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Individual and Group Processes
Foundation For Liberal And Management Education Page 1
INTRODUCTION
This is one small step for a man, but giant leap for mankind
- Neil ArmstrongFoundation for Liberal And Management Education (FLAME), a small step taken on 16 th
September 2007 towards liberal education, will soon become a giant leap for the Indian
Education System.
Foundation of this institute stands on the pillars of: AHIMSA, GURU-SHISHYA ETHOS,
HUMAN DIGNITY, ECOLOGICAL BALANCE and HUMILITY and it provides
education on the principle of "Learning is the beginning of a journey with no end."
The idea behind FLAME is to provide students with Liberal Education. Liberal Education has
surpassed all thoughts beyond convention in the field of education in various parts of the world,
which in now being gifted by Mr. Parag Shah and Prof. Indira J. Parikh to our education
system, so that we can use our potential at the best and be above the rest. It is the need of the
hour as higher education in India has turned very rigid, which is a hindrance for the overall
growth of a student as well as the society at large.
It is said that The most difficult step in our life or in the life of an organization is the first
step. A start up institution with just two years of journey since its inception has various issues
to be addressed and to be analysed in terms of organisational behaviour to reach its destination of
becoming one of the greatest educational institutions in the world.
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FLAME: A START UP INSTITUTION
It must be considered that there is nothing more difficult to
carry out, more doubtful of success nor more dangerous to
handle than to initiate a new order of things. - Machiavelli
In the early phase of building an organization, it is significant to think up of the start-up team. It
is critical that entrepreneurs sell their vision and get people who are committed to his vision so
that they are all on the same route to deliver on that vision in the future.
Those little ideas...
That tickled and nagged
And refused to go away...
Should never be ignored...
For in them lie
The seeds of destiny.
- Babe: the movieFive years ago, Mr. Parag Shah, a man with a dream of world class education, quoted Nurture
Your Dreams. Today the dream is turning into a reality with more than a 1000 individuals
believing in his dreams and becoming a part of the journey.
As an organization FLAME can be defined as a cluster of likeminded people working together
for achieving some common explicit purpose or goal through division of labor andfunctions through hierarchy of authority and relationship.
FLAME as an organization has a definite organizational behavior i.e. the science of
understanding, managing and predicting human behavior. It also investigates the impact that
individuals, groups and structure have on behavior, within organizations for the purpose of
applying such knowledge towards improving organizations effectiveness.
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FACTORS AFFECTING ORGANIZATIONAL BEHAVIOR
Organizational behavior is affected by various factors as depicted in the diagram such as itsstructure, people, environment (Internal and External) and technology.
The people associated with the organization decide the level of success of the organization. The
passion, enthusiasm, vision, knowledge, motivation which the people of the organization share
affects the overall development and growth of the organization.
The structure if well defined with matrix form has a lot of clarity in what an individual is
expected to do and what is his authority and to whom should he report to. So it encourages any
individual to work towards his definite objective and give his efforts to the optimum and have
job satisfaction.
The technology affects the smooth functioning of any organization today. The easy acceptance
of new technology is an issue faced by most organizations.
The environment works like an invisible boundary which regulates the activities of the
organization.
Organizational
Behavior at
FLAME
People:
Chairman, President, Dea
ns, Faculty, Staff and
Students
Structure:
Matrix structure,
Hierarchy is well
defined
Environment:
External- UGC, AICTE, other
MBA instituitions, recruitors
. Internal- management
practices, culture, structure
Technology:
Eco-friendly, advanced
and user
friendly, infrastructure
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ORGANIZATIONAL STRUCTURE AT FLAME
In order to attain its defined objectives, FLAME has a well-defined structure and hierarchywhere the efforts of people working at different levels are coordinated in an effective way.
In the above diagram, we see the hierarchy which is followed at FLAME. This hierarchy shows
the interrelations of positions and departments. We observed that at FLAME we follow the
MATRIX organization structure which creates dual lines of authority and combines functional
and academic program (FSB, FSC, FSLE) departmentalization.
Though the structure at FLAME has a well defined hierarchy, but enough autonomy and
authority is given at each and every level. Decisions can be taken by any member, reacting to
the circumstances and making it function effectively. Here are a few examples:
1. If there is any emergency in library regarding books, the librarians can at their owndiscretion order for relevant books just by consulting the concerned Dean.
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2. If the wardens want to allow any student to stay in the library for some project work afterthe curfew timings, then the student only has to get a written note from the concerned
Dean and show it to the warden.3. The faculty is given the freedom to design his/her own course outline, decide the teaching
and evaluation methods.
4. The students can organize their own educational trips with consent of their Deans as wellas the support from the management.
STRUCTURE OF LIBERAL EDUCATION:
Diagram: Structure of Liberal Education
Source: Mr. Parag Shah
The above structure depicts Liberal Education
to the fullest, where individuals from any
school can take the subject of his/her interest
of any area. E.g. FLAME SCHOOL OF
COMMUNICATION student can choosesubjects from FLAME SCHOOL OF
BUSINESS and vice versa. Here areas include
various subjects such as economics, mathematics, commerce, science etc. Schools comprise of
FLAME School of Business, FLAME School of Communication and FLAME School of Liberal
Education. Activities include developmental activities, sports, Discover India Project, Elite
Leadership Program, humanities etc
If there are n numbers of individuals in an organization, theyinteract in n+1 different ways. Probability theorem
To depict this we have shown the organizational behavior at FLAME in an Organizational
Behavior Model
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Foundation For Liberal
Mr Parag Shah
Extraverted Thinking wi
Introverted Intuition
Dr. Indira J Parikh
Introverted Intuition wi
Extraverted Thinking
Dr. P.M.Shingi
Introverted intuitive Thin
Perceiving
Mr. Achyut Vaze
Extraverted Intuition wi
Introverted Thinking
Mr. Y S P Thorat
Extraverted Sensing with Intr
Thinking
2. PersonalityPersonality means tot
Personality embrace
thinking, perceiving, s
3. AttitudeAttitude is evaluative stat
Types of attitudes:
Job Satisfaction: It itoward his or her job.
among employees as
challenging for everyo
Job Involvement: Itconsidering performa
are high, as they are s
ividual and Group Processes
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Visionary with excellent ability to uorganizational problems and creat
Excellent leader not because of th
because of his charismatic persona
th
Independent, innovative, systemat
Exceptional ability to turn theories
Strong headed and will put in all h
vision
th
Logical, unique and innovative thin
Exceptionally capable in driving th
understandings
Students highly value his knowled
king
Creative, resourceful, and intellect
New projects, ideas and challenge
Resourcefulness helps him lead his
way.th
Friendly, flexible and action-orient
Focused on immediate results.overted
ality of an individuals behavioral and em
a persons moods, attitudes, opinions,
eaking and acting.
ments or judgments concerning objects, peo
a set of positive and/or negative feelings t
Here at FLAME, we observed that the Job S
the institution is still in its initial stages
ne.
means identifying with the job, actively
ce important to self-worth. Job involveme
ort of man power and the work is demandin
Page 7
nderstand complicatedconcrete solutions.
power of his position but
lity
ic, and determined
into solid plans of action
r energies to achieve her
ker
ories into clear
e, aptitude and logic
ally quick
excite him
department in an effective
d
tional characteristics.
motivations, style of
le, or events.
at an individual holds
atisfaction is very high
and the work is very
articipating in it, and
t is most departments
.
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At FLAME, we saw the following attitude:
Humanity towards animals like the dogs and ducks on campus. Informal relations post academic hours can be seen in dining hall where teachers and students eat
together.
4. MotivationMotivation is the result of processes, internal or external to the individual, which arouses
enthusiasm and persistence to pursue a certain course of action. It means the
encouragement an individual has in working towards his goal or objective.
Here at FLAME we observe that motivation is imparted not just from the Faculty but also
from the students.
The special mentor-mentee sessions help in motivating the students by acting asstudent mirror.
The Sodexho employees are motivated when the students give them a positivefeedback about the food which they cook.
We got a unanimous feedback from most employees that they are highlymotivated to work at FLAME as their job profile suits what they want to do.
Some employees feel de-motivated as they have to travel long distances to cometo FLAME campus every day.
5. Group DynamicsThe best result from an organization comes when individual working
for it works what is best for them as well as for the organization.
- Nash Equilibrium
For instance-
Every Friday, every team gives their best efforts and play like a team to winmatches.
The FLAME Student Council- in spite of all the academic work load this councilcome together as a group for the betterment of not only the students but also
FLAME.
Group assignments given to students, inter house competitions etc. also nurturegroup dynamics.
The different departments working together efficiently also portray goodexamples group dynamics.
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6. LeadershipIn FLAME each and every individual is a leader as well as follower. They influence thebehavior and actions of others and move a group of people towards the achievement of
its goals.
Foundation of Leadership:
Integrity: Honesty and truthfulness. Competence: An individuals technical, Interpersonal
knowledge and skills.
Consistency: An individuals reliability, predictability and goodjudgment in handling situations.
Loyalty: Willingness to protect and save face for anotherperson.
Openness: Reliance on the person to give you the full truthEvery type of leader of FLAME has the basic leadership foundation qualities. They are honesty
and truthfulness, loyalty towards the foundation.
In a situation, at the start of the institution, parents started complaining about the lack ofbasic facilities and Mr. Parag Shah then judged the situation and handled it efficiently.
There are situations when the visiting faculty becomes upset with the services ofFLAME, in such cases, the respected Deans show their competence and their experience
and control the situation efficiently and effectively.
The various types of leaders that are found at FLAME are:
Mr. Parag Shah (Chairman): Charismatic Leader
Prof. Indira J Parikh (President): Democratic Leader
Prof. P M Shingi (Dean, FSB): Task Oriented Leader
Prof. Achyut Vaze (Dean, FSC): People Oriented Leader
Prof. Y S P Thorat (Dean, FSLE): Transformation Leader
7. Power and PoliticsPower means the capacity that one person has to influence the behavior of another so that
the other person acts in accordance with his wishes.
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Foundation For Liberal
position in the formal hierarc
Expert power is based on o
by the Expert Faculty that tea
Referent power is based on
traits. At FLAME the council
the students to the authority a
Politics means activities thatbut that influence, or attempt
the organization.
At FLAME we see Politics as
During council electivote for some specific
8. CommunicationNewstrom and Davis
person to another per
thoughts, feelings and
There are some barri
(perception- there are
places and backgroun
and when they comm
POW
Legitim
Referent
Coercive
ividual and Group Processes
nd Management Education
At FLAME, we
organizational hpower.
Coercive power
FLAME; we s
exercised by
committee.
Reward power i
to distribute so
power is exercise
Legitimate pow
y. At FLAME, the Deans of various depart
es expertise, special skill, or knowledge. T
hes at FLAME.
identifying with a person who has desirable
members have referent powers as they can
ove them.
are not required as part of ones formal roto influence, the distribution of advantages o
follows:
ns, some politics was going around; some
senior.
define communication as the transfer of
son. It is a way of reaching to others by tr
values.
rs to effective communication (at FLAME
students and faculty members coming here
ds), physical barriers (distance-between so
nicate with someone outside and sometimes
ER
te
Expert
Reward
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ee each person in the
erarchy has specific
is based on fear, at
e this power being
the Disciplinary
s based on the ability
ething to others; this
by the faculty.
r is based on ones
ents enjoy this power.
his power is exercised
resources or personal
explain the feelings of
le in the organization,r disadvantages within
juniors were asked to
information from one
nsmitting ideas, facts,
) like personal barriers
from various different
e people at FLAME
sounds of construction
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Individual and Group Processes
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or loud music) and semantic barriers (understanding- the way different people understand
a thing differs from person to person).
Unique communication channels seen at FLAME:
Any student can directly e-mail the Dean for any sort of help. Any query regarding housing facilities can be submitted online to the helpdesk. Projects can be submitted online to the faculty. Intranet facilities can be used to communicate to any person on the campus. Electronic medium is the most effective way of communicating in FLAME,
which is used by everyone.
9. ConflictsA conflict is a situation where in two different individuals, groups or organizations find
themselves in opposition to each other. A process that begins when one individual or a
group perceives that the other person or group has negatively affected, or is about to
negatively affects something that the first individual or group cares about.
At FLAME conflicts arise when there are differences of ideas, actions, understandings
etc. When people come together from different backgrounds, there are higher chances of
these differences being raised.
For example:
The work staff at FLAME faces many cultural differences and sometimes thereare conflicts between them. The students are not able to communicate to them due
to language barriers and therefore there are conflicts between the work staff and
the students.
Personal conflicts also arise when different teams play against each other onFriday Sports Challenge.
There were some misunderstandings seen between the library and the ITdepartment which lead to delay of work.
10.Organizational CultureCulture is the shared meaning within an organization that determines how people behave
and act. Culture results from the interaction of the people who founded the organization--
their biases and assumptions--and what the first employees learned from their
experiences.
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FLAME, as an organization, is an educational institution. Here people work together
rather than in isolation, therefore it is a social system. FLAME culture is based on its 5
values Ahimsa, Guru-Shishya Ethos, Human Dignity, Ecological Balance andHumility.
Here students, faculty members and the staff follow the above 5 values. They inherit it,
although they may have come from various different backgrounds and beliefs.
For example
Some of the students are non-vegetarians, but on campus they respect the cultureand eat vegetarian food. (Even though it is difficult for them).
11.Work StressStress can be defined as a state of psychological and/or physiology imbalance resultingfrom the disparity between situational demand and the individuals demand and the
individuals ability and/or motivation to meet those demands. (Source: Psychology At
Work, Vinay Prabhu, Chp.10.)
Sometimes in an isolated place like FLAME people tend to get stressed, also thework pressure adds to this. In retaliation there are various stress busters available.
Some of them are the excellent and plenty of sports facilities, courses like
singing, dancing, playing guitar, theatre, etc. There are also counselors available
at all times, which are ready to help students to reduce their stress levels.
12.Organization change and developmentOrganizational change means that over a period of time there is a difference in either the
form or the quality or the state. For any organization to survive in the long term
development or growth is required.
At FLAME, even if we compare it in two years we can see differences, there is a sign of
growth and development.
The number of subjects offered in the second year to the students has increasedthen those in the first year.
There is a constant up gradation of facilities in order to provide students and staffa better study and work environment. We can also see the infrastructural
development, around 170 CCTVs, new student quarters, Visual art gallery, etc,
This year the housekeeping contract has also been changed and so has theadditional cafeteria.
The management has introduced a new Volvo bus for transportation of staff andstudents with convenience.
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COMPARATIVE STUD
In order to judge any start upcomparison can be done on t
have selected a start up instit
Shillong) which on several as
PARTICULARS F
Logo
President
Establishment on:
No. Of Students
Permanent
Faculty
Student's Profile
Student :TeacherReservation
Entrance Test
Humanities/Sports
Fees Structure
Scholarship
Infrastructure
Affiliation Appl
38
ividual and Group Processes
nd Management Education
:
institution we need to compare it to anothere basis of quantitative as well as qualitative
tion: Rajiv Gandhi Indian Institute of Mana
ects stands up to the scale of FLAME.
NAME OF INSTITUTE
AME SCHOOL OF
BUSINESS, PUNE
INDIA
MANAGE
Dr. Indira Parikh Prof.
September 2007
69
25
2.7:1O RESERVATION AS
FEAT
COMPULSORY N
,30,000 PER YEAR 1,90,0
100% FEE WAIVER N
NDER EXECUTION UND
ied for deemed university
3%
97%53%%
%
Commerce
Science
Arts
Page 13
tart up institution. Theaspects. We therefore
ement, Shillong (IIM-
INSITUTE OF
ENT,SHILLONG
shok K. Dutta
uly 2008
64
13
4.9:1ER NORMS
CAT
FACILITY
00 PER YEAR
FACILITY
R PLANNING
IIM
Commerce
Science
Arts
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IIM Shillong was inaugurated with a vision of expansion and mobilisation of facilities for
offering good quality management education and research. It offers a comprehensive two years
Post-Graduate Diploma in Management Programme (PGDM). The institute aims to develop
unbeatable leaders for an economically and ecologically sustainable society, with the help of a
unique curriculum that comprises a mix of compulsory and elective courses, supplemented by
specialised courses on industry sectors.
After doing a comparative study of both these start up institutions, we derived certain similarities
and dissimilarities. We have observed that both these institutes have the following similarities:
Vision of holistic development Proximity with nature Dont wish to compete with the existing IIMs but want to be a step ahead in the kind of
education they provide.
Have major plans of infrastructure development on their campusesWe notice that as a start up institution, FLAME is better off in terms of progress in its
infrastructure, number of students and faculty, despite its relatively higher fee structure and
a different concept. The only disadvantage which FLAME has with respect to IIM-Shillong is
that it does not have the brand image which IIM-Shillong has.
On the flip side of the coin we see that FLAME enjoys the association of people from the
industry and experienced faculty and Ex-Dean of IIM-A. Furthermore it has a more basic
advantage in terms of placement because IIM-Shillong is situated in the remote part of the
country absence of industrialization whereas FLAME is in the heart of industrial hub of the
country. So recruiters might find it more convenient to recruit from a nearby competent
institute rather than to travel to remote part of the country where they cannot move out after 5:00
pm and under developed transportation facility. The structure of FLAME is designed in a better
way that delay in decision making process is minimum which is not the case with IIM-Shillong
whose management is controlled by bureaucrats.
So we see that the prospect of FLAME shaping up as a relatively better institution is far more
likely as the situation a very favorable to its progress.
Counseling Available Unavailable
Health Facilities Yes No
Brand recognition Yet to build IIM BrandProximity to city 30 minutes 1 hour
Transportation Volvo buses on weekends No facility
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SWOTANALYSIS:
CONCLUSION:
FLAME shall not be an island anymore- Prof. Indira J. Parikh
On the basis of the SWOT analysis and comparison between start-up institutions we analyzed
that FLAME has overcome the initial challenges and has progressed for beyond expectation. It
has gone ahead of all contemporary start-up institution, and is on a verge of creating its own
bench mark for the others. Its pedagogy, infrastructure, student oriented approach has
already started creating ripples in the educational environment. The initial advantage of
having strong industry association,IIM-A faculty and infrastructure provides opportunity to
go far ahead and become countrys one of the few educational institution which provides quality
research facility and doctorate degree.
As a start up institution, FLAME is on the correct path of providing the right balance between
building the required infrastructure, building the student and faculty resources and managing the
college like a professional business. Looking at FLAMEs current journey, all we can say about
FLAME and its future is:
...And Miles to go before I sleep
And miles to go before I sleep. Robert Frost
STRENGHTSStrong Industry association
Faculty
Passion for excellence by the management
Excellent studying environment
Proximity with nature
Liberal education
Approachable environment
Student oriented approach
WEAKNESSStart up institution
No placements as yet
Not fully developed
Lack of media coverage
Yet to have a brand value
High fee structure
Under construction infrastructure
OPPURTUNITIES
Different from the other institutes
Pioneer to Liberal Education
Brand name of associates for better faculty
Huge potential for initiating more courses
Infrastructure to start up doctorate and research
programs.
THREATS
Competition
Fall in economic growth
Restriction by IIM A for sending the faculty
Being regarded as rich peoples institute
S.W.O.T.
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BIBLIOGRAPHY
Books:
1. Organizational Behavior : K. Aswathappa2. Organizational Behavior : Stephan Robbins3. Organizations - Structure, processes and outcomes : Richard H. Hall4. Psychology at work : Vinay V. Prabhu5. Textbook and .ppts : Indira J. Parikh
Websites:
1. www.personalitytypes.com2. www.wikipedia.org3. www.flame.edu.in4. www.iimshillong.in5. www.brainyquotes.com