Project management insight by IIM-K Student

Organizational politics refers to the actions and strategies that individuals and groups within an organization use to gain power and influence over others in order to achieve their own goals and objectives. These actions may be formal or informal, and can include things like building alliances, networking, lobbying, and manipulating information. Organizational politics can take many forms and can be used for both positive and negative purposes. On the positive side, organizational politics can be used to build support for important initiatives, to promote change, and to advocate for necessary resources. On the negative side, it can be used to advance personal agendas, to undermine others, and to protect one's own power and status at the expense of others. Organizational politics can also be used to influence the allocation of resources, the selection of personnel, and the development of policies and procedures. It's important to note that Organizational politics is a normal pa

 The 9 Generic Influence Tactics are: Rational persuasion: using logical arguments and evidence to persuade someone Inspirational appeals: using appealing values and emotions to motivate someone Consultation: seeking the other person's opinions and ideas to build commitment Ingratiation: building a relationship with someone by flattering or pleasing them Personal appeal: asking for a favor based on a personal relationship Pressure: using threats or intimidation to persuade someone Legitimizing: using formal authority or rules to justify a request Exchange: offering something in return for compliance Coalitions: building a group or team to support your request. It depends on the situation, the person and the context, you can use different tactics to influence people. Also, the outcome and impact on task accomplishment varies and it can be positive or negative. Example in real world scenarios -  Rational persuasion: A manager uses logical arguments and data to convince an employee t

ERG theory, also known as Alderfer's ERG theory, is a motivational theory in psychology that was proposed by Clayton Alderfer. The theory is an extension of Maslow's Hierarchy of Needs, and it proposes that there are three core needs that drive human motivation: existence, relatedness, and growth (ERG). Existence needs: These are similar to Maslow's physiological and safety needs, and they refer to the basic needs for survival, such as food, shelter, and security. Relatedness needs: These are similar to Maslow's love and belonging needs, and they refer to the need for social connections and relationships with others. Growth needs: These are similar to Maslow's esteem and self-actualization needs, and they refer to the need for personal development, self-fulfillment, and achieving one's potential. ERG theory differs from Maslow's Hierarchy of Needs in that it suggests that individuals can experience frustration and tension in more than one need level at a tim

Maslow's Hierarchy of Needs is a motivational theory in psychology that consists of five levels of human needs, arranged in a pyramid. The theory proposes that people are motivated to fulfill basic needs before they can focus on higher needs. The five levels of needs are: Physiological needs: basic needs for survival, such as food, water, shelter, and warmth. Safety needs: needs for security and stability, such as safety from physical harm and financial security. Social or Love and belonging needs: needs for social connections and relationships, such as love, affection, and a sense of belonging. Esteem needs: needs for self-esteem and respect from others, such as self-worth, self-respect, and respect from others. Self-actualization needs: needs for personal growth and self-fulfillment, such as self-actualization, personal development, and creativity. According to Maslow, people must have their basic needs met before they can focus on higher needs. This means that an individual

Business Communication: A Problem Solving Approach" is a book that focuses on providing practical solutions for common business communication problems. The book covers various topics such as effective writing, public speaking, and intercultural communication . The book emphasizes the importance of clear and concise communication in the business world and provides strategies for achieving this. It also addresses common challenges such as communicating with diverse audiences and handling difficult conversations. The book provides examples and case studies to illustrate the concepts discussed and includes activities and exercises to help readers practice and apply the skills they learn. It also includes a section on digital communication, including email, social media, and other digital tools. Overall, the book aims to help readers develop the communication skills they need to succeed in the business world. It emphasizes the importance of understanding your audience, choosing the

The Rokeach Value Survey is a tool used to measure an individual's values. It consists of a list of 18 terminal values (goals that a person considers most important in life) and 18 instrumental values (the means by which a person believes they can achieve their terminal values). The terminal values include: True friendship Inner harmony Mature love Self-respect Sense of accomplishment A world at peace Equality A comfortable life A sense of belonging A world of beauty Wisdom An exciting life A sense of accomplishment A world at peace Social recognition A meaningful life Salvation A feeling of accomplishment The instrumental values include: Ambitious Broad-minded Capable Cheerful Clean Courageous Forgiving Helpful Honest Imaginative Independent Logical Loving Loyal Obedient Polite Responsible Self-controlled The Rokeach Value Survey is typically administered through a series of self-report questions, where individuals are asked to rank the values in order of importance to them. The

Affective commitment refers to an emotional attachment to an organization or group that leads to a desire to stay with the organization and work towards its goals. Here are some strategies that organizations can use to build affective commitment among employees: Communicate a clear and compelling mission: Employees are more likely to be committed to an organization if they understand and believe in its mission. Organizations should clearly communicate their values and goals to employees and provide opportunities for employees to become involved in projects that align with these goals. Foster a positive work culture: A positive work culture that values diversity, collaboration, and open communication can help build affective commitment among employees. This can involve creating a supportive and inclusive environment and recognizing and rewarding employees for their contributions. Provide opportunities for growth and development: Providing opportunities for employees to learn and grow

Cognitive dissonance is a psychological term that refers to the mental discomfort or stress that a person experiences when they hold two or more conflicting beliefs, ideas, or values at the same time. This conflict can arise in many different contexts, such as when a person's actions do not align with their beliefs, or when they encounter new information that contradicts their existing beliefs. The concept of cognitive dissonance has been extensively studied in the field of psychology and has been found to have important implications for understanding how people process information, make decisions, and form and change their beliefs. It is also relevant to fields such as marketing, persuasion, and social influence, as it can help to explain how and why people may be swayed by certain arguments or messages. Dissonance refers to the psychological discomfort that can occur when someone holds two or more conflicting beliefs, values, or attitudes . When people experience dissonance, they

The Fishbein model is a useful tool for understanding how an individual's beliefs and attitudes can influence their behavior. It is often used in the fields of marketing and public health to understand how to change behavior. According to the theory, a person's behavior is determined by their attitudes, which are formed by their beliefs about a particular behavior and their evaluations of the potential consequences of engaging in that behavior. The theory also suggests that a person's intentions to engage in a particular behavior are influenced by their attitudes and their perceived social norms. According to the model, behavior is influenced by three main factors: Beliefs: A person's beliefs about a particular behavior are the thoughts and perceptions they have about that behavior. These beliefs can be based on information, experiences, and cultural influences. For example, a person might believe that exercising regularly is good for their health because they have hea

Cognitive dissonance is a psychological term that refers to the mental discomfort or stress that a person experiences when they hold two or more conflicting beliefs, ideas, or values at the same time. This conflict can arise in many different contexts, such as when a person's actions do not align with their beliefs, or when they encounter new information that contradicts their existing beliefs. Cognitive dissonance theory, which was developed by psychologist Leon Festinger in the 1950s, proposes that people have a strong need for consistency in their beliefs and actions, and that they will go to great lengths to reduce dissonance or eliminate it altogether. One way people may do this is by altering their beliefs or attitudes to better align with their actions or the new information they have encountered. The concept of cognitive dissonance has been extensively studied in the field of psychology and has been found to have important implications for understanding how people process i

The Lucifer Effect, written by Philip Zimbardo, is a book that explores the psychological factors that can lead individuals to engage in harmful or evil behavior. The key insight from the book is that good people are capable of committing evil acts, and that the circumstances in which people find themselves can play a significant role in influencing their behavior. One of the main points that Zimbardo makes in the book is that there are certain conditions or systems that can lead people to engage in harmful or unethical behavior. These conditions include things like group dynamics, authority and power imbalances, and the lack of accountability or oversight. When individuals are placed in situations where they feel a sense of anonymity or deindividuation, they may be more likely to engage in behaviors that they would normally consider to be wrong. This is known as the "banality of evil," and it refers to the idea that individuals can become so caught up in a group or system t