular communication must take place
between peers and subordinates.
 One must drive his point across assertively
and back it with solid facts.
 Moreover, though a person may change jobs,
he must maintain strong links with all his
contacts.
 Networking is important. The more contacts
one has, more efficient one becomes.

12. Conflict Management
 Conflicts are common in a work place.
Ideas, ideology may clash.
 Conflicts need to be handled
diplomatically.
 Conflict with peers maybe solved with
the intervention of a superior.
 Conflicts with a boss however, need to
be handled carefully.
 One must drive his point across, but
must acknowledge the position of the
boss and the broader goals of the
organization.

13. Key Learning
 A person must align himself with the
organization’s goals.
 Differences in interactions among mid
level managers and higher level
managers are evident.
 A lot of factors affect this are seniority,
type of organization, hierarchy etc.
 Every organization big or small has
some feedback process in place, with
varying levels of effectiveness.

14. Thank you