Question
Identify the key determinants of interpersonal behaviour at work and explain how they influence leadership, group dynamics, and conflict in organisations. Suggest three managerial actions to develop effective interpersonal relationships in teams.
Answer :
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Skip in 10
Interpersonal behaviour at work refers to the ways individuals interact with one another within an organisational setting and is shaped by a combination of personal, social, and organisational factors. These interactions strongly influence how leadership is exercised, how groups function, and how conflicts arise and are resolved. Understanding the key determinants of interpersonal behaviour is therefore essential for managers seeking to build productive teams and maintain a healthy organisational climate. One of the most significant determinants of interpersonal behaviour is individual personality. Personality traits such as extroversion, agreeableness, emotional stability, openness, and conscientiousness affect how employees communicate, cooperate, and respond to others. For example, individuals with high emotional stability are better able to manage stress and respond calmly during disagreements, while highly agreeable individuals tend to be more cooperative and supportive. In leadership contexts, personality shapes leadership style and effectiveness. Leaders with empathy and emotional balance are more likely to inspire trust and commitment, whereas leaders with rigid or aggressive traits may provoke resistance or fear. Within groups, personality differences influence roles, cohesion, and decision-making processes, and mismatches in personality can become a source of interpersonal conflict if not properly managed. Another key determinant is perception, which refers to how individuals interpret the behaviour, intentions, and attitudes of others. Perception is influenced by past experiences, stereotypes, expectations, and selective attention. At work, misperceptions can easily lead to misunderstandings, strained relationships, and conflict. For instance, a manager may perceive an employee’s silence as lack of interest, while the employee may simply be reflective or cautious. In leadership, perceptual accuracy is critical because leaders constantly evaluate performance, motivation, and potential. Biased or inaccurate perceptions can result in unfair treatment, demotivation, and reduced trust. In group dynamics, shared perceptions help build
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