Raynard Almer Fabrizio
(2411011070)

1. Ethical Leadership
Ethical leadership is grounded in core principles that guide leaders in making morally sound decisions. Integrity is central, as it requires leaders to act with honesty and fairness, even when it is difficult. Transparency builds trust, as leaders must be open about their actions and motivations. Accountability is equally important, where leaders own their decisions and their consequences. An ethical leader also demonstrates empathy, showing concern for the well-being of others, and ensures fairness in all actions, treating people equitably and justly. They are committed to the growth and development of their teams, fostering environments where individuals can thrive. Respect for others, regardless of their position or background, is essential, creating an inclusive atmosphere. Ethical leaders must also possess the courage to make tough decisions, even when they face opposition or risk. They provide vision and purpose, motivating others to align with ethical goals. Consistency in values and actions ensures that a leader’s behavior reflects the standards they expect of others, creating a foundation of trust.

2. Moral Potency
Moral potency is a concept that highlights the strength and capability of a leader to act ethically in challenging situations. It consists of three interconnected components. First, moral ownership refers to the leader’s deep sense of personal responsibility for ensuring ethical behavior and outcomes, which drives them to uphold high moral standards. Second, moral efficacy is the belief in one's ability to influence and drive ethical change, even when faced with difficult circumstances. Leaders with high moral efficacy feel confident in their capacity to take action and make a meaningful difference. Finally, moral courage is the inner strength to confront ethical dilemmas head-on, even when there are personal or professional risks involved. Together, these components empower leaders to navigate complex moral challenges with conviction, inspiring others to follow their example.

3. Servant Leadership
Servant leadership is characterized by a deep commitment to serving others rather than seeking personal power. The essence of servant leadership lies in active listening, where leaders pay close attention to the needs and concerns of others, creating open channels of communication. Empathy plays a key role, as servant leaders seek to understand and share in the emotions of their followers, demonstrating compassion. They also focus on healing, recognizing that individuals may face emotional or psychological struggles and offering support to help them heal and grow. Awareness is another important trait, as these leaders are attuned to both their own actions and the needs of those around them. Persuasion, not authority, is how servant leaders guide others, inspiring action through influence rather than control. They also focus on conceptualization, thinking beyond immediate tasks to create a vision for the future, and their foresight helps them anticipate challenges before they arise. Stewardship comes into play when leaders take responsibility for resources and ensure that both the organization and its people thrive. A deep commitment to the personal growth of others is evident in their dedication to nurturing the development of those they lead. Finally, building a sense of community within the organization, fostering collaboration, and strengthening relationships are central to servant leadership, as leaders aim to create a cohesive, supportive environment for everyone.

Raynard Almera Fabrizio
(2411011070)

1. Develop and Organize Your Ideas
Begin the writing process by getting your thoughts down. Use a mix of short, simple sentences and longer, more complex ones to create a dynamic flow. Ensure every sentence is grammatically complete, and connect related ideas with conjunctions or punctuation like semicolons to show their relationship.

2. Write with Clarity and Concision
To make your writing clear, get straight to the point. Use the active voice to avoid vagueness (e.g., "The manager approved the plan" is better than "The plan was approved"). Use parallel structure for lists to maintain consistency, such as "writing, editing, and reviewing." Always place descriptive words and phrases directly next to the word they describe to avoid any confusion.

3. Structure Your Paragraphs
Each paragraph should have a clear topic sentence that states its main idea. Support this idea with evidence, examples, or explanations in the following sentences. Use transition words like "however," "therefore," or "for example" to create smooth transitions between ideas. When you want to explain something, move from a general point to specific details. When comparing, highlight both similarities and differences. When persuading, present your evidence before your conclusion.

4. Eliminate Unnecessary Words
Be brief and purposeful. Cut lengthy introductions, redundant phrases, and empty fillers like "there is" or "it is noted that." Replace weak noun phrases with strong verbs (e.g., use "decide" instead of "make a decision"). For very brief forms like social media posts, strip your message down to its absolute essentials.

5. Use Straightforward Language
Choose plain, direct language over jargon, clichés, and trendy buzzwords that can sound insincere. Find and use the active verbs often buried in less compact sentences (e.g., "we need to analyze" instead of "we need to make an analysis"). Avoid overly grandiose or formal words that may seem insincere to your audience.

6. Perfect Your Editing Process
Learn your common mistakes, such as typos or grammatical errors, so you can spot them easily. For important documents, read your work slowly, read it aloud, and even read it in reverse to force yourself to see each word individually. Double-check all numbers, names, and dates. For difficult papers, make a series of passes: one for the content and substance, a second for the form and structure, and a final one for the mechanics and grammar.

7. Evaluate the Message's Effectiveness
Finally, assess whether your writing achieved its objective. Is the subject immediately obvious? Is the tone appropriate for the intended audience? Is the information accurate and comprehensive? Is the text straightforward and easy to read? An effective message is one that your reader fully understands and can act on without any ambiguity.

Raynard Almer Fabrizio (2411011070)
1. Differentiate between emotions and moods
Emotions are intense, short-lived feelings that occur as a direct reaction to something happening at the moment, while moods are less intense, longer-lasting states that often arise from past experiences and may not have a clear cause. Emotions can also be influenced by moods; for instance, being in a bad mood can make someone more easily angered.

2. Identify the sources of emotions and moods
The sources of emotions and moods include personality traits, time of day and day of the week, weather conditions, stress levels, workload, social interactions, sleep quality, physical activity, as well as age and gender differences.

3. Show the impact of emotional labor on employees
Emotional labor, which refers to managing and displaying emotions as part of one’s job, can have both positive and negative impacts. It helps organizations maintain good customer relations and professional image, but it can also cause stress, emotional exhaustion, and burnout if employees constantly suppress their true feelings.

4. Explain the theory of affective events
The theory of affective events states that workplace events trigger emotional reactions, which then influence employees’ attitudes and behaviors. In other words, small daily incidents at work, whether positive or negative, accumulate and shape overall job satisfaction and performance.

5. Explain emotional intelligence
Emotional intelligence is the ability to recognize, understand, and manage one’s own emotions while also being able to perceive and influence the emotions of others. It involves skills such as self-awareness, self-regulation, motivation, empathy, and social skills.

6. Identify strategies for emotion regulation
Strategies for emotion regulation include surface acting, where employees hide their true emotions; deep acting, where they try to change their internal feelings to match the expected display; and cognitive reappraisal, where they reframe a situation to view it more positively. Relaxation techniques, mindfulness, and seeking social support are also common strategies.

7. Describe the differences between person–job fit and person–organization fit
Person–job fit refers to the alignment between an individual’s skills, abilities, and interests with the demands of the job, while person–organization fit focuses on the match between an individual’s values, personality, and goals with the overall culture and values of the organization.

8. Describe personality, the way it is measured, and the factors that shape it
Personality refers to the unique and relatively stable patterns of behavior, thoughts, and emotions that distinguish one individual from another. It is commonly measured through self-report questionnaires and observer ratings, while its development is shaped by both heredity (genetics) and environment (culture, family, and life experiences).

9. Describe the strengths and weaknesses of the Myers-Briggs Type Indicator (MBTI) personality framework, the Big Five Model, and the Dark Triad
The MBTI is useful for self-reflection and team building, but it lacks strong scientific validity and reliability. The Big Five Model is widely accepted by researchers as it is empirically supported and provides a comprehensive picture of personality, though it may be too broad for specific predictions. The Dark Triad, which includes narcissism, Machiavellianism, and psychopathy, helps identify negative traits that can harm organizations, but it can also oversimplify complex behaviors.

10. Describe how the situation affects whether personality predicts behavior
The influence of personality on behavior depends on the strength of the situation. In strong situations, such as structured environments with strict rules, personality differences have less impact on behavior. In weak situations, where rules and expectations are unclear, personality traits are more likely to shape individual actions.

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1. Diversity in organizations and its impact

Diversity in organizations refers to the variety of differences among employees, including gender, age, ethnicity, religion, education, skills, and even ways of thinking. A diverse workplace allows organizations to combine multiple perspectives, which often leads to more creativity, better problem-solving, and innovation. It also helps companies serve a wider customer base since employees bring unique cultural insights. However, if not managed properly, diversity can create misunderstandings, communication barriers, or conflict. Therefore, organizations need to actively build an inclusive culture where differences are respected and collaboration is encouraged to maximize the benefits of diversity.

2. Relationship between employee attitudes and job satisfaction

Employee attitudes reflect how individuals think and feel about their work, colleagues, and the organization as a whole. One of the most important attitudes is job satisfaction, which is shaped by job conditions such as workload, pay, recognition, and opportunities for growth. When employees have positive attitudes, they tend to be more satisfied with their jobs, more motivated, and more committed to organizational goals. On the other hand, negative attitudes often result in dissatisfaction, disengagement, absenteeism, and even turnover. In short, employee attitudes directly influence the level of job satisfaction, which then impacts overall workplace morale.


3. How diversity and attitudes influence performance

Diversity and employee attitudes work together in shaping organizational performance. A diverse workforce brings fresh ideas and fosters innovation, while positive attitudes and high job satisfaction drive motivation, productivity, and commitment. When diversity is combined with positive attitudes, employees are more likely to collaborate effectively, respect different viewpoints, and contribute to a healthy organizational climate. Conversely, unmanaged diversity and negative attitudes can reduce teamwork, lower productivity, and create conflict. Therefore, both diversity and positive attitudes are key drivers of sustainable organizational success.

4. Strategies to foster inclusivity and enhance job satisfaction

To create an inclusive workplace, organizations should promote open communication, respect cultural and individual differences, and provide diversity awareness training. Building inclusive policies—such as equal opportunities in recruitment and promotion—also helps employees feel valued. To enhance job satisfaction, organizations can focus on fair compensation, recognition of achievements, supportive leadership, professional development programs, and work–life balance initiatives. By combining inclusivity with practices that improve satisfaction, organizations can build a motivated, loyal, and high-performing workforce.

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1. Define what is OB

Organizational Behavior (OB) is a field of study that investigates how individuals, groups, and organizational structures interact and influence one another within the workplace. It draws on concepts from psychology, sociology, anthropology, and other social sciences to explain human behavior in organizations. The purpose of OB is not only to describe behavior but also to understand, predict, and manage it effectively so that both employees and organizations can perform optimally.

In simpler terms, OB focuses on what people do in an organization, why they do it, and how their behavior impacts organizational performance. By examining motivation, leadership, communication, decision-making, and organizational culture, OB provides managers with the tools to create healthier and more productive workplaces.

2. Show the value of systematic study of OB

The systematic study of OB means relying on scientific evidence, data, and proven theories to explain and manage behavior, rather than just intuition or personal experience. This approach adds value in many ways:

Improved prediction – Managers can predict employee responses to policies, changes, or incentives, which helps in planning strategies effectively.

Better decision-making – Decisions are based on data, research, and trends instead of guesswork, leading to more accurate solutions to workplace challenges.

Understanding diversity – A systematic approach helps in dealing with differences in culture, gender, age, and background, which is crucial in globalized organizations.

Employee performance and satisfaction – By applying OB knowledge, organizations can design jobs, rewards, and leadership approaches that increase motivation and reduce turnover.

Evidence-based management – Just like doctors rely on research for treatments, managers can rely on OB findings to make informed organizational choices.

In short, systematic study makes OB a science-based discipline that helps managers move from “what I think will work” to “what we know works.”

3. Identify the behavioral sciences that contribute to OB

OB is interdisciplinary, meaning it borrows knowledge from multiple behavioral sciences:

Psychology → Focuses on the individual level. It explains learning, motivation, personality, emotions, perception, and individual differences. For example, why some employees are highly motivated while others are disengaged.

Sociology → Looks at the group and organizational level. It studies social systems, culture, teamwork, organizational structure, and group dynamics. For example, how group norms influence productivity.

Social Psychology → Blends psychology and sociology. It studies how people influence each other, leadership effectiveness, communication patterns, and attitudes. For example, why people conform to peer pressure at work.

Anthropology → Examines cultural values and practices, especially in cross-cultural or multinational organizations. It helps managers understand cultural diversity and organizational rituals.

Political Science → Studies power, authority, and conflict within organizations, which helps leaders manage politics and negotiations.

Together, these disciplines provide a complete picture of human behavior in organizations, from the individual level to the global cultural context.

4. Compare the 3 levels of analysis in this text’s OB model

OB can be studied at three main levels of analysis, which are interconnected:

Individual Level

Focus: Personality, motivation, perception, attitudes, and decision-making.

Example: Why one employee is more motivated than another, or how stress affects performance.

Goal: Understand and predict individual behavior to improve productivity and satisfaction.

Group Level

Focus: Communication, leadership, power, conflict, team dynamics, and decision-making.

Example: Why some teams collaborate effectively while others fail, or how leadership style impacts group morale.

Goal: Improve teamwork, leadership effectiveness, and collaboration.

Organizational System Level

Focus: Organizational culture, structure, change, and overall effectiveness.

Example: Why one organization adapts successfully to change while another resists and fails.

Goal: Optimize organizational design, strategy, and long-term sustainability.

Comparison:

The individual level looks inward at personal traits and behaviors.

The group level examines how individuals interact and work together.

The organizational level considers the big picture—how structure, culture, and strategy affect everyone.

All three levels are interconnected: individual behavior influences group performance, and both contribute to overall organizational outcomes.

5. Describe the skills employability gained studying OB

Studying Organizational Behavior equips students and professionals with valuable employability skills that are highly sought after in today’s workplace:

Communication Skills – Ability to express ideas clearly, actively listen, and adapt messages for different audiences.

Interpersonal Skills – Understanding human behavior makes it easier to build relationships, resolve conflicts, and collaborate effectively.

Leadership Skills – Knowledge of motivation and influence helps in guiding teams and inspiring others.

Analytical & Problem-Solving Skills – Using data and OB theories, individuals can analyze workplace problems and find effective solutions.

Adaptability & Cultural Awareness – Understanding diversity and organizational culture prepares individuals to work in global, multicultural environments.

Teamwork & Collaboration – Skills in group dynamics improve the ability to work in and manage teams.

Ethical Decision-Making – OB emphasizes responsibility and ethics in leadership and organizational choices.