Organisational Behaviour

Assignment
Sourodweep MBA-Operations 31193

09

CASE-I :- DESPITE YEARS OF SERVICE AND EXPERIENCE... THANK YOU....YOU MAY LEAVE...
Protagonist: - Karishma Dutta MBA Graduate from Pune University 1. The comments that Karishma Dutta is hearing are very valid as they pertain to a real life scenario. They can be analysed from two perspectives: one being that of Karishma and her expectations from the new firm she joins and the other being the requirements of the other firm. In her case her age and her extensive experience are coming in the way of her securing a new job. The arguments given by different companies are backed by relevant claims of there being a chance of her leaving the job due to dissatisfaction from it. There are multiple reasons which can cause dissatisfaction to Karishma and they include factors like: reduction in compensation package difference in the profile offered with the new profile not being of her choice age difference between her and her new colleagues

Companies have their own reasons for not hiring Karishma which include the following: Irrelevance of experience Age difference Inability to offer suitable profile Inability to offer the desired compensation package

2. A small business executive in need of a person with extensive financial experience should certainly consider Karishma as she has a wide range of experience and also because she has spent a lot many years in the industry which have helped her gain a lot of insight into the ways of working of the industry. She can be a real asset to a small firm and can be instrumental in helping the new firm prosper. She brings with herself a lot of industry experience which cannot be matched and also as she has no options available right now so there is a high probability that she will not leave the firm in earnest and hence her experience can be leveraged. 3. Suggestions to Karishma so that she can find suitable employment:

She should not look for similar profiles as her search for them has been futile till date She should also be ready to accept a lower package for compensation considering the present conditions She needs to be willing to work in smaller firms too Also she needs to stress on the fact that she is open to working across different profiles during her selection process

Such changes can be helpful to her in securing a new job in the near future.

CASE-II CRISIS IN LEADERSHIP

Protagonist:- Mr. Kareem Problem:- The new HOD in the college is not performing as expected and the stakeholders are unhappy with his performance Existing Parameters and Limitations:The contextual limitations actually talk of the limitations of Mr. Stanford. No existing resource who can be appointed Head of the Department. The college has built up good reputation in the society and this cant be allowed to continue for longer periods.

Assumptions: Mr. Kareem has completed 90 days of employment and though not specified, generally a contract exists about the employment years for the post of HOD which has to be renewed time to time. Problem Assessment:-

Mr. Stanford should start attending random lectures of Mr. Kareem for some time to assess the situation in the class, the method of delivery of lectures in the class as well his quality of teaching.

Students can be asked to rate the teachers based on the different parameters. These parameters can be discussed openly among the teachers and Mr. Kareem Mr. Stanford also need to talk to the three teachers who have not complaint against Mr. Kareem and find out whether they also have something to say against him and their perception of Mr. Kareem.

Finally Mr. Stanford should talk to Kareem and try to find out his problems, if they exist.

Possible Solution:After fact finding and analysis of the issue there can be the case where three teachers though not eligible to be HODs might be having a desire to head the department and can be conspiring against Mr. Kareem. Moreover Stanford being an experienced recruiter was convinced at the time of recruitment that Mr. Kareem has decent credentials. Moreover Mr. Kareem must be having a way of handling the students as well as teachers under his wings. Also he might be under emotional stress or any family problem which might be irritating him and it might be disturbing him and degrading his performance. Stanford can apprise Mr. Kareem about the culture of the college and the try to explain him the pedagogy. The feedback forms filled up by the students can be showed to Mr. Kareem and can be asked for the possible reasons of his inability to perform. This will enable him to think back and ponder on the scheme of delivery and his teaching methods. Alternative Solution:Also there can be the case where Mr. Kareem might be misfit for the new environment and he might even be not aware of what might be implications of his actions. So Mr. Stanford can keep an outing of families of all the members so that they can interact and share the differences with each other and bond with each other.

Contingency Plan:The person should start looking for alternative sources though not officially as it would seriously demoralize Mr. Kareem and should find someone who can replace him in case he is unable to continue or the problem persists. More over the long term solution can be to develop one of the six resources and help them to earn Ph.d degree so that they can be eligible for the post of HOD.

CASE III:- PROBLEMS ON PUBLIC SECTOR ENTERPRIZES

Protagonist:- Adi Mehta, a management graduate fresh from the prestigious Indian School of Business, Hyderabad has joined a leading PSU MCF, as the Factory Manager. Problem: The existing work culture of the organization as workers donot report on time and they work some where else. The level of production shown and the actual production achieved are different.

Existing Parameters and Limitations:The contextual limitations actually talk of the limitations of Adi Mehta Chances of Strike:- If the issue is raised without much care , it will create furore in the organization and result in strike and lock-outs. The existing level of production, whatever the company was able to meet, will be lost if strike occurs. The company has been in red for last 28 years due to massive dependence on Indian Railways. Very Strong and experienced union leader - Lallan Singh and had some confrontation with Adi Mehta.

Assumption: The worker is on the rolls of the other organization and it can be charged in the court of law that he is working there officially. Low morale of workers as they dont see the workplace as their own.

Possible solution:Since Adi Mehta is very young and inexperienced in the organization, he cannot take up the issue in his hands rather he has to escalate the issue to his bosses. But to do this he must have to give the solution as well. One of the possible solutions can be the introduction of Swipe based system which incorporates the entry and exit of the employees and the gates should be closed and no one should be allowed to go outside. But to do so the workplace has to provide all the facilities of Lunch and dinner based on the shifts and that too at subsidized rate. Also an internal circular can be circulated regarding all the illegal activities that will make people realize their wrong doing. Each department can have their productivity benchmarks and the most productive department can be rewarded and this must be done 2 -3 times in a year and thus will introduce pride in the people who achieve the productivity targets. More over the bonuses have to be linked with the performance and for that Union Leader has to be taken into confidence. For more worker involvement in the factory, various initiates must be taken like 5S, housekeeping, Kaizen and TQM so that the improvement happens at the worker level. Thus it will ensure that they own the small areas under their vicinity and improvise them and thus ownership will come at the bottom level which will enable Bottom-up improvement in the plant.