Question 1)

Suppose, you are a manager at a reputable multinational corporation (MNC), which is geographically dispersed. It operates in several different countries belonging to different continents. You are asked by your boss to manage a large global team. As the team members belong to different cultures and have different values, it has always been problematic for the organization to manage them.

Questions:

a. What can be the impact of cultural differences among team members?

b. How can the cultural differences among your team members would affect their behavior at your organization?

c. How can you assess the cultural differences among your team members?

Question 2)

Mr. Ahmad is a fresh graduate and he is employed at ABC Company. He is a fresh graduate and it's his first professional job. The job pays him pretty well but he is still unhappy with job.

What could be the possible reasons behind Mr. Ahmad being unhappy with his job?

.What will be the consequences and what adverse effects will it cause?

Question 3)

There exist a number of "biases" in the attribution processes through which we perceive other person.

(a) When we interact with other, how the impressions we form is influenced by these biases? Specifically, in what ways and to what extent do these biases influence our perception of the goals and identities of those with whom we interact?

(b) What are the reasons for the existence of these biases?

have to discuss the ways in which cognitive and motivational factors affect attribution.

Question 4)

Case Incident

Few topics in the business press have grabbed more headlines recently than highly lucrative annual bonuses for top management. Critics bemoan the multimillion-dollar compensation packages offered in the financial services industry in particular, following the dire consequences of the meltdown of this sector a few short years ago.How is executive compensation determined by compensation committees? Some researchers suggest that principles from equity theory (making comparisons to referent others) might explain variations in executive pay. To set what is considered a "fair" level of pay for top executives, members of the board find out how much executives with similar levels of experience in similar firms (similar inputs) are being paid and attempt toadjustcompensation (outcomes) to be equitable. In other words, top executives in large oil firms are paid similarly to top executives in other large oil firms, top executives in small hospitals are paid similarly to top executives in other small hospitals. In many cases, simply changing the referent others can change the salary range considered acceptable. According to one view of justice theory, this should be perceived as equitable, although executives may encourage boards to consider specific referent others who are especially well-paid.Critics of executive compensation change the debate by focusing on the ratio of executive compensation to that of the company's lowest-paid employees. Researcher Cary Cooper notes, "In business, it is important to reward success and not simply status." Cooper believes all employees should share the company's good fortune in profitable periods. He has recommended that CEO compensation be capped at 20 times the salary of the lowest paid employee. In fact, the average S&P 500 CEO is paid 263times what the lowest-paid laborer makes. This is eight times more than the ratio from the 1950s, which might serve as another reference point for determining what is considered "fair."

Questions

a.How does the executive compensation issue relate to equity theory? Who do you think should be the referent others in these equity judgments? What are the relevant inputs for top executives?

b.Can you think of procedural justice implications related to the ways pay policies for top executives have been instituted? Do these pay-making decisions follow the procedural justice principles outlined in the chapter?

c.Do you think the government has a legitimate role in controlling executive compensation? How might we use distributive and procedural justice theories to inform this debate?

d.Are there any positive motivational consequences of tying compensation pay closely to firm performance?

Question 5)

a.How does increased Emotional dissonance affect one's personality?

b. What is the most effective learning theory in your opinion? Explain how does it modify one's behavior? Support your answer with relevant examples.