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(207) : CONTEMPORARY FRAMEWORKS IN MANAGEMENT

Q1) Answer any 5 :
a) What is Emotional Intelligence?
Emotional Intelligence (EI) refers to the ability to recognize, understand,
manage, and effectively express emotions in oneself and others. It involves a
set of skills and competencies that enable individuals to navigate social
interactions, build relationships, and cope with challenges in both personal
and professional settings. Emotional intelligence encompasses various
aspects of emotional awareness, empathy, self-regulation, and interpersonal
skills. Here's a breakdown of the key components of emotional intelligence:

1. Self-Awareness:

 Self-awareness is the foundation of emotional intelligence. It involves

recognizing and understanding one's own emotions, strengths, weaknesses,
values, and motivations. Self-aware individuals are attuned to their feelings,
thoughts, and behaviors, allowing them to accurately assess their impact on
others and make informed decisions.

2. Self-Regulation:

 Self-regulation refers to the ability to manage and control one's emotions,

impulses, and reactions in different situations. It involves techniques such as
stress management, impulse control, emotional resilience, and adaptability.
Self-regulated individuals are able to stay calm under pressure, think before
acting, and maintain a positive outlook even in challenging circumstances.

3. Motivation:

 Motivation is the drive to pursue goals, overcome obstacles, and achieve

personal and professional success. Emotionally intelligent individuals are
motivated by intrinsic factors such as passion, purpose, and a desire for self-
improvement rather than external rewards or validation. They set
challenging goals, persist in the face of setbacks, and maintain a sense of
optimism and resilience.

4. Empathy:

 Empathy is the ability to understand and share the feelings, perspectives,

and experiences of others. It involves active listening, perspective-taking,
and showing compassion and understanding towards others' emotions and

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needs. Empathetic individuals are able to build strong interpersonal

connections, resolve conflicts, and collaborate effectively in teams.

5. Social Skills:

 Social skills encompass a range of abilities related to interpersonal

communication, collaboration, and relationship-building. Emotionally
intelligent individuals excel in areas such as effective communication,
conflict resolution, negotiation, and leadership. They are adept at building
rapport, inspiring trust, and influencing others positively.

b) What are the basic four types of activities as per the habit of put first thing first?

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The concept of "putting first things first" is central to time management and
prioritization, as outlined in Stephen Covey's "The 7 Habits of Highly Effective
People." Covey suggests that effective individuals prioritize tasks based on
their importance and urgency, focusing on activities that align with their
values, goals, and long-term objectives. "Putting first things first" involves
categorizing activities into four basic types, commonly known as the Time
Management Matrix or the Eisenhower Matrix. These four types of activities
are:

1. Quadrant I: Urgent and Important:

 Activities in this quadrant are both urgent and important, requiring

immediate attention and action. They often involve critical tasks, deadlines,
crises, or emergencies that demand immediate response. Examples include
dealing with pressing deadlines, handling urgent client requests, or
addressing unexpected problems.

2. Quadrant II: Not Urgent but Important:

 Activities in this quadrant are important but not necessarily urgent. They
contribute to long-term goals, personal growth, and proactive planning.
Prioritizing Quadrant II activities is key to preventing crises and building
resilience. Examples include strategic planning, relationship-building, skill
development, and preventive maintenance.

3. Quadrant III: Urgent but Not Important:

 Activities in this quadrant are urgent but may not be important in the grand
scheme of things. They often involve interruptions, distractions, or tasks that
are driven by others' agendas rather than one's own priorities. Examples
include unnecessary meetings, minor interruptions, or responding to non-
critical emails or phone calls.

4. Quadrant IV: Not Urgent and Not Important:

 Activities in this quadrant are neither urgent nor important and typically
represent time-wasting or low-value tasks. They provide little or no
contribution to long-term goals or personal effectiveness. Quadrant IV
activities should be minimized or eliminated to free up time for more
meaningful pursuits. Examples include excessive social media browsing,
aimless web surfing, or idle gossiping.

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c) Which of the following habits is not included in public victory habits?

i) Synergize i
i) Seek first to understand . . . Then to be understood.
iii) Sharpen your saw
iv) Think win/win

The Public Victory Habits, as outlined in Stephen Covey's "The 7 Habits

of Highly Effective People," focus on building effective interpersonal
relationships and collaboration with others. Let's analyze each habit to
determine which one is not included in the Public Victory Habits:

i) Synergize: This habit involves valuing and leveraging differences

among people to achieve mutually beneficial outcomes through
creative cooperation and teamwork. Synergizing is indeed one of the
Public Victory Habits.

ii) Seek first to understand . . . Then to be understood: This

habit emphasizes the importance of empathetic listening and
understanding others' perspectives before seeking to express one's
own viewpoint. It encourages effective communication and fosters
mutual respect and trust. This habit is part of the Public Victory Habits.

iii) Sharpen your saw: This habit underscores the significance of

continuous personal and professional development, self-renewal, and
self-improvement. It involves maintaining balance in various
dimensions of life, such as physical, mental, emotional, and spiritual
well-being. However, this habit is not included in the Public Victory
Habits; it is part of the Private Victory Habits, which focus on self-
mastery.

iv) Think win/win: This habit promotes a mindset of mutual benefit

and cooperation, seeking solutions that satisfy the needs and interests
of all parties involved. It encourages collaboration, creativity, and a
focus on shared goals. Think win/win is indeed one of the Public Victory
Habits.

d) First who, then what is about....

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i) Deciding who will lead

ii) Deciding direction first
iii) Getting right people on board
iv) Motivating right people
The principle of "First who, then what" emphasizes the importance of
focusing on selecting and developing the right people before determining
specific strategies or directions. Let's analyze each option to determine
which one aligns with the concept of "First who, then what":

i) Deciding who will lead: This option aligns with the principle of "First
who, then what." Before deciding on the specific direction or strategies for an
organization or project, it's essential to identify and appoint effective leaders
who can inspire, guide, and mobilize the team towards common goals.

ii) Deciding direction first: This option contradicts the principle of "First
who, then what." While determining the direction is important, the principle
suggests that it's more effective to focus on selecting the right people before
defining the specific strategies or goals.

iii) Getting right people on board: This option directly aligns with the
principle of "First who, then what." It emphasizes the importance of
recruiting, retaining, and developing talented individuals who are aligned
with the organization's values, culture, and vision before embarking on
specific initiatives or projects.

iv) Motivating right people: While motivating the right people is essential
for organizational success, it is not directly related to the principle of "First
who, then what." The principle emphasizes the importance of selecting the
right people first, and motivation is typically addressed after the team is
formed.

e) Which of the following is NOT a quality of collaboration?

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i) Honesty ii) Openness iii) Respect iv) Inconsistency

i) Honesty: Honesty is a crucial quality of collaboration. It involves being

truthful, transparent, and forthcoming in communication and interactions
with team members. Honest communication builds trust and strengthens
relationships within the team, facilitating effective collaboration.

ii) Openness: Openness is another important quality of collaboration. It

involves being receptive to new ideas, perspectives, and feedback from
others. Open communication promotes creativity, innovation, and problem-
solving by encouraging diverse viewpoints and constructive dialogue among
team members.

iii) Respect: Respect is a fundamental quality of collaboration. It involves

treating others with dignity, empathy, and consideration, regardless of
differences in opinions, backgrounds, or roles. Respecting the contributions
and perspectives of team members fosters a positive team environment and
encourages active participation and engagement in collaborative efforts.

iv) Inconsistency: Inconsistency is not a quality of collaboration; rather, it

represents a lack of reliability, predictability, or coherence in behavior or
actions. Inconsistent behavior can hinder effective collaboration by causing
confusion, frustration, and mistrust among team members.

h) The book Five Dysfunctions of a team is written by

i) Daniel Goleman
ii) Stephen Covey
iii) Patrick M. Lencioni
iv) John Maxwell

f) What do you mean by the concept of Inside-out?

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The concept of "Inside-out" refers to an approach or perspective that

begins internally, focusing on one's own beliefs, values, principles, and
character before considering external factors or circumstances. It
involves looking inward and aligning one's actions and decisions with
their core values and principles, rather than being solely influenced by
external pressures, opinions, or expectations.

In various contexts, the Inside-out approach emphasizes the

importance of self-awareness, authenticity, and integrity in guiding
behavior and decision-making. Instead of seeking validation or
direction from external sources, individuals or organizations following
an Inside-out approach prioritize understanding their own motivations,
goals, and priorities first, and then projecting these internally-derived
values and principles outwardly into their actions and interactions with
others and the world around them.

For example, in leadership and personal development, adopting an

Inside-out approach entails focusing on developing self-awareness,
emotional intelligence, and a strong sense of purpose before seeking
to lead or influence others. Effective leaders who embrace the Inside-
out perspective demonstrate authenticity, integrity, and a clear
alignment between their words and actions, inspiring trust and loyalty
among their followers.

Similarly, in business and organizational contexts, the Inside-out

approach involves defining and living by a clear set of values, mission,
and culture that emanate from within the organization, rather than
being dictated solely by external market forces or competitors.
Companies that prioritize an Inside-out approach strive to create a
strong internal culture based on shared values and principles, which in
turn guides their external interactions with customers, partners, and
stakeholders.

g) What is the ‘EQ brain’?

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The term "EQ brain" refers to the neurological processes and structures
associated with emotional intelligence (EI) or emotional quotient (EQ). While
the concept of emotional intelligence encompasses various aspects of
understanding, managing, and expressing emotions, the "EQ brain"
specifically highlights the brain regions and neural networks involved in
these processes.

1. Limbic System:

 The limbic system, including structures such as the amygdala, hippocampus,

and hypothalamus, plays a central role in processing emotions and
emotional memories. The amygdala, in particular, is involved in the detection
and response to emotional stimuli, including fear, pleasure, and arousal.

2. Prefrontal Cortex:

 The prefrontal cortex, especially the ventromedial prefrontal cortex (vmPFC)

and dorsolateral prefrontal cortex (dlPFC), is involved in higher-order
cognitive functions such as decision-making, impulse control, and social
cognition. These regions help regulate emotional responses, inhibit impulsive
behaviors, and assess social cues and situations.

3. Insular Cortex:

 The insular cortex, located deep within the brain's folds, is involved in
processing interoceptive information related to bodily sensations and
internal states. It plays a role in self-awareness, empathy, and subjective
feelings of emotion.

4. Mirror Neuron System:

 The mirror neuron system, consisting of neurons in the premotor cortex and
parietal cortex, is involved in mirroring or simulating the actions, intentions,
and emotions of others. This system underlies empathy, social
understanding, and imitation.

5. Default Mode Network (DMN):

 The default mode network, a network of brain regions including the medial
prefrontal cortex, posterior cingulate cortex, and angular gyrus, is active
during rest and self-referential thinking. It is involved in introspection, self-
awareness, and mentalizing about one's own and others' emotions.

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Q2) Answer any 2 :

a) What do you mean by self-awareness?
Self-awareness refers to the ability to accurately perceive, recognize, and
understand one's own thoughts, emotions, strengths, weaknesses, values,
and motivations. It involves having insight into one's beliefs, attitudes,
behaviors, and their impact on oneself and others. Self-aware individuals
have a clear understanding of their identity, goals, and desires, as well as
their limitations and areas for growth.

Self-awareness can manifest in various dimensions:

1. Emotional Self-awareness: Recognizing and understanding one's own

emotions, including their triggers, intensity, and effects on behavior.
Emotional self-awareness allows individuals to manage their emotions
effectively and navigate social interactions with empathy and authenticity.
2. Self-Reflection: Engaging in introspection and self-examination to assess
one's thoughts, actions, and experiences. Self-reflection involves questioning
assumptions, analyzing past decisions, and identifying patterns of behavior
to gain insights into oneself and make informed choices.
3. Self-Concept: Having a clear and accurate perception of one's own identity,
values, beliefs, and priorities. A strong self-concept provides a sense of
direction, purpose, and coherence, guiding behavior and decision-making in
alignment with personal values and aspirations.
4. Awareness of Strengths and Weaknesses: Recognizing one's own
strengths, talents, skills, and areas of expertise, as well as acknowledging
limitations, vulnerabilities, and areas for improvement. Awareness of
strengths and weaknesses allows individuals to leverage their strengths
effectively and address areas of growth with humility and openness to
feedback.
5. Situational Awareness: Being attuned to the external environment, social
context, and interpersonal dynamics. Situational awareness enables
individuals to adapt their behavior, communication style, and decision-
making to different contexts and effectively navigate social interactions and
relationships.

b) What you mean by being proactive?

Being proactive refers to taking initiative and responsibility for one's own
actions, choices, and circumstances, rather than reacting passively to
external events or being driven by circumstances beyond one's control.

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Proactive individuals anticipate challenges, identify opportunities, and

actively seek to influence outcomes through intentional thought and action.
They focus on what they can control and influence, rather than dwelling on
factors outside their sphere of influence.

Key aspects of being proactive include:

1. Taking Initiative: Proactive individuals do not wait for opportunities to

come to them; instead, they actively seek out opportunities for growth,
improvement, and achievement. They take the initiative to set goals, make
decisions, and pursue their aspirations with determination and perseverance.
2. Personal Responsibility: Proactive individuals take ownership of their
thoughts, emotions, actions, and outcomes. They accept accountability for
their choices and behaviors, recognizing that they have the power to shape
their own destiny through conscious decision-making and effort.
3. Anticipating and Planning: Proactive individuals anticipate challenges,
obstacles, and opportunities before they arise. They engage in strategic
planning, problem-solving, and contingency planning to prepare for various
scenarios and mitigate potential risks. By being proactive in planning, they
can adapt more effectively to changing circumstances and minimize the
impact of unexpected events.
4. Focus on Solutions: Proactive individuals focus on finding solutions rather
than dwelling on problems or setbacks. They adopt a positive mindset and
approach challenges with optimism, resilience, and a willingness to learn and
grow from adversity. Instead of blaming external factors or making excuses,
they take proactive steps to address obstacles and overcome barriers to
success.
5. Continuous Improvement: Proactive individuals are committed to personal
and professional growth and development. They seek feedback, seek out
opportunities for learning and skill development, and actively pursue self-
improvement goals. They recognize that growth is a lifelong journey and are
proactive in seeking ways to enhance their knowledge, skills, and abilities.

c) What are the various ways to earn respect of others as a leader?

Earning the respect of others as a leader is crucial for building trust,
fostering collaboration, and inspiring commitment among team members.
Respect is earned through consistent actions, behaviors, and qualities that
demonstrate integrity, competence, empathy, and authenticity. Here are
various ways leaders can earn the respect of others:

1. Lead by Example: Demonstrate the behaviors and values you expect from
others. Act with integrity, honesty, and accountability in all your interactions
and decisions.

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2. Communicate Effectively: Listen actively, communicate clearly, and

express empathy and understanding towards others' perspectives and
concerns. Be approachable, open-minded, and responsive to feedback.
3. Show Appreciation: Recognize and acknowledge the contributions and
achievements of team members. Celebrate successes, show gratitude, and
provide positive reinforcement to motivate and inspire your team.
4. Demonstrate Competence: Continuously develop your skills, knowledge,
and expertise in your field. Be confident in your abilities, but also humble
enough to seek input and guidance from others when needed.
5. Empower Others: Delegate authority, provide autonomy, and empower
team members to take ownership of their work and make decisions. Trust
their judgment and support them in achieving their goals.
6. Be Consistent: Consistency in your words, actions, and decisions builds
trust and reliability. Maintain a consistent leadership style and hold yourself
accountable to the same standards you expect from others.
7. Act with Empathy: Show genuine care and concern for the well-being and
development of your team members. Understand their individual needs,
strengths, and challenges, and provide support and encouragement
accordingly.
8. Respect Diversity and Inclusion: Foster an inclusive environment where
all team members feel valued, respected, and included. Embrace diversity of
thought, background, and perspective, and create opportunities for everyone
to contribute and thrive.

Q3) Answer any 1 :

a) Evaluate the 5 dimensions of Trait El model.

1. Self-awareness: This dimension refers to the ability to recognize and

understand one's own emotions, moods, and feelings. Individuals high in self-
awareness are adept at identifying their emotional states, strengths,
weaknesses, and personal values. They have insight into how their emotions
influence their thoughts, behaviors, and decisions, allowing them to regulate
their emotions effectively and adapt to changing circumstances. Self-
awareness is a foundational aspect of emotional intelligence, facilitating self-
reflection, personal growth, and interpersonal relationships.
2. Emotion regulation: Emotion regulation involves the ability to manage and
control one's emotions, impulses, and reactions in various situations.
Individuals high in emotion regulation are skilled at modulating their
emotional responses, coping with stress, and maintaining emotional stability.
They exhibit resilience in the face of adversity, remain calm under pressure,
and avoid impulsive or irrational behavior. Emotion regulation is essential for
effective decision-making, conflict resolution, and maintaining positive
relationships with others.

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3. Self-motivation: This dimension refers to the ability to harness and channel

one's emotions to achieve personal and professional goals. Individuals high
in self-motivation are driven by intrinsic factors such as passion, purpose,
and a desire for self-improvement. They set challenging goals, persevere in
the face of obstacles, and maintain a positive outlook even in challenging
circumstances. Self-motivated individuals are proactive, resilient, and
focused on continuous learning and growth, enabling them to thrive in
various domains of life.
4. Empathy: Empathy involves the ability to understand and share the
feelings, perspectives, and experiences of others. Individuals high in
empathy demonstrate compassion, sensitivity, and attentiveness to others'
emotions and needs. They are skilled at perspective-taking, active listening,
and recognizing nonverbal cues, allowing them to connect emotionally with
others and build meaningful relationships. Empathy fosters trust,
cooperation, and collaboration, facilitating effective communication, conflict
resolution, and teamwork.
5. Social skills: Social skills encompass a range of abilities related to
interpersonal communication, collaboration, and relationship-building.
Individuals high in social skills are adept at navigating social interactions,
building rapport, and resolving conflicts with diplomacy and tact. They
demonstrate effective communication, leadership, and influence, inspiring
trust and respect among others. Socially skilled individuals excel in

b) “He who thinks he leads, but has no followers, is only taking a walk”. Explain this
statement with the help of Law of influence.
The statement "He who thinks he leads, but has no followers, is only taking a
walk" underscores the fundamental principle that leadership is not defined
by title or position alone, but by the ability to influence and inspire others to
follow. This concept aligns with the Law of Influence, which is one of the
principles outlined in John C. Maxwell's "The 21 Irrefutable Laws of
Leadership."

The Law of Influence states that the true measure of leadership is influence –
nothing more, nothing less. In other words, effective leadership is not about
asserting authority or control over others, but about positively impacting and
guiding them toward a common goal or purpose. Let's break down the
statement in the context of the Law of Influence:

1. "He who thinks he leads": This part of the statement refers to individuals
who perceive themselves as leaders, perhaps due to holding a formal title or
position of authority. However, mere designation as a leader does not
guarantee genuine influence or followership.
2. "but has no followers": Despite considering themselves leaders, these
individuals lack a following or fail to inspire others to support or follow their

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lead. Leadership is ultimately validated by the presence of followers who

willingly choose to follow, trust, and respect the leader's guidance.
3. "is only taking a walk": Without followership, the supposed leader's
actions or efforts have little impact or significance. They may be moving
forward, but their journey lacks purpose or direction. In essence, they are
merely going through the motions without making a meaningful difference or
achieving tangible results.

In the context of the Law of Influence, this statement emphasizes that

leadership is earned through the ability to influence and attract followers,
rather than being imposed through authority or title alone. True leaders
cultivate trust, credibility, and rapport with others, demonstrating integrity,
authenticity, and empathy in their interactions. They inspire others through
their actions, vision, and character, earning the respect and loyalty of those
they lead.

Q4) Answer any 1 :

a) “Hedgehog concept is central for any organization to transform from good to great”
– Discuss.
The "Hedgehog Concept" is a central idea presented in Jim Collins' book
"Good to Great," which examines why some companies make the leap from
being good to becoming truly great while others do not. The concept is
derived from the ancient Greek parable of the hedgehog and the fox, where
the hedgehog, with its single-minded focus on rolling into a ball for
protection, consistently outsmarts the fox, which is cunning but lacks a clear
strategy.

In the context of organizations, the Hedgehog Concept involves identifying

the intersection of three crucial elements:

1. Passion: What the organization is deeply passionate about and truly cares
about. This is not just about what the organization does or what it aspires to
do, but what it believes in and is willing to commit to wholeheartedly.
2. Competence: What the organization can be the best in the world at, based
on its unique strengths, capabilities, and resources. This involves identifying
the specific areas where the organization has a competitive advantage and
can excel consistently.

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3. Economic Driver: What drives the organization's economic engine and

sustains its profitability over the long term. This requires understanding the
economic realities of the organization's industry and identifying the activities
or strategies that generate the most significant impact on financial
performance.

The Hedgehog Concept suggests that organizations that focus on aligning

these three elements – passion, competence, and economic driver – are
more likely to achieve sustained success and transformation from good to
great. Here's why:

1. Clarity of Purpose: The Hedgehog Concept provides clarity of purpose and

direction for the organization, helping to define its core identity, values, and
strategic priorities. By focusing on what truly matters and aligning efforts
accordingly, organizations can mobilize their resources and energy more
effectively toward common goals.
2. Sustainable Differentiation: By identifying areas where they can excel
and be the best in the world, organizations can create sustainable
differentiation in the marketplace. This allows them to build a competitive
advantage and maintain leadership positions over the long term, even in the
face of external challenges or disruptions.
3. Resilience and Focus: The Hedgehog Concept encourages organizations to
stay true to their core strengths and avoid distractions or diversions that
may dilute their effectiveness. By staying focused on what they do best and
continually refining their capabilities, organizations can adapt to changing
environments and sustain success over time.
4. Motivation and Alignment: When organizations align their passion,
competence, and economic driver, they create a compelling vision and
purpose that motivates employees, stakeholders, and customers alike. This
alignment fosters a sense of shared commitment and purpose, driving
engagement, collaboration, and collective effort toward common objectives.

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b) Briefly introduce seven habits of highly effective people

1. Be Proactive: Take responsibility for your life and choices. Instead of

reacting to external circumstances, focus on what you can control and
influence. Proactive individuals recognize that they have the power to
choose their responses to situations, ultimately shaping their own destiny.
2. Begin with the End in Mind: Define your values, principles, and long-term
goals. Visualize your desired outcomes and create a clear vision of what you
want to achieve in various areas of your life. By aligning your actions with
your values and long-term objectives, you can live with purpose and
direction.
3. Put First Things First: Prioritize your tasks and activities based on
importance rather than urgency. Focus on activities that contribute to your
long-term goals and values, rather than getting bogged down by distractions
or trivial matters. Effective time management involves organizing and
executing your priorities to achieve meaningful results.
4. Think Win-Win: Cultivate an abundance mindset and seek mutually
beneficial outcomes in your interactions and relationships. Instead of
approaching situations with a competitive or zero-sum mindset, strive for
solutions that satisfy the needs and interests of all parties involved. Win-win
thinking fosters collaboration, trust, and synergy.
5. Seek First to Understand, Then to Be Understood: Practice empathetic
listening and strive to understand others before expressing your own
viewpoint. Listen with the intent to understand rather than to respond, and
show genuine empathy and respect for others' perspectives and
experiences. By seeking to understand first, you can build trust, rapport, and
effective communication.

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6. Synergize: Embrace the power of collaboration and teamwork. Leverage the

strengths, perspectives, and talents of individuals to achieve collective goals
that are greater than the sum of individual contributions. Synergy arises
from valuing diversity, fostering creativity, and promoting a culture of
cooperation and mutual respect.
7. Sharpen the Saw: Continuously renew and enhance your physical, mental,
emotional, and spiritual well-being. Invest in self-care, personal
development, and lifelong learning to maintain balance, vitality, and
effectiveness in all areas of your life. Sharpening the saw ensures that you
have the energy, resilience, and capacity to sustain high performance over
the long term.

Q5) Answer any 1 :

a) Analyze the fundamental causes of organizational team failure.

1. Lack of Clear Goals and Direction: When teams lack clear goals,
objectives, and a shared vision, it can lead to confusion, ambiguity, and
disengagement. Without a sense of purpose or direction, team members
may struggle to align their efforts, make informed decisions, and prioritize
tasks effectively.
2. Ineffective Communication: Communication breakdowns are a common
cause of team failure. Poor communication, such as unclear instructions,
insufficient feedback, or misunderstandings, can lead to errors, conflicts, and
missed opportunities. Effective communication is essential for fostering
collaboration, building trust, and ensuring that everyone is on the same
page.
3. Limited Trust and Psychological Safety: Trust is the foundation of
effective teamwork. When team members lack trust in one another or feel
unsafe expressing their opinions and ideas, it stifles creativity, innovation,
and open dialogue. Psychological safety, which allows individuals to take
risks and voice their concerns without fear of reprisal, is crucial for building
trust and promoting a positive team culture.
4. Weak Leadership and Management: Leadership plays a pivotal role in
shaping team dynamics and performance. Ineffective leadership,
characterized by a lack of vision, poor decision-making, micromanagement,
or an inability to inspire and motivate, can demoralize team members and
undermine morale. Strong leadership is needed to provide direction, support,
and guidance to the team, as well as to facilitate collaboration and problem-
solving.
5. Conflict and Dysfunction: Unresolved conflicts, personality clashes, and
dysfunctional team dynamics can impede progress and hinder team
effectiveness. When interpersonal tensions or power struggles disrupt
collaboration and communication, it creates a toxic work environment and

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erodes team cohesion. Addressing conflicts promptly and fostering a culture

of respect and accountability is essential for overcoming these challenges.
6. Inadequate Resources and Support: Teams may struggle to succeed if
they lack the necessary resources, tools, and support to accomplish their
goals. Insufficient budget, staffing, training, or technology can hinder
productivity and innovation. Organizations need to provide teams with the
resources and support they need to thrive and succeed in their endeavors.

b) As soon as people lose respect for you, your influence over them will disappear. Do
you agree with this? Justify your answer with the law of influence and law of respect

1. Law of Influence: According to the Law of Influence, the true measure of

leadership is influence – nothing more, nothing less. Influence is the currency
of leadership, and it is earned through trust, credibility, and respect. Leaders
who have earned the respect of their followers naturally wield greater
influence over them. When people respect a leader, they are more likely to
listen to their guidance, follow their direction, and align with their vision and
goals. Conversely, when respect is lost, so too is the leader's influence.
2. Law of Respect: The Law of Respect states that people naturally follow
leaders who are stronger than themselves, either morally, mentally,
emotionally, or physically. Respect is the foundation of effective leadership,
and it is earned through competence, character, and consistency. Leaders
who demonstrate integrity, competence, and authenticity inspire respect and
admiration from their followers. However, when leaders fail to uphold these
qualities or act in ways that diminish respect, their influence diminishes
accordingly.

When people lose respect for a leader, several negative consequences can
ensue:

 Diminished Trust: Respect is closely linked to trust. When respect is lost,

trust in the leader's intentions, decisions, and abilities erodes. Followers may
become skeptical, skeptical, or cynical, making it difficult for the leader to
influence them positively.
 Reduced Engagement: Without respect for their leader, followers may
become disengaged, apathetic, or resistant to direction. They may be less
inclined to contribute their ideas, efforts, or talents toward common goals,
leading to decreased productivity and effectiveness within the team or
organization.
 Increased Resistance: When respect is lost, followers may actively resist
or challenge the leader's authority or decisions. They may question the
leader's legitimacy, refuse to comply with directives, or even undermine
their leadership openly or covertly.
 Erosion of Loyalty: Respect is essential for building loyalty and
commitment among followers. When respect is lost, followers may become

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disloyal, disenchanted, or disaffected, potentially leading to turnover,

defection, or rebellion within the organization.

207 - : CONTEMPORARY FRAMEWORKS IN MANAGEMENT

Q1) Solve any 5 (2 marks each)

a) Which of the following habits is not included in the public victory habits?
i) Synergize.
ii) Seen first to understands ____ then to be understood.
iii) Sharpen your saw.
iv) Think win/ win.

b) What is Emotional Intelligence?

Emotional Intelligence (EI), also known as Emotional Quotient (EQ), is the
ability to recognize, understand, manage, and use emotions effectively in
oneself and in interactions with others. It involves a set of skills that
contribute to the accurate appraisal and expression of emotions, the
effective regulation of emotions in oneself and others, and the use of feelings
to motivate, plan, and achieve goals.

Key components of Emotional Intelligence include:

1. Self-awareness: Recognizing and understanding one’s own emotions,

strengths, weaknesses, values, and motives. It involves being aware of the
impact of one's emotions on thoughts and behavior.
2. Self-regulation: The ability to manage or redirect one’s disruptive emotions
and impulses and adapt to changing circumstances. It includes self-control,
trustworthiness, and conscientiousness.
3. Motivation: Using emotional factors to achieve goals, enjoy the learning
process, and persevere in the face of obstacles. It involves a passion for work
beyond money and status.
4. Empathy: Recognizing and understanding the emotions of others. It
involves considering other people's feelings, especially when making
decisions, and being able to sense and relate to the emotional makeup of
others.

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c) The book 5 dysfunctions of a team is written by –

i) Daniel Goleman ii) Stephen Covey. iii) Patrick Lencioni iv) John Maxwell.

d) First who, then what is about ___

i) Deciding who will lead.
ii) Deciding the direction First.
iii) Getting right people on the board.
iv) Motivating right people.

f) Recognize your own emotions and how they affect your thoughts and behaviours
is____
i) Self - regulation.
ii) Self - awareness.
iii) Self – motivation
iv) Social skills.

g) Leadership is about advancing others, not advancing yourself. The critical question is
this, are you making things better for the people who follow you? Is explained in which
law____
i) Law of addition
ii) Law of Respect
iii) Law of Lid
iv) Law of connection.

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h) What is the EQ brain?

The term "EQ brain" generally refers to the neurological and cognitive
aspects of emotional intelligence (EQ). Emotional intelligence involves
various brain regions and neural circuits that process and regulate emotions,
contributing to self-awareness, self-regulation, empathy, and social skills.
Key components of the EQ brain include:

1. Prefrontal Cortex: This region is involved in executive functions such as

decision-making, planning, and regulating emotions. It's crucial for self-
control, managing impulses, and making socially appropriate decisions.
2. Amygdala: The amygdala plays a central role in processing emotions,
especially fear and pleasure. It is involved in the detection of emotional
stimuli and the generation of emotional responses.
3. Anterior Cingulate Cortex (ACC): The ACC is involved in emotion
regulation, decision-making, and empathy. It helps manage emotional
responses and maintain attention and motivation.
4. Insular Cortex: This area is linked to self-awareness and the perception of
bodily states, which contributes to the awareness of one's own emotions.
5. Mirror Neurons: These neurons are activated both when an individual
performs an action and when they observe someone else performing the
same action. They are thought to play a role in understanding others'
emotions and intentions, thereby facilitating empathy and social interactions.

e) What are the basic four types of activities as per the habit of put first thing first?

1. Quadrant I: Urgent and Important

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 Activities that are both urgent and important. These require immediate
attention and are often crisis-driven or deadline-driven. Examples include
emergencies, pressing problems, and last-minute tasks.

2. Quadrant II: Not Urgent but Important

 Activities that are important but not urgent. These are the activities that
contribute to long-term goals, personal growth, and proactive planning.
Examples include relationship building, strategic planning, exercise, and
education. Covey emphasizes spending more time in this quadrant to
prevent crises and enhance overall effectiveness.

3. Quadrant III: Urgent but Not Important

 Activities that are urgent but not important. These often involve responding
to others' needs and are typically interruptions or distractions. Examples
include some meetings, most emails, and phone calls that are not critical.
These activities can prevent you from focusing on your goals if not managed
properly.

4. Quadrant IV: Not Urgent and Not Important

 Activities that are neither urgent nor important. These are often time-wasting
activities that do not contribute to your goals or personal development.
Examples include excessive social media use, trivial tasks, and aimless web
browsing.

Q2) Answer any 2 (5 marks each)

a) Exlain in details the law of magnetism.

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The law of magnetism encompasses a range of principles that describe the

behavior of magnetic fields and their interactions with materials and electric
currents. Here are the key concepts explained in detail:

1. Magnetic Poles
Magnetic objects have two types of poles: north (N) and south (S). The
fundamental law of magnetism regarding poles is:

 Like poles repel each other: North repels north, and south repels south.
 Unlike poles attract each other: North attracts south and vice versa.

2. Magnetic Field
A magnetic field is a region around a magnetic material or a moving electric
charge within which the force of magnetism acts. The strength and direction
of this field are represented by magnetic field lines. Key properties include:

 Field lines emerge from the north pole and enter the south pole.
 Field lines never intersect.
 The density of field lines indicates the strength of the magnetic field
(closer lines mean a stronger field).

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5. Lorentz Force

moving in a magnetic field: 𝐹=𝑞(𝐸+𝑣×𝐵)F=q(E+v×B) where 𝐹F is the

The Lorentz force law describes the force exerted on a charged particle

𝑞q is the electric charge, 𝐸E is the electric field, 𝑣v is the velocity of

the particle, and 𝐵B is the magnetic field. This force acts perpendicularly to
force,

both the velocity of the particle and the magnetic field.

6. Magnetic Materials
Materials can be classified based on their magnetic properties into:

 Diamagnetic: Materials that create an opposing magnetic field when

exposed to an external magnetic field, usually weakly repelling it.

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b) Differentiate between ‘trait EI’ and ‘Ability EI’..

Definition:

 Trait Emotional Intelligence (Trait EI):

 Trait EI refers to the individual differences in the perception, understanding,
regulation, and utilization of one's own and others' emotions.
 It focuses on personality traits related to emotional functioning, such as
empathy, self-awareness, emotional expression, and emotional regulation.
 Trait EI is often measured using self-report questionnaires that assess
various aspects of emotional functioning and personality traits.

 Ability Emotional Intelligence (Ability EI):

 Ability EI refers to the actual ability or skill to perceive, understand, and
manage emotions, both in oneself and in others.
 It involves the capacity to accurately perceive emotions, use emotions to
facilitate thinking, understand emotional meanings, and manage emotions
effectively.
 Ability EI is typically measured using performance-based tests or
assessments that evaluate an individual's ability to recognize emotions in
faces, understand emotional expressions, solve emotional problems, etc.

2. Measurement:

 Trait Emotional Intelligence (Trait EI):

 Trait EI is typically assessed through self-report questionnaires or
inventories.
 Respondents rate themselves on various emotional traits, behaviors, and
tendencies.
 Examples of Trait EI measures include the Trait Emotional Intelligence
Questionnaire (TEIQue) and the Emotional Quotient Inventory (EQ-i).

 Ability Emotional Intelligence (Ability EI):

 Ability EI is usually measured through performance-based tests or
assessments.
 These assessments may involve tasks such as recognizing emotions in faces,
identifying emotional expressions in written scenarios, solving emotional
problems, etc.

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 Examples of Ability EI measures include the Mayer-Salovey-Caruso Emotional

Intelligence Test (MSCEIT) and the Situational Test of Emotional
Understanding (STEU).

3. Nature:

 Trait Emotional Intelligence (Trait EI):

 Trait EI is considered to be relatively stable over time, similar to other
personality traits.
 It reflects enduring emotional dispositions and tendencies that influence
behavior and interactions with others.
 Trait EI is more about how individuals perceive themselves in terms of
emotional abilities and traits.

 Ability Emotional Intelligence (Ability EI):

 Ability EI is seen as more dynamic and context-dependent.
 It can be developed and improved through training and experience.
 Ability EI focuses more on actual emotional skills and competencies that can
be applied in various situations.

4. Predictive Validity:

 Trait Emotional Intelligence (Trait EI):

 Trait EI has been found to correlate with various outcomes such as job
performance, leadership effectiveness, psychological well-being, and
interpersonal relationships.
 However, its predictive validity is sometimes debated, as self-report
measures may be influenced by social desirability and other biases.

 Ability Emotional Intelligence (Ability EI):

 Ability EI has demonstrated stronger predictive validity in certain contexts,
particularly in predicting job performance and success in roles that require
strong emotional skills, such as leadership positions and customer service
roles.
 Performance-based assessments of Ability EI tend to provide more objective
and reliable measures of emotional abilities.

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c) What do you mean by being proactive?

Anticipation:
Proactive individuals anticipate potential challenges, opportunities, and
changes before they occur. They assess situations, identify potential
obstacles or opportunities, and plan accordingly to address or capitalize on
them.

2. Initiative:
Proactive individuals take the initiative to initiate action rather than waiting
for instructions or permission from others. They are self-starters who are
motivated to pursue goals and make things happen without being prompted.

3. Responsibility:
Being proactive involves taking ownership of one's actions, decisions, and
outcomes. Proactive individuals don't blame external factors or
circumstances for their failures but instead take responsibility for their
choices and their consequences.

4. Problem-Solving:
Proactive individuals approach problems as opportunities for growth and
improvement rather than as insurmountable obstacles. They actively seek
solutions, brainstorm alternatives, and take steps to overcome challenges.

5. Goal Setting:
Proactive individuals set clear, achievable goals and develop plans to work
towards them. They prioritize tasks and activities based on their importance
and relevance to their long-term objectives.

6. Time Management:
Proactive individuals manage their time effectively, allocating resources to
tasks and activities that align with their goals and priorities. They avoid
procrastination and work efficiently to maximize productivity.

7. Adaptability:

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Proactive individuals are flexible and adaptable in the face of change. They
embrace new opportunities and challenges, adjusting their plans and
strategies as needed to stay on course towards their goals.

8. Continuous Improvement:
Being proactive involves a commitment to lifelong learning and self-
improvement. Proactive individuals seek feedback, reflect on their
experiences, and actively work to develop new skills and competencies.

9. Empowerment:
Proactive individuals empower themselves and others by taking action and
influencing outcomes. They inspire and motivate those around them to take
control of their own lives and make positive changes.

10. Resilience:
Proactive individuals bounce back from setbacks and failures, viewing them
as learning experiences rather than reasons to give up. They maintain a
positive attitude and persevere in the face of adversity.

Q3) Answer any 1.

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a) What are the barriers to empathy? How can one develop empathy?

Empathy is the ability to understand and share the feelings of others, to put
oneself in someone else's shoes emotionally, and to respond with
compassion. While empathy is a fundamental aspect of human connection,
there are several barriers that can hinder its development and expression.

Barriers to Empathy:

1. Self-Centeredness: Being overly focused on one's own thoughts, feelings,

and experiences can make it difficult to empathize with others.
2. Prejudice and Stereotyping: Holding biased beliefs or stereotypes about
certain groups of people can prevent individuals from empathizing with
individuals who are different from them.
3. Emotional Distancing: Avoiding emotional connections or suppressing
one's own emotions can hinder the ability to empathize with others' feelings.
4. Lack of Perspective-Taking: Difficulty in understanding or imagining
another person's perspective can limit empathy.
5. Fear of Vulnerability: Fear of experiencing strong emotions or being
emotionally vulnerable can lead individuals to avoid empathizing with others'
emotions.
6. Cultural and Social Barriers: Differences in cultural norms, values, and
social backgrounds can create barriers to understanding and empathizing
with others.

Strategies to Overcome Barriers and Develop

Empathy:

1. Practice Active Listening: Pay close attention to what others are saying,
validate their feelings, and respond with empathy and understanding.
2. Cultivate Self-Awareness: Reflect on your own thoughts, feelings, and
biases, and consider how they may impact your ability to empathize with
others.
3. Practice Perspective-Taking: Try to imagine yourself in someone else's
situation and consider how you would feel and react if you were in their
shoes.
4. Be Open-Minded: Approach interactions with an open mind and a
willingness to learn from others' perspectives, even if they differ from your
own.
5. Engage in Dialogue: Have open and honest conversations with others
about their experiences, feelings, and perspectives to deepen your
understanding and empathy.

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6. Expose Yourself to Diversity: Seek out opportunities to interact with

people from diverse backgrounds and cultures to broaden your perspective
and enhance your empathy.
7. Develop Emotional Intelligence: Learn to recognize and regulate your
own emotions, as well as understand and empathize with the emotions of
others.
8. Practice Compassion: Show kindness, empathy, and compassion towards
others in your actions and interactions.
9. Seek Feedback: Ask for feedback from others on how you can improve
your empathy and interpersonal skills.
10. Practice Empathetic Action: Take concrete steps to help and
support others based on your understanding of their feelings and needs.

Cultivating Empathy:

1. Reading Literature: Reading books, watching films, or engaging with other

forms of art that explore different perspectives and human experiences can
enhance empathy.
2. Volunteering: Engaging in volunteer work or community service can
provide opportunities to connect with others and develop empathy through
helping those in need.
3. Mindfulness and Meditation: Practices such as mindfulness and
meditation can help cultivate self-awareness, compassion, and empathy
towards oneself and others.
4. Therapy or Counseling: Seeking therapy or counseling can provide
support and guidance in developing empathy, emotional intelligence, and
interpersonal skills.
5. Role-Playing and Simulation: Participating in role-playing exercises or
simulations that simulate different situations and perspectives can help
develop empathy and perspective-taking skills.

b) ‘He who thinks he leads, but has no followers is only taking a walk’. Explain this
statement with the help of law of influence.
The statement "He who thinks he leads, but has no followers is only taking a
walk" highlights a fundamental aspect of leadership: influence. Effective
leadership is not merely about holding a position or title; it's about having
the ability to influence others to willingly follow and support you toward a
common goal. This concept aligns with the Law of Influence, which is a
principle often discussed in leadership literature, particularly in the context
of Robert Cialdini's "Influence: The Psychology of Persuasion" and John C.
Maxwell's "21 Irrefutable Laws of Leadership."

Law of Influence:

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The Law of Influence asserts that true leadership is based on influence, not
authority or coercion. It emphasizes that effective leaders earn the trust,
respect, and loyalty of their followers through their actions, character, and
ability to positively impact others. Here's how the statement aligns with this
law:

1. Leadership vs. Walking:

 The statement suggests that merely thinking one is a leader does not make
it so if there are no followers to validate that leadership. In this context,
"taking a walk" metaphorically represents going through the motions without
actually leading anyone. It's akin to walking alone, without anyone following
behind.

2. Leadership Requires Followership:

 Leadership is a relational concept that requires followership. A leader without

followers is essentially just an individual walking alone, not leading anyone
towards a shared destination or goal. True leadership involves inspiring,
motivating, and influencing others to join in the journey.

3. Influence as the Essence of Leadership:

 The Law of Influence emphasizes that leadership is fundamentally about

influence. A leader's ability to influence others is what distinguishes them as
true leaders. Without followers who are influenced by their vision, values,
and actions, one cannot truly be considered a leader.

4. Mutual Relationship:

 Leadership is a mutual relationship between leaders and followers. Leaders

provide direction, inspiration, and support, while followers willingly commit
their energy, talents, and trust to the leader's vision. Without this mutual
exchange of influence, leadership cannot effectively exist.

5. Validation of Leadership:

 The presence of followers is what validates one's leadership. It's not enough
to self-proclaim leadership; it must be acknowledged and accepted by those
who choose to follow. Leaders who lack followers are essentially
unrecognized leaders, as leadership is ultimately determined by the
willingness of others to follow.

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Q4) Answer any 1.

a) ‘Hedgehog concept is central for any organization to transform from good to great’.
- Discuss.
The concept of the "hedgehog concept" is indeed central to Jim Collins' book
"Good to Great," where he explores what distinguishes great companies from
merely good ones. The hedgehog concept represents a powerful strategic
framework that encapsulates the intersection of three crucial elements:
passion, proficiency, and economic opportunity. Let's delve into how this
concept is essential for organizational transformation from good to great:

1. Clarity of Purpose:

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The hedgehog concept provides organizations with a clear sense of purpose

and direction. By identifying what the organization is deeply passionate
about, what it can be the best in the world at, and what drives its economic
engine, leaders can articulate a compelling vision that inspires and motivates
employees.

2. Focus and Discipline:

One of the key insights of the hedgehog concept is the importance of focus
and discipline. Great companies avoid spreading themselves too thin by
concentrating their efforts on activities that align with their hedgehog
concept. This focus enables them to channel their resources and energy into
areas where they can excel and achieve sustained success.

3. Sustainable Competitive Advantage:

The hedgehog concept helps organizations identify and leverage their core
competencies and competitive advantages. By focusing on what they do
best and continuously improving in those areas, companies can build a
sustainable competitive advantage that sets them apart from their
competitors.

4. Consistent Decision Making:

A clear hedgehog concept serves as a guiding principle for decision-making
at all levels of the organization. It provides a framework for evaluating
opportunities, initiatives, and strategies to ensure alignment with the
organization's core identity and long-term goals. This consistency in
decision-making fosters stability, cohesion, and progress towards greatness.

5. Adaptability and Evolution:

While the hedgehog concept emphasizes focus and discipline, it also allows
for adaptability and evolution over time. Great organizations remain true to
their core identity and values while being open to innovation, change, and
continuous improvement. They evolve in response to shifting market
dynamics, emerging trends, and new opportunities, all while staying
anchored to their hedgehog concept.

6. Employee Engagement and Alignment:

A clear hedgehog concept fosters employee engagement and alignment by
providing a sense of purpose and direction. When employees understand the
organization's core identity and how their roles contribute to its success,

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they are more motivated, committed, and aligned in their efforts. This
collective alignment of purpose fuels organizational performance and
transformation.

7. Sustainable Growth and Impact:

By adhering to the principles of the hedgehog concept, organizations can
achieve sustainable growth and make a lasting impact in their industries and
communities. They build resilience against external challenges, navigate
uncertainty with clarity and confidence, and create value that transcends
short-term profitability.

b) What do you mean by ‘Begin with the end in mind’? Why is it important for leading
an effective life?
"Begin with the end in mind" is a concept popularized by Stephen Covey in
his book "The 7 Habits of Highly Effective People." It emphasizes the
importance of having a clear vision of your desired outcomes, goals, and
objectives before undertaking any endeavor or making decisions. Essentially,
it means starting with a clear understanding of where you want to end up
before you begin the journey. Here's why it's important for leading an
effective life:

1. Clarity of Purpose:

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Beginning with the end in mind provides clarity of purpose and direction. It
helps you define your long-term vision, values, and goals, guiding your
actions and decisions in alignment with what truly matters to you.

2. Goal Setting and Planning:

Having a clear vision of the desired end state enables you to set specific,
measurable, achievable, relevant, and time-bound (SMART) goals. With this
clarity, you can create actionable plans and strategies to work towards your
objectives effectively.

3. Motivation and Inspiration:

When you begin with the end in mind, you create a compelling vision of
success that motivates and inspires you to take action. Visualizing your
desired outcomes ignites your passion, determination, and perseverance,
even in the face of challenges or setbacks.

4. Focus and Prioritization:

Beginning with the end in mind helps you focus your time, energy, and
resources on activities and priorities that align with your long-term
objectives. It enables you to distinguish between what is important and what
is merely urgent, allowing you to make informed choices about where to
invest your efforts.

5. Alignment of Actions and Values:

Having a clear end in mind allows you to align your actions and behaviors
with your core values and principles. It ensures congruence between your
intentions, words, and actions, fostering integrity, authenticity, and
fulfillment in your life.

6. Resilience and Adaptability:

Beginning with the end in mind provides a sense of resilience and
adaptability in the face of change or adversity. When you have a clear vision
of your desired outcomes, you can remain flexible and responsive to
evolving circumstances while staying anchored to your overarching goals.

7. Long-Term Success and Fulfillment:

By starting with the end in mind, you lay the foundation for long-term
success, fulfillment, and well-being. You create a roadmap for personal and

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professional growth, development, and achievement that leads to a

meaningful and purposeful life.

8. Effective Leadership:
Leaders who begin with the end in mind are better equipped to inspire and
influence others towards a shared vision and common goals. They articulate
a compelling vision of the future, set clear objectives, and empower others to
contribute to the collective success of the organization or community.

Q5) Answer any 1

a) ‘Absence of trust among team members is basic reason for Failure of team’ - do you
agree with this? What organizations can do to Build trust among team members?

1. Lead by Example:
Leaders and managers should demonstrate trustworthiness through their
actions, decisions, and interactions with team members. They should model
transparency, integrity, fairness, and consistency in their behavior, earning
the trust and respect of their teams.

2. Foster Open Communication:

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Encourage open and honest communication among team members, where

everyone feels comfortable expressing their thoughts, opinions, and
concerns. Create opportunities for regular team meetings, one-on-one
discussions, and feedback sessions to promote transparency and
collaboration.

3. Establish Clear Expectations:

Set clear expectations, goals, roles, and responsibilities for each team
member to minimize ambiguity and confusion. When team members
understand what is expected of them and how their contributions contribute
to the team's success, they are more likely to trust one another and work
towards common objectives.

4. Encourage Collaboration:
Promote a collaborative and cooperative work culture where team members
support and help each other to achieve shared goals. Encourage cross-
functional collaboration, knowledge sharing, and teamwork to build
camaraderie and trust among team members.

5. Acknowledge and Appreciate Contributions:

Recognize and appreciate the efforts and contributions of team members
openly and regularly. Celebrate achievements, milestones, and successes as
a team, reinforcing a sense of belonging and mutual respect.

6. Provide Opportunities for Development:

Invest in the professional development and growth of team members by
providing training, mentoring, and coaching opportunities. When team
members feel supported in their growth and learning, they are more likely to
trust their colleagues and the organization as a whole.

7. Resolve Conflicts Constructively:

Address conflicts and disagreements promptly and constructively, promoting
open dialogue, active listening, and empathy. Encourage team members to
resolve conflicts collaboratively and find mutually beneficial solutions that
strengthen relationships and trust.

8. Foster a Positive Work Environment:

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Create a positive and inclusive work environment where diversity, equity,

and inclusion are valued and respected. Foster a culture of mutual respect,
empathy, and support, where every team member feels valued, heard, and
appreciated.

9. Lead Team-Building Activities:

Organize team-building activities and events that promote trust, teamwork,
and camaraderie among team members. Activities such as team outings,
retreats, and collaborative projects can help strengthen bonds and foster
trust within the team.

10. Encourage Vulnerability and Authenticity:

Encourage team members to be vulnerable and authentic in their
interactions, sharing their thoughts, feelings, and experiences openly. When
team members feel safe to be themselves and express their vulnerabilities, it
fosters deeper connections and trust within the team.

b) “People do what people see’. Discuss the role of a leader in demonstrating good
behaviour to employees for creating better organization

1. Setting the Example:

Leaders who model integrity, honesty, respect, and ethical behavior set a
positive example for employees to emulate. When leaders demonstrate good
behavior in their interactions, decision-making, and problem-solving, it
establishes a standard of excellence that inspires trust, respect, and
confidence among employees.

2. Establishing Trust and Credibility:

Leaders who demonstrate consistent and transparent behavior build trust
and credibility with their employees. When leaders act with integrity, keep
their promises, and uphold ethical standards, it fosters a culture of trust and
accountability where employees feel valued, respected, and supported.

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3. Inspiring Engagement and Commitment:

Leaders who exhibit passion, enthusiasm, and dedication to their work
inspire greater engagement and commitment from employees. When leaders
demonstrate a strong work ethic, resilience, and perseverance, it motivates
employees to take pride in their work and go the extra mile to contribute to
the organization's success.

4. Promoting Collaboration and Teamwork:

Leaders who model collaboration, cooperation, and teamwork encourage
similar behavior among employees. When leaders demonstrate the value of
working together towards common goals, it fosters a sense of camaraderie,
unity, and synergy within teams, leading to improved communication,
innovation, and productivity.

5. Encouraging Continuous Learning and Growth:

Leaders who prioritize their own learning and development inspire
employees to do the same. When leaders demonstrate a growth mindset,
curiosity, and willingness to learn from failures, it creates a culture of
continuous improvement and innovation where employees are encouraged
to seek new challenges, acquire new skills, and adapt to change.

6. Supporting Work-Life Balance:

Leaders who prioritize work-life balance and well-being demonstrate
empathy, compassion, and respect for their employees' needs and priorities.
When leaders model self-care, boundaries, and flexibility, it promotes a
healthy and sustainable work environment where employees feel valued,
supported, and empowered to achieve balance in their professional and
personal lives.

7. Cultivating Diversity and Inclusion:

Leaders who champion diversity, equity, and inclusion demonstrate a
commitment to fairness, equality, and respect for all individuals. When
leaders embrace diverse perspectives, experiences, and backgrounds, it
creates a culture of belonging, acceptance, and mutual respect where
everyone feels valued and empowered to contribute their unique talents and
perspectives.

8. Encouraging Innovation and Risk-Taking:

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Leaders who foster a culture of innovation and risk-taking by experimenting,

challenging the status quo, and embracing failure as a learning opportunity
inspire creativity, initiative, and entrepreneurial spirit among employees.
When leaders demonstrate resilience, adaptability, and openness to new
ideas, it encourages employees to think creatively, take calculated risks, and
drive innovation forward.

207 : CONTEMPORARY FRAMEWORKS IN MANAGEMENT

b) Elaborate the concept of 'Put first thing first' with the help of four quadrants of
effective time management.

Quadrant I: Urgent and Important (Do First)

Tasks and activities in this quadrant are both urgent and important. They
require immediate attention and often involve dealing with crises, deadlines,
and emergencies. Examples include pressing deadlines, customer
complaints, and unexpected problems. The key to managing quadrant I tasks
is to address them promptly and efficiently to prevent them from becoming
more serious issues.

Quadrant II: Not Urgent but Important (Schedule)

Tasks and activities in this quadrant are important but not necessarily
urgent. They contribute to long-term goals, personal growth, and proactive
planning. Examples include strategic planning, relationship building, skill
development, and preventive maintenance. The key to managing quadrant II

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tasks is to prioritize them and schedule dedicated time to work on them,

fostering personal and professional effectiveness and preventing crises from
arising in the future.

Quadrant III: Urgent but Not Important (Delegate or

Eliminate)
Tasks and activities in this quadrant are urgent but not important in the
grand scheme of things. They often involve distractions, interruptions, and
other people's priorities. Examples include unnecessary meetings,
unimportant emails, and interruptions from colleagues. The key to managing
quadrant III tasks is to delegate them to others if possible or eliminate them
altogether to free up time for more important activities.

Quadrant IV: Not Urgent and Not Important (Eliminate

or Limit)
Tasks and activities in this quadrant are neither urgent nor important. They
represent time-wasting activities, distractions, and low-value tasks.
Examples include excessive social media use, idle chatter, and mindless
browsing. The key to managing quadrant IV tasks is to eliminate them or
limit them to minimize their impact on productivity and focus on more
meaningful activities.

Applying the Concept of "Put First Things First":

To effectively put first things first using the time management matrix:

1. Identify Important Tasks: Prioritize tasks based on their importance to your long-
term goals, values, and priorities.
2. Schedule Quadrant II Activities: Allocate dedicated time in your schedule for
quadrant II activities, ensuring they receive the attention they deserve.
3. Delegate or Eliminate Quadrant III Tasks: Delegate tasks that are urgent but
not important to others if possible. Eliminate or minimize tasks that add little value.
4. Avoid Quadrant IV Time-Wasters: Be mindful of activities in quadrant IV and
avoid getting caught up in unproductive or unnecessary tasks.

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) Evaluate the four basic practices for creating a climate where the truth is heard

1. Encourage Open Communication:

 Purpose: Encouraging open communication creates an environment where
employees feel comfortable sharing their thoughts, concerns, and feedback without
fear of reprisal.
 Implementation: Leaders should actively solicit input from employees at all levels,
listen attentively to their perspectives, and respond constructively to their
feedback. This can be facilitated through regular team meetings, feedback sessions,
suggestion boxes, and open-door policies.

2. Value Honesty and Integrity:

 Purpose: Valuing honesty and integrity sets a clear expectation that truthfulness
and ethical behavior are valued and rewarded within the organization.
 Implementation: Leaders should lead by example by demonstrating honesty,
integrity, and ethical conduct in their actions and decisions. They should also hold

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themselves and others accountable for upholding these values, regardless of rank
or position.

3. Create Psychological Safety:

 Purpose: Creating psychological safety ensures that employees feel safe to speak
up, take risks, and express dissenting opinions without fear of judgment or
retaliation.
 Implementation: Leaders should foster an inclusive and supportive work
environment where individuals feel respected, valued, and empowered to voice
their opinions and challenge the status quo. This can be achieved by promoting
trust, empathy, and mutual respect among team members, providing constructive
feedback, and acknowledging and learning from mistakes.

4. Embrace Constructive Conflict:

 Purpose: Embracing constructive conflict encourages healthy debate, diverse
perspectives, and creative problem-solving, leading to better decision-making and
innovation.
 Implementation: Leaders should create opportunities for constructive conflict by
encouraging healthy debate, challenging assumptions, and fostering a culture of
curiosity and intellectual humility. They should facilitate open discussions,
encourage dissenting viewpoints, and help teams navigate disagreements in a
respectful and productive manner.

Evaluation of Practices:
 Strengths: These practices promote transparency, trust, and open communication,
which are essential for creating a culture where the truth is heard. By encouraging
honesty, valuing diverse perspectives, and creating a safe space for dialogue,
organizations can foster a climate where employees feel empowered to speak up
and share their ideas and concerns.
 Challenges: Implementing these practices effectively requires commitment,
consistency, and ongoing effort from leaders and employees alike. Overcoming
resistance to change, addressing power dynamics, and navigating cultural barriers
can pose challenges to creating a climate where the truth is heard.
 Impact: When implemented successfully, these practices can lead to improved
decision-making, increased employee engagement and morale, enhanced
innovation and problem-solving, and ultimately, better organizational performance
and success.

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a) What do you mean by the hedgehog concept? Why is the hedgehog concept
fundamental for organizations to move from good to great?

Components of the Hedgehog Concept:

1. What Can We Be the Best in the World At?

 This component refers to identifying the organization's core competencies,
strengths, and unique capabilities that set it apart from competitors. It involves
understanding where the organization excels and what it can do better than anyone
else in the world.

2. What Are We Deeply Passionate About?

 This component involves identifying the organization's core values, purpose, and
mission. It focuses on what motivates and inspires the organization, its leaders, and
its employees on a deeply emotional level.

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3. What Drives Our Economic Engine?

 This component refers to identifying the key factors that drive the organization's
profitability and sustainability. It involves understanding the economic principles,
market dynamics, and business models that enable the organization to generate
superior financial returns.

Importance of the Hedgehog Concept for Moving from

Good to Great:

1. Focus and Clarity:

 The hedgehog concept provides organizations with focus and clarity by identifying
their core strengths, values, and economic drivers. This clarity helps leaders and
employees prioritize their efforts, allocate resources effectively, and stay aligned
with the organization's overarching goals and objectives.

2. Differentiation and Competitive Advantage:

 By focusing on what they can be the best in the world at, organizations can
differentiate themselves from competitors and build sustainable competitive
advantages. This allows them to excel in their chosen areas of expertise and
consistently outperform their peers in the long run.

3. Passion and Motivation:

 Aligning with what the organization is deeply passionate about helps cultivate a
sense of purpose, meaning, and motivation among leaders and employees. This
passion fuels commitment, resilience, and perseverance, even in the face of
challenges or setbacks.

4. Profitability and Sustainability:

 Understanding what drives the organization's economic engine ensures that
business decisions are made with profitability and sustainability in mind. By
focusing on activities that generate superior financial returns, organizations can
achieve long-term growth, stability, and success.

5. Alignment and Cohesion:

 The hedgehog concept fosters alignment and cohesion within the organization by
ensuring that everyone is working towards common goals and objectives. It
promotes a shared understanding of the organization's core identity, values, and
strategic direction, facilitating collaboration, teamwork, and unity of purpose.

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Discuss any three laws that according to you are essential for being a good leader.
Justify your answer.

Law of Integrity:
Justification: Integrity is the foundation of effective leadership. Leaders
who demonstrate honesty, transparency, and consistency in their actions
build trust and credibility with their teams. Integrity is essential for fostering
a culture of trust, accountability, and ethical behavior within the
organization. Without integrity, leaders risk eroding trust, damaging morale,
and undermining their ability to inspire and influence others.

2. Law of Empathy:
Justification: Empathy is the ability to understand and share the feelings of
others. Leaders who demonstrate empathy show genuine concern for the
well-being and perspectives of their team members. By empathizing with
their employees' experiences, challenges, and aspirations, leaders can build
stronger relationships, foster collaboration, and create a supportive work
environment. Empathy enables leaders to connect with their teams on a
deeper level, inspire loyalty, and motivate them to perform at their best.

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3. Law of Continuous Improvement:

Justification: Effective leaders are committed to continuous learning,
growth, and development. The law of continuous improvement emphasizes
the importance of self-awareness, personal growth, and lifelong learning.
Leaders who prioritize their own development lead by example, inspiring
others to embrace change, adaptability, and innovation. By continually
seeking feedback, reflecting on their experiences, and striving for
improvement, leaders can enhance their effectiveness, resilience, and
capacity to lead others towards shared goals and objectives.

Why is it important for individuals to sharpen the saw? What are the various ways
adopted for sharpening the saw?

Importance of Sharpening the Saw:

1. Maintaining Balance: Sharpening the saw helps individuals maintain

balance in their lives by nurturing all dimensions of their well-being: physical,
mental, emotional, and spiritual.
2. Enhancing Effectiveness: Regular self-renewal enhances individuals'
effectiveness by improving their physical health, mental clarity, emotional
resilience, and spiritual connection.
3. Preventing Burnout: Investing in self-care and personal growth helps
prevent burnout by replenishing energy reserves, reducing stress, and
fostering a sense of fulfillment and satisfaction.
4. Facilitating Growth: Sharpening the saw facilitates personal growth and
development by fostering a mindset of continuous learning, improvement,
and self-discovery.

Ways to Sharpen the Saw:

1. Physical Renewal:
 Exercise regularly: Engage in physical activities such as walking, jogging, yoga, or
strength training to improve fitness and overall well-being.

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 Eat healthily: Maintain a balanced diet rich in fruits, vegetables, lean proteins, and
whole grains to nourish your body and support optimal health.
 Get enough sleep: Prioritize quality sleep to recharge your body and mind, enhance
cognitive function, and support overall health.

2. Mental Renewal:
 Read regularly: Read books, articles, or blogs on topics of interest to stimulate your
mind, expand your knowledge, and foster creativity.
 Learn new skills: Take up courses, workshops, or online classes to develop new
skills, broaden your expertise, and stay intellectually engaged.
 Practice mindfulness: Cultivate mindfulness through meditation, deep breathing
exercises, or mindfulness practices to enhance focus, clarity, and emotional well-
being.

3. Emotional Renewal:
 Practice self-care: Engage in activities that bring you joy, relaxation, and fulfillment,
such as spending time with loved ones, pursuing hobbies, or practicing gratitude.
 Seek support: Reach out to friends, family, or a therapist for emotional support,
guidance, and perspective during challenging times.
 Practice emotional intelligence: Develop self-awareness, empathy, and effective
communication skills to navigate emotions, build healthy relationships, and manage
conflicts.

4. Spiritual Renewal:
 Connect with nature: Spend time outdoors in nature to nurture your soul, find
peace, and gain perspective on life's priorities.
 Engage in spiritual practices: Participate in religious or spiritual rituals, prayer,
meditation, or reflection to connect with your inner self, find meaning, and cultivate
a sense of purpose.
 Serve others: Volunteer or engage in acts of kindness and service to others to foster
compassion, empathy, and a sense of connection with humanity.

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a) Explain in details the concept of inside out.

1. Character and Integrity:

 At the core of the inside-out approach is the belief that true effectiveness stems
from character and integrity. Individuals and organizations guided by timeless
principles such as honesty, fairness, responsibility, and compassion are better
equipped to navigate challenges, build trust, and achieve sustainable success.

2. Principles-Centered Living:
 Inside-out living involves aligning one's actions, decisions, and behaviors with core
principles and values. Rather than reacting impulsively to external stimuli,
individuals proactively choose their responses based on deeply held beliefs and
convictions.

3. Personal Responsibility and Empowerment:

 The inside-out approach emphasizes taking personal responsibility for one's
thoughts, feelings, and actions. Rather than blaming external factors for their
circumstances, individuals focus on what they can control and influence,
empowering themselves to create positive change from within.

4. Self-Awareness and Growth:

 Inside-out living fosters self-awareness, introspection, and continuous growth. By
examining their inner motives, attitudes, and paradigms, individuals gain insights
into their strengths, weaknesses, and areas for improvement, enabling them to
evolve and develop as individuals.

5. Authenticity and Congruence:

 Inside-out living encourages authenticity and congruence between one's inner
values and outward behavior. When individuals align their actions with their core
beliefs, they project authenticity, credibility, and integrity, enhancing their influence
and impact on others.

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6. Focus on Character Development:

 Inside-out living prioritizes character development over external achievements or
accolades. Rather than seeking validation from external sources, individuals focus
on cultivating qualities such as integrity, humility, resilience, and empathy, which
are essential for long-term success and fulfillment.

b) What is absence of trust? What happens when there is no trust among team
members?

Poor Communication:
 Trust forms the foundation of effective communication. When trust is lacking, team
members may withhold information, avoid difficult conversations, or communicate
ambiguously, leading to misunderstandings, conflicts, and breakdowns in
communication channels.

2. Low Morale and Motivation:

 Without trust, team members may feel disconnected, demotivated, and disengaged
from their work and colleagues. The absence of trust erodes morale, enthusiasm,
and commitment, leading to decreased productivity, creativity, and job satisfaction.

3. Lack of Collaboration:
 Trust is essential for fostering collaboration, cooperation, and teamwork. When trust
is absent, team members may compete rather than collaborate, hoard information,
or undermine one another's efforts, impeding progress towards shared goals and
objectives.

4. Increased Conflict:
 The absence of trust exacerbates interpersonal conflicts and tensions within the
team. Without trust, individuals may question each other's motives, intentions, and
actions, leading to hostility, resentment, and a toxic work environment
characterized by blame, gossip, and negativity.

5. Reduced Innovation and Risk-Taking:

 Trust is essential for creating a psychologically safe environment where individuals
feel empowered to take risks, experiment, and innovate. Without trust, team
members may fear judgment, criticism, or retribution for expressing new ideas or
challenging the status quo, stifling creativity and innovation.

6. Difficulty in Problem-Solving:

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 Trust is vital for effective problem-solving and decision-making. When trust is

absent, team members may hesitate to seek help, offer solutions, or collaborate on
finding solutions to complex challenges, resulting in delays, missed opportunities,
and suboptimal outcomes.

c) Discuss meaning of team. Explain any two dysfunctions of a team.

A team is a group of individuals who come together to achieve a common
goal or objective by leveraging their complementary skills, expertise, and
resources. Unlike a mere group, a team is characterized by a shared
purpose, interdependence, collaboration, and accountability. Effective teams
capitalize on diverse perspectives, creativity, and synergy to solve problems,
make decisions, and achieve results that surpass what individuals could
accomplish alone.

Two Dysfunctions of a Team:

1. Lack of Trust:
 Trust is the foundation of effective teamwork. When team members do not trust one
another, it creates an environment of suspicion, insecurity, and dysfunction.
Without trust, team members are reluctant to be vulnerable, share information, or
ask for help, leading to poor communication, low morale, and reduced collaboration.
Trust is essential for building strong relationships, fostering open dialogue, and
creating a psychologically safe environment where individuals feel empowered to
take risks, innovate, and contribute their best efforts.

2. Fear of Conflict:
 Conflict is a natural and inevitable part of teamwork. However, when team members
fear conflict or avoid addressing disagreements and tensions, it prevents healthy
debate, stifles creativity, and undermines decision-making. Fear of conflict can
manifest as artificial harmony, where team members suppress their opinions or
withhold dissenting viewpoints to avoid confrontation or discomfort. This lack of
productive conflict prevents teams from exploring diverse perspectives, challenging
assumptions, and arriving at optimal solutions. Effective teams embrace
constructive conflict as an opportunity for learning, growth, and innovation,
fostering a culture of trust, openness, and collaboration where differences are
valued and respected.

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