GMGT5173 Organisational Behaviour Assignment Malaysia
| University | Universiti Tun Abdul Razak (UNIRAZAK) |
| Subject | GMGT5173 Organisational Behaviour |
Questions
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Discuss the role of personality in shaping organizational behaviour.
How do the Big Five personality traits (OCEAN) influence employee performance, team dynamics, leadership effectiveness, and organizational culture? (25 marks) -
Discuss the role of perception in individual decision-making within organizational behaviour.
How do cognitive biases, heuristics, and the process of selective perception influence the quality of decisions made by employees and managers? (25 marks) -
Discuss the impact of workplace emotions and stress on individual and organizational outcomes in the context of organizational behaviour.
How do emotions and stress influence employee performance, decision-making, interpersonal relationships, and organizational culture? (20 marks) -
Analyse the role of motivation in employee performance and organizational success.
Discuss how different motivation theories such as Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and Self-Determination Theory can be applied in the workplace. (25 marks) -
Examine the relationship between attitude and job satisfaction in organizational behaviour.
How do attitudes such as job satisfaction, organizational commitment, and employee engagement influence work performance, organizational culture, and turnover rates? (25 marks)
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Rubric for Answering Mid-Term Questions (25 Marks Each)
The following rubric provides a clear structure for answering the five questions related to organizational behaviour.
Criteria Breakdown for Each Question
| Criteria | Excellent (21-25 marks) | Good (16-20 marks) | Satisfactory (11-15 marks) | Needs Improvement (0-10 marks) |
|---|---|---|---|---|
| Understanding of Key Concepts | Demonstrates a deep understanding of core concepts (personality, perception, motivation, etc.) and thoroughly explains how these concepts relate to organizational behaviour. | Solid understanding of core concepts, but lacks depth or minor inaccuracies. | Provides a basic understanding of concepts but misses important aspects or provides limited explanations. | Fails to demonstrate understanding of key concepts. Misinterpretations or significant gaps in knowledge. |
| Application of Theory/Concepts | Effectively applies theories/concepts (e.g., Big Five, cognitive biases, motivation theories) to real-world examples, showing how they manifest in organizational settings. | Applies theory/concepts with good examples but may lack depth or fail to connect theory with real-world outcomes. | Some application of theory, but examples are weak, generic, or not fully explained. | Little to no application of theory or real-world examples. |
| Critical Analysis & Depth | Provides a thorough analysis of the topic, exploring all aspects of the question with depth, critical thinking, and insights into organizational challenges. Identifies and addresses potential solutions. | Adequately analyses the topic but may overlook some complexities or present a less critical viewpoint. | Analysis is surface-level, with limited critical thinking or understanding of organizational complexities. | Little to no analysis. The answer is overly simplistic or lacks critical evaluation. |
| Structure & Clarity | The answer is well-structured with a clear introduction, body, and conclusion. Ideas flow logically, and the response is easy to follow. Writing is clear, concise, and well-organized. | The answer is clear but may have minor structural issues (e.g., awkward transitions or slightly unclear paragraphs). | The structure is somewhat unclear, with poor transitions between ideas. The answer may feel disorganized or repetitive in places. | The answer is poorly structured, difficult to follow, or lacks clear organization. |
| Comprehensiveness | Fully answers all parts of the question, addressing every aspect in detail, including examples, analysis, and potential challenges. | Addresses most parts of the question but may neglect minor aspects or fail to fully develop one or two areas. | Addresses some parts of the question but leaves out significant aspects or lacks depth in key areas. | Fails to answer key parts of the question or is incomplete. |
| Conclusion | Strong, clear, and concise conclusion that effectively summarizes key points and reinforces the overall argument. | Clear conclusion but may not fully summarize all key points or may lack depth. | Weak or vague conclusion that doesn’t adequately summarize the main points. | No clear conclusion or one that does not summarize key points. |
| Use of Relevant Terminology | Excellent use of organizational behaviour terminology. Terminology is accurate, well-integrated, and appropriate for the context. | Good use of terminology, though there may be occasional misuse or a lack of variety. | Some use of terminology, but may be imprecise or too basic. | Terminology is not used correctly, or there is minimal use of relevant terms. |