TITLE: ORGANIZATIONAL BEHAVIOUR

There are TWO (2) sections in this question. (30 MARKS)

SECTION A: CASE

There are FOUR (4) questions in this section. Answer ALL questions in the answerbooklet.

How Working Conditions and Attitudes Have Changed Due to the Pandemic

"In the past year business-as-usual has been suspended, forcing employers and workers torethink accepted norms and adapt quickly to an uncertain and fast-changing world," said NelaRichardson, chief economist, ADP. "COVID-19's impact on job loss and change has beenuneven, and those who held their jobs are facing unexpected choices, compromises, and evenopportunities. The following are key takeaways from the report:

Worker Confidence

Optimism is shaken yet persistent:COVID-19 has dented worker sentiment: although themajority (86%) of workers still say they feel optimistic about the next five years in theworkplace, this is down from 92% last year. While overall optimism may be the long-term outlook, it is uneven among workers, specifically among new entrants in the workforce.

• Nearly four in five (78%) Generation Z (18-24 years old) workers feel their professionallives are affected and two in five (39%) report they lost jobs, were furloughed or suffered a temporary layoff from their employer.
• Optimism among Generation Z has fallen substantially (to 83% from 93%) more thanany other generation.
• Fears of job insecurity have compelled three-quarters of respondents (76%) to take onextra tasks, longer hours or a heavier workload.

Workplace Conditions

Unpaid overtime soars; empowerment rises on flexible working:With concerns around job security looming large, nearly half (46%) of global respondents have taken on additional responsibilities at work, either to compensate for colleagues losing their roles or particularly when it comes to essential workers (55%) to cope with the extra workload COV1D-19 hascreated.

• Unpaid overtime has jumped sharply to 9.2 hours per week on average, up from 7.3 hoursjust a year ago.
• Since the pandemic began, there has been a sharp increase in workers (67%) who saythey feel empowered to take advantage of flexible working arrangements at theircompanies, up from 26% before the pandemic.

Employee Performance

Pandemic puts employee performance in the spotlight:Workers admit the changes haveoffered opportunities to develop new skills or embark on new career paths they find satisfyingor that unlock their potential.

• More than one in four workers (28%) took on a new role or changed roles due to job losses in their organization. Generation Z workers had to be the most agile, with morethan one in three (36%) having changed roles or taken on a new one.
• There are positives: Most employees have been rewarded financially for their commitment, with nearly seven in ten (68%) having received a pay raise or a bonus.

Worker Mobility

Workers are on the move:Within a year, COVID-19 has significantly impacted workers'locations. Three quarters (75%) of the global workforce made changes or plan to change how or where they live, even more (85%) among Generation Z.

• More than half (54%) say they are more interested in contract work since COVID-19, themain reasons being they believe there are new opportunities for them to perform contractwork (35%) or because they have learned new skills that they can apply to contract work(32%).
• Older workers are most open to the idea of shifting into contract work (29% of over 55year-olds and 22% of 45 to 54-year-olds), followed by Generation Z (19%).
• However, the majority of workers (83%) would still opt for a permanent, traditional jobrather than contract work, a proportion that is relatively unchanged since last year.

Gender and Family

• Half of the respondents (52%) believe employers accommodating the needs of workingparents will cease within a year, something likely to weigh heavily in future decisions, as15% of working parents report they or a member of their household has already stoppedworking voluntarily, rising to 26% for those with children under one.
• Two-thirds (67%) say they have been forced to make a compromise between their workand their personal life because of the impact of the pandemic, especially for women andparents.
• Women are also less likely than men to receive a bonus or pay raise for taking onadditional work or changing roles, with the greatest gap in North America, where 62% of men received a bonus or pay raise for changes to their roles, compared to only 50% ofwomen.

Source:https://www.cpapracticeadvisor.com/payroll/article/21221139

QUESTIONS 1 (ANSWER WITH RELEVANT)

1. In the context of organizational behavior, discuss how the above data and researchwould be helpful for managers in managing employees at work. Discuss your answer using THREE(3) POINTS THE RIGHT ONE.(6 Marks)

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2. Based on the above research, explain anyTWO (3)opportunities to employees, that haveemerged in the workplace because of the pandemic. (3 Marks)

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3. It was mentioned in the article that two-thirds (67%) of respondents say they have beenforced to make a compromise between their work and their personal life because of theimpact of the pandemic, especially for women and parents. Predict and discussONE (2)impact of this situation on employees andONE (2)impact on an organization. (6 Marks)

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4. Many organizations are affected by pandemics. Some of them must downsize theiroperations through retrenchment. This has left existing employees to assume moreresponsibility and extra workload.

Predict and discussTWO (3)job attitudes, employees would experience if the employer failed to care for the employee's wellbeing. (6 Marks)(TOTAL: 21 MARKS)

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SECTION B: ESSAY:

There are TWO (2) questions in this section answer ALL questions in the AnswerBooklet,

Question 1

Aliff is doing a part-time job as a barista at Starbucks to meet ends meet while studying. Onhis way to his work, his car breaks down and he ends up having to pay the tow truck RM 300using his last pocket money for the month.

Aliff arrived for his shift frustrated, upset, and on the verge of tears wondering how he wouldpay for his rent this month, let alone repairs for his car. But wanting to be a good employee, he still smiles, makes pleasant small talk, and promptly delivers his customer's order. As hisfive hours shift ended, he left for the day exhausted.

A. Based on the above excerpt explain the emotional labor experience by Aliff. EXPLAIN BRIEFLY. (3 Marks)

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B. It was mentioned in the excerpt that Alif is feeling frustrated and upset. Explain whether this feeling is emotions or moods? (2 Marks). (TOTAL 5 MARKS)

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QUESTIONS 2:

Assume that you are a group leader of your group assignment. Your group has been assigneda task to raise funds to fund a 'food bank' project at your university. You have an idea that youwould like to present to your group members. However, you are sure that most of your groupmembers will disagree with you. To convince others, you must use some power tactics.

1. Explain power tactics briefly.(2 Marks)

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2. Identify anyTWO (3)power tactics and explain how you can use the power tactics to influence your group members to accept your idea.(3 Marks)(TOTAL 5 MARKS)

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