Need Behavioural Orientation of Dynamos and Drones in Organizations: A Maruti Experience

Abstract

Research has recognized the important role of personality in developing and selecting employees and in determining behaviour at workplace. Personality is believed to affect decisionmaking, problem-solving, conflict management, and stress management. This stems from the assumption that role conflicts and organizational stress are also manifestations of the underlying turbulence of one�s personality predispositions. This paper reports the results of the threephase study conducted in Maruti Udyog Limited to understand the different behaviour patterns in workplace. In phase I, secondary data were collected through organizational stress and work motivation questionnaires, and job satisfaction and role conflict scales. In phase II, Dynamos and Drones were identified. Those scoring low on organizational stress, role conflict, and absenteeism and high scores on work motivation, work performance, and job satisfaction were grouped as Dynamos. On the other hand, those obtaining high scores on organizational stress, role conflict, and absenteeism and low scores on work motivation, work performance, and job satisfaction were categorized as Drones. In phase III, the Edwards' Personal Preference Schedule was administered to Dynamos and Drones to compare the need orientation of their behaviour. In order to examine the difference between the Dynamos and the Drones on various need orientation of their personality, t-test was conducted. The results reveal the following: The Dynamos are significantly higher on achievement, order, and autonomy compared to the Drones. Dynamos prefer to participate in friendly groups and form strong attachments. Dynamo's high score on endurance shows that they keep pursuing a job till it is complete. The drones are significantly higher on aggression and heterosexuality resulting in poor interpersonal relationship. There is no difference between the Dynamos and the Drones on deference, exhibition, interception, dominance, abasement, and change. In order to grow and be successful, an organization therefore needs a workforce consisting of more Dynamos. And, to be a dynamo, one should have the need personality orientation of order, endurance, and achievement which accounts for one's desire to give his best, to be successful, plan work, and stick to the job till the end. The author also stresses upon the need orientation of affiliation, succorance, and nurturance which together form the key ingredients for building interpersonally sensitive relationship.