Sabulbero, Jheannie Jenly Mia V.

Human Behavior in Organization

BSA III Case Study

Foundations of Individual Behavior

Case Study 1: Personality and Work Behavior

Scenario: Maria is a team leader in a marketing company. She is highly extroverted,

enjoys working with people, and thrives in collaborative environments. However, one
of her team members, James, is more introverted and prefers to work independently.
Recently, Maria assigned James to lead a group project, but he seemed uncomfortable
and disengaged.

Questions:

1. How does Maria's extroverted personality influence her leadership style?

Maria’s extroverted nature makes her a lively, people-focused leader who

enjoys teamwork and open communication. She likely prefers group projects and
frequent team interactions. Her love for collaboration might make her assume that
everyone on the team feels the same way.

2. What challenges might arise from the differences in Maria and James's
personalities?

The differences in Maria and James's personalities could cause some

challenges when working together. James, being introverted, might feel
uncomfortable or stressed when leading group projects, which could affect his
performance. He may not do his best when pushed out of his comfort zone, especially
in big group settings. Communication could also be an issue. Maria might see James’s
quietness as disinterest, while James could find Maria’s energetic style overwhelming.
These differences might lead to misunderstandings, causing frustration or confusion if
they don’t adjust their expectations and try to understand each other better.

3. Suggest ways Maria can adapt her leadership approach to better support
James.

To help James feel more comfortable and work better, give him tasks that let
him work alone or in small groups. Clear instructions and timelines can help him feel
more confident, as introverts often like time to think things through. Balance solo
work with teamwork, so he can contribute without feeling overwhelmed. One-on-one
meetings can also help, as James may prefer sharing ideas privately. If Maria wants
James to grow as a leader, she can start him with small projects before moving to
bigger ones. Understanding his strengths can make the work environment better for
him.
Case Study 2: Attitudes and Job Satisfaction

Scenario: John has been working as a sales representative for five years. Recently,
his company introduced a new commission structure that reduced his overall earnings.
Since the change, John has been less motivated, often arrives late to work, and shows
minimal effort in his tasks.

Questions:

1. How might the change in the commission structure affect John's attitude
toward his job?

The new commission structure likely made John feel less valued and less
motivated since he’s earning less money for the same work. This can lead to
frustration, lower morale, and a negative attitude toward his job. As a result, he might
care less about his work, leading to lateness and reduced effort.

2. Identify possible reasons for John’s decline in job satisfaction.

Lower earnings can have a significant impact on John’s motivation and

attitude toward work. With less income, he may feel less driven to work hard, leading
to a drop in productivity. This change might also make him feel unappreciated, as if
the company doesn’t value his efforts. If John believes the new pay is unfair, it could
lead to feelings of frustration and resentment. Over time, the reduced reward for his
work might cause him to feel that putting in extra effort isn’t worth it, further
decreasing his motivation and engagement.

3. What steps can the company take to improve John’s job satisfaction and
productivity?

To help John feel more motivated and satisfied in his role, the company could
reconsider the commission plan and see if it can be adjusted to better reward
employees. Offering other incentives, such as employee recognition, training
programs, or flexible work schedules, can also boost morale. Being transparent about
why the changes were made and involving employees in future decisions can build
trust and reduce frustration. Providing growth opportunities, like new challenges or a
path toward promotion, can help John feel more engaged. Additionally, regularly
recognizing his hard work can make him feel valued, even if an immediate pay
increase isn’t possible. These steps can encourage John to stay motivated and
committed to his role.

Case Study 3: Emotional Intelligence in the Workplace

Scenario: Samantha is a manager known for her high emotional intelligence. One
day, a conflict arises between two employees, Paul and Lisa, over the distribution of
tasks. Both feel they are being treated unfairly, and the tension has started to affect
team dynamics. Samantha steps in to mediate the conflict.
Questions:

1. How can Samantha use her emotional intelligence to address the conflict
between Paul and Lisa?

Samantha can use her emotional intelligence by staying calm, showing

empathy, and understanding how both Paul and Lisa feel. She can listen carefully to
each person’s side without taking sides, helping them feel heard and respected. By
recognizing their emotions and focusing on the real issues, she can guide them toward
a fair and peaceful solution.

2. What strategies should Samantha employ to ensure a fair resolution?

To solve the conflict between Paul and Lisa, start by letting them share their
concerns without interruptions. Stay neutral and focus on fixing the problem, not
taking sides. Remind them that they’re working toward the same team goals.
Encourage honest and respectful communication so they feel safe sharing their
thoughts. Finally, help them find a fair way to split tasks, making sure both feel heard
and valued.

3. How can Samantha help Paul and Lisa rebuild trust and improve teamwork?

Samantha can help Paul and Lisa move past their conflict by giving them
projects that require teamwork, helping them rebuild their working relationship. She
should encourage them to communicate openly and respectfully and praise them when
they work well together to build good habits. Planning team-building activities can
also strengthen their bond outside of work tasks. Finally, regular check-ins will help
ensure the conflict doesn’t return and that their teamwork keeps improving.

Case Study 4: Personality and Team Dynamics

Scenario: A newly formed project team comprises individuals with diverse

personalities: Sarah (conscientious), Mike (open to experience), Anne (agreeable),
and Tom (neurotic). The team is tasked with completing a high-stakes project within a
tight deadline. Early in the project, Tom frequently expresses concerns about meeting
the deadline, which causes tension within the group.

Questions:

1. How do the different personality traits of team members influence team

dynamics?
 Sarah is organized, detail-oriented, and focused on meeting deadlines, which
helps keep the team on track. Mike brings creativity and openness to new ideas,
offering unique solutions to problems. Anne is friendly and cooperative, helping
maintain a positive atmosphere and reduce conflicts within the team. Tom, who tends
to worry and feel stressed, can sometimes create tension, but his cautious nature also
helps the team stay alert to potential problems. While these different personalities can
balance each other out, they may also lead to tension, especially when the team is
under pressure.

2. What impact does Tom’s neuroticism have on the team’s performance?

Tom’s frequent worries can negatively impact the team by increasing stress,
lowering morale, and causing distractions. His concerns might frustrate others,
especially if they feel he’s overthinking situations. However, his cautious nature also
has a positive side, as it helps the team spot risks early and avoid mistakes. Managing
Tom’s stress is important to maintain a smooth and productive team dynamic.

3. Propose strategies the team can use to manage stress and improve
collaboration.

Giving everyone clear roles and deadlines can help reduce confusion and ease
Tom’s worries. Open communication lets team members share concerns and clear up
misunderstandings. Anne’s friendly nature can help solve conflicts and keep the team
focused. Simple stress-relief practices, like short breaks or check-ins, can help lower
stress levels. Focusing on solutions instead of problems keeps the team moving
forward. Celebrating small wins can boost morale and help Tom feel more confident.
These steps can help the team stay calm, work well together, and finish the project
successfully.

Case Study 5: Emotional Intelligence and Leadership

Scenario: Mark is a new supervisor in a customer service department. During his first
week, one of his team members, Carla, approaches him with a personal issue that is
affecting her performance. Mark listens carefully and offers support, but he also needs
to ensure that Carla meets her targets.

Questions:

1. How can Mark demonstrate empathy while maintaining workplace

productivity?

Mark can show empathy by really listening to Carla, understanding her

feelings, and offering support without judging her. At the same time, he can work
with her to create a plan that helps her handle her personal issue while still meeting
her work goals. Simple things like adjusting her hours or giving her more flexible
deadlines (if possible) can show he cares while keeping the work on track.

2. In what ways can Mark balance Carla’s personal needs with organizational
goals?

Offering flexibility, like flexible hours or remote work, can help Carla manage
her personal situation while still meeting work expectations. Breaking tasks into
small, clear steps makes it easier for her to stay on track. Suggesting company
resources, like counseling services, can provide extra support if needed. Regular
check-ins can help see how she’s doing and if she needs more help. Helping her
prioritize tasks can also prevent her from feeling overwhelmed. This way, Carla can
handle her personal needs while still contributing to the team’s goals.

3. How can Mark use emotional intelligence to build trust with Carla and the
rest of the team?

Mark can build trust and create a positive team environment by showing
emotional intelligence. Being fair and consistent helps the team feel they can trust
him. Clear communication about expectations, while understanding personal needs,
keeps everyone on track. Really listening makes team members feel valued, and
supporting their well-being creates a space where they feel comfortable sharing
concerns. By leading with kindness, patience, and respect, Mark sets a good example
for the team to follow.

Case Study 6: Attitudes and Workplace Culture

Scenario: A small startup company has a relaxed workplace culture where employees
are encouraged to express their opinions freely. However, recently, a new manager
with a more formal approach joined the team. Some employees feel the new
manager’s style clashes with the existing culture, leading to frustration and decreased
morale.

Questions:

1. How might the new manager's approach affect employees' attitudes and job
satisfaction?

The new manager’s formal style might make employees feel uncomfortable or
restricted, especially if they’re used to a relaxed and open environment. This could
lead to frustration, lower morale, and less motivation. Employees may also feel less
willing to share ideas, which can hurt creativity and job satisfaction.
2. Suggest ways the new manager can adapt to the existing workplace culture.

Before making big changes, it’s important to take time to observe the
company’s values and how the team works. Being flexible and blending formal
leadership with the company’s relaxed style can help create a smoother transition.
Keeping communication open by asking for employee feedback allows for a better
understanding of their needs and concerns. Building connections through informal
chats and team activities can strengthen relationships and foster trust. If changes are
necessary, introducing them slowly and explaining their importance can help the team
adjust more comfortably.

3. What steps can the company take to bridge the gap between the manager and
employees?

Planning team-building activities can help the manager and team connect and
build trust. Cultural training can teach the manager about the company’s relaxed work
style and core values. Open conversations through regular meetings allow everyone to
share concerns and feedback. Assigning a mentor, like a long-time employee, can
help the manager adjust more easily. Finding a balance between the manager’s
structured approach and the company’s laid-back style can also make the transition
smoother. These steps can improve teamwork, boost morale, and help everyone work
better together.