MGT 301 Organizational Behavior

Since the beginning of the semester you have been learning about concepts, theories, and issues

associated with organizational behavior and their contribution to effective management. With these

topics in mind, the OB Interview Project’s main goal is to help you understand how OB-related

issues play out in the workplace and how they relate to larger contexts (e.g., group, firm

environment). At the same time, the project intends to help you learn “asking good questions.” As

such, this exercise will not only help you with future job searches by sharpening your interview

skills, but also by putting you on “the other side of the table.”

The OB Interview Project is a team-based project that should be completed in teams of three.

Team membership will be assigned in class. The project asks you to interview three individuals in

three different types of a) job positions, b) companies or c) economic sectors. In other words, your

team has three options:

a) Regarding the different job position levels, for example, you may interview a non-managerial

employee (who has no personnel responsibilities), a first-line manager/supervisor (who

supervises non-managerial employees) and a middle or top manager (who supervises lowerlevel

managers). This option works best if you can interview people who are employed by the

same organization.

b) Alternatively, you may elect to interview three individuals who hold the same or a comparable

job position (e.g., VP of Sales) in three different companies. Note that all individuals must have

managerial responsibilities (i.e., supervise others).

c) As a third choice, you may interview three individuals who hold the same or a comparable job

position in three different sectors of the economy. For instance, you could interview a first-line

manager (e.g., supervisor) who works in the private sector for profit (please note that size of

business does not matter), a first-line manager from a non-profit organization (e.g., United Way,

Salvation Army, YMCA, Girl Scouts, religious leader in church/synagogue/mosque/temple,

etc.), and a first-line manager from the public sector (e.g., government official).

You will ask each of these individuals the same questions as well as some questions specific to their

jobs, and then analyze and discuss how and why their answers are similar or different. Your

questions should relate to the concepts discussed in the course. Below find sample questions that

you may use—however, I expect you to develop a fair number of your own questions (of course,

you may exclusively use your questions). Having a personal stake in the project — even if you just

ask a question to satisfy your curiosity — is key to turning this project into a fulfilling assignment.

Organizations and Person you may not use because they have been overused in the past:

Any Flyer Enterprise-affiliated organization (e.g., The Blend, Rudy’s Fly-by)

Professors Irene Dickey, Tracy Miller, Julie Woeste, Tony Kristofik, or Riley Dugan

I also strongly prefer for you to not use another student. Believe me, you will learn more from this assignment if you sample non-student organizations!

IMPORTANT ISSUES TO KEEP IN MIND AS YOU BEGIN THIS PROJECT

1. Be aware that periodic updates will be due on your project (see schedule above). So, when choosing someone to interview, make sure that you have sufficient time to complete updates and the interview itself. START EARLY. Anticipate problems — don’t wait until the last minute to undertake each phase of the project.

2. You are going out into the public, so present a professional image — remember, in public, it is you who represents the UD student body! Behave and dress as if you were interviewing for a job with the individuals you will be meeting. Attached below is a sample script that will provide you with an idea for how to approach these people initially. Being professional, courteous, and friendly will be particularly important if you do not know the interviewee because you want to make a good first impression. Remember, you need their help on this project!

3. Initially, only one member of your team should contact a particular individual. You should not all team together and ‘descend upon’ someone. Without an understanding of what you are seeking and doing, a team approach can be overwhelming and not very effective. Once initial contact is made and a person agrees to participate, you may have the opportunity, as a team, to talk with this individual. But, in many cases, only one or two of you may ever really be in contact with this person at any one time. So keep this in mind and share the burden. There will be at least three (two) to a team, so spread the workload among you.

4. Be patient, present a professional appearance and behave professionally. You will be dealing with busy individuals. Your and their time is valuable, so do not waste it. If you set up an appointment, do not be late. Keep any promises you make. Do not make promises you cannot keep. Do not try to be overambitious. Keep to the time limits that have been agreed to prior to the interview. BE PREPARED.

5. Prior to your interview, be sure to have a list of questions ready. Your initial set of questions should have been reviewed by me prior to your interviews. A sample of questions is attached to assist you. Be ready to ask supplemental questions in order to obtain additional information. For example, if someone does not give you a direct answer, try to have some additional questions that will get them to specifically answer your questions. Try to keep the interview on track. You probably will have limited time with each person, so use the allotted time well.

If you have any questions at any time, please contact me. This is a valuable project that involves interaction with the business community. It is important that you not only present a good image but behave professional as well (remember, out there, YOU represent UD!). Do not be afraid to ask me questions: if you are unsure how to handle something; or if you are having any problems in getting in touch with someone; or in completing the project in any way. Be sure that each of you does his/her part on the project. Keep in mind that peer evaluations are part of your final grade — if you experience team problems that you cannot solve among yourselves, please see me.

HINT: Start early, be prepared, be an effective team member. Take responsibility for your actions; do not make excuses. Do not wait until the last minute to inform me that you are having problems either locating and/or meeting with individuals. Schedule meetings well in advance of the deadlines so that if someone needs to reschedule, you are not caught short. If you wait until the last minute, I might not be able to help you and you will be on your own! Likewise, do not wait until the last day of class to inform me that you have been having team problems all semester long. Think and act responsibly.

Dismissing-a-Member-from-the-Team Policy. Sometimes, unfortunately, stuff happens and teams fall apart. If after having seen me and after mediation efforts have failed, you still experience severe team problems that you cannot resolve, your team has the option to ‘fire’ a team member. In order to do so you have to contact me and explain your reasons to both me and the affected team member. Please note that the team will still have to complete the project as you had planned it and that the dismissed team member has to complete a separate project on their his/her own (details have to be discussed with me and must have gained my prior approval). Please note that this is a very drastic step and is admissible only given my approval.