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For each question, you need to answer require Words . (It is shown next to each question)
Q 1-2-3-5 ((Min words 150-200)
Q 4((Min words 200-300) )
Use APA style for writing references.
Important Note: – Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles.
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المملكة العربية السعودية
وزارة التعليم
الجامعة السعودية اإللكترونية
Kingdom of Saudi Arabia
Ministry of Education
Saudi Electronic University
College of Administrative and Financial Sciences
Assignment 2
Organizational Behaviour (MGT 301)
Due Date: 30/03/2024 @ 23:59
Course Name: Organizational Behaviour
Student’s Name:
Course Code: MGT301
Student’s ID Number:
Semester: Second
CRN:
Academic Year:2023-24-2nd
For Instructor’s Use only
Instructor’s Name: Dr Dr. Umme Hani
Students’ Grade: 00/ 10
Level of Marks: High/Middle/Low
General Instructions – PLEASE READ THEM CAREFULLY
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The Assignment must be submitted on Blackboard (WORD format only) via the
allocated folder.
Assignments submitted through email will not be accepted.
Students are advised to make their work clear and well presented, marks may be reduced
for poor presentation. This includes filling in your information on the cover page.
Students must mention the question number clearly in their answers.
Late submissions will NOT be accepted.
Avoid plagiarism, the work should be in your own words, copying from students or other
resources without proper referencing will result in ZERO marks. No exceptions.
All answers must be typed using Times New Roman (size 12, double-spaced) font. No
pictures containing text will be accepted and will be considered plagiarism).
Submissions without this cover page will NOT be accepted.
Learning Outcomes:
1
Describe management issues such as diversity, attitudes and job satisfaction,
personality, and values in organizational behaviour. (CLO2).
Reference Source:
Textbook:Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021). Organizational behavior:
Improving performance and commitment in the workplace (7th ed). Burr Ridge, IL:
McGraw-Hill Irwin.
Case Study: –
Case: MARRIOTT
Please read the case “MARRIOT” from Chapter 9 “PERSONALITY AND CULTURAL
VALUES” Page: – 292 given in your textbook – Organizational behaviour: Improving
performance and commitment in the workplace (7th ed). by Colquitt, J. A., LePine, J. A.,
& Wesson, M. J. (2021) and Answer the following Questions:
Assignment Question(s):
Part:-1
1. Can you think of other jobs in Marriott where Big Five dimensions other than
agreeableness and conscientiousness would be vital? (02 Marks ) (Min words 150-200)
2. If you applied for a job that involved a personality assessment, would you be honest in
your responses or would you exaggerate your answers to appear more desirable? Why?
(02 Marks ) (Min words 150-200)
3. What other approaches might companies use to assess personality during hiring, other
than an interview or assessment? What strengths and weaknesses might those other
approaches have? (02 Marks ) (Min words 150-200)
Important Note: – Support your submission with course material concepts, principles, and
theories from the textbook and at least two scholarly, peer-reviewed journal articles.
Part:-2
Discussion questions: Please read Chapter 10 “Ability” carefully and then give your
answers based on your understanding.
4. What roles do learning, education, and other experiences play in determining a person’s
abilities? For which type of ability—cognitive, emotional, or physical—do these factors
play the largest role? (2 Marks) (Min words 200-300)
5. What combination of abilities is appropriate for the job of your dreams? Do you possess
those abilities? If you fall short on any of these abilities, what could you do to improve?
(2 Marks) (Min words 150-200)
Important Note: – Support your submission with course material concepts, principles, and
theories from the textbook and at least two scholarly, peer-reviewed journal articles.
Answers
1. Answer2. Answer3. Answer4. Answer5. Answer-
CHAPTER 9
Personality and Cultural Values
9.4 Consider the profile of the United States on Hofstede’s cultural values, as shown in Table
9-3. Do you personally feel like you fit the U.S. profile, or do your values differ in some
respects? If you served as an expatriate, meaning you were working in another country,
which cultural value differences would be most difficult for you to deal with?
9.5 If you owned your own business and had a problem with employee theft, would you use an
integrity test? Why or why not?
Case: Marriott
At one point, Marriott’s personality assessment was supplied by Kronos—a human resource
software company. Kronos became a larger presence in the personality assessment arena after
acquiring Unicru—a firm that specialized in such tests. Kronos/Unicru has supplied personality
assessments for a number of companies other than Marriott, including Best Buy, CVS, Walmart,
and Kroger. Its assessment appears to measure four of the Big Five dimensions, including the
agreeableness and conscientiousness facets that Marriott emphasizes most. Below are some
sample items from the assessment, based on reports of those who have experienced it. All items
use a Strongly Disagree to Strongly Agree response scale.
• You do things carefully so that you don’t make mistakes. (conscientiousness)
• You are a friendly person. (agreeableness)
• You show it when you are in a bad mood. (neuroticism)
• You chat with people you don’t know. (extraversion)
An assessment developer at a competing firm, Development Dimensions International,
s ummarizes such tools this way: “You might find yourself in a job incompatible to your
personality type and values . . . The more honest you are with these types of tests, the better off
you are in the long run.”* Of course, that viewpoint is less salient to the people who are trying
to land jobs, especially in competitive sectors or difficult economic times. Admits a CEO of
another assessment administrator, “If a candidate fails the test, the companies often won’t take
the time to interview them.”*
Is Marriott right to focus on agreeableness and conscientiousness, regardless of who it
partners with in creating the assessment? Research that occurs in the hotel industry suggests
that it is. One study, published in the International Journal of Hospitality Management, assessed
the Big Five for almost 200 employees in multiple hotel chains in the state of Washington.
The f indings of the study showed that agreeable and conscientious employees were more
self-confident about their job performance, with those dimensions having stronger effects than
the other three members of the Big Five. It seems likely that such self-confidence would be
critical to Marriott employees, especially as they rose up the ranks of the company.
9.1 Can you think of other jobs in Marriott where Big Five dimensions other than agreeableness
and conscientiousness would be vital?
9.2 If you applied for a job that involved a personality assessment, would you be honest in your
responses or would you exaggerate your answers to appear more desirable? Why?
9.3 What other approaches might companies use to assess personality during hiring, other than
an interview or assessment? What strengths and weaknesses might those other approaches
have?
*Source: Forbes Media LLC.
Sources: L. Gallagher, “Why Employees Love Staying at Marriott,” Fortune, March 5, 2015; R. Cohen, “Pass This Test,
then We’ll Talk,” Forbes, June 25, 2008; M. Pallen, “Unicru Answer Key—Read This, Get Hired,” http://toughnickel.com/
finding-job/unicru, accessed May 13, 2019; H. J. Kim, K. H. Shin, and W. T. Umbreit, “Hotel Job Burnout: The Role of
Personality Characteristics,” International Journal of Hospitality Management, 26 (2007), pp. 421–434.
291
292
CHAPTER 9
Personality and Cultural Values
Exercise: Guessing Personality Profiles
The purpose of this exercise is to explore how noticeable the Big Five personality dimensions are
among classmates. This exercise uses groups, so your instructor will either assign you to a group
or ask you to create your own group. The exercise has the following steps:
9.1 Individually, complete the Big Five measure found in the OB Assessments box in the chapter.
9.2 Write your scores on a small white piece of paper, in the following format: C =, A =, N =,
O =, E =. Try to disguise your handwriting to make it as plain and generic as possible. Fold
your piece of paper so that others cannot see your scores.
9.3 In your group, mix up the pieces of paper. Begin by having one group member choose a
piece of paper, reading the CANOE scores aloud. The group should then try to come to consensus on which member the scores belong to, given the norms for the various dimensions
(C = 14, A = 16, N = 10, O = 15, E = 13). Keep in mind that group members may wind
up reading their own pieces of paper aloud in some cases. Once the group guesses which
member the paper belongs to, they should place the paper in front of that member.
9.4 Moving clockwise, the next group member should choose one of the remaining pieces of
paper, continuing as before. The process repeats until all the pieces of paper have been
assigned to a member. Members can be assigned only one piece of paper, and no switching
is permitted once an assignment has been made.
9.5 Group members should then announce whether the piece of paper assigned to them was in
fact their set of scores. If the assignment was incorrect, they should find their actual piece of
paper and describe the differences in the scores.
9.6 Class discussion (whether in groups or as a class) should center on the following topics:
How accurate were the guesses? Were the guesses more accurate in groups that knew one
another well than in groups with less familiarity? Which personality dimensions were relied
upon most heavily when making assignment decisions? What is it that makes those dimensions more immediately observable?
Endnotes
9.1 Funder, D.C.
“Personality.” Annual
Review of Psychology
52 (2001), pp.
197–221; Hogan,
R.T. “Personality
and Personality
Measurement.”
Handbook of Industrial
and Organizational
Psychology, Vol. 2, ed.
M.D. Dunnette and
L.M. Hough. Palo
Alto, CA: Consulting
Psychologists Press,
1991, pp. 873–919.
9.2 Hogan, “Personality
and Personality
Measurement.”
9.3 Ibid.; Fleeson, W.,
and P. Gallagher.
“The Implications of
Big Five Standing for
the Distribution of
Trait Manifestation
in Behavior: Fifteen
Experience-Sampling
Studies and a MetaAnalysis.” Journal of
Personality and Social
Psychology 97 (2009),
pp. 1097–1114.
9.4 Rokeach, M. The
Nature of Human
Values. New York:
The Free Press, 1973;
Steers, R.M., and
C.J. Sanchez-Runde.
“Culture, Motivation,
and Work Behavior.”
In Blackwell Handbook
of Cross-Cultural
Management, ed. M.J.
Gannon and K.L.
Newman. Malden, MA:
Blackwell, 2002, pp.
190–213.
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