Should she fire Sunny Master or give him another chance Explain your answer with reasons
Assignment Solutions, Case study Answer sheets
Project Report and Thesis contact
ARAVIND – 09901366442 – 09902787224
Organizational Behaviour
Case Studies
Case (20 Marks)
4. Dolly Daleja continued to drum her
fingers on her desk. She had a real problem and wasn’t sure what to do next.
She had a lot of confidence in Sunny Master, but she suspected she was about
the last person in the office who did. Perhaps if she ran through the entire
story again in her mind she would see the solution. Dolly Raheja had been
distribution manager for Raheja Industries for almost twenty years. An early
brush with the law and a short stay in prison had made her realize the
importance of honesty and hard work. Raheja had given her a chance despite her
record, and Dolly Raheja had made the most of it. She now was one of the most respected
managers in the company. Few people knew her background. Dolly Raheja had hired
Sunny Master fresh out of prison sixmonths ago. Dolly Raheja understood how
Sunny Master felt when Sunny Master tried to explain his past and asked for
another chance. Dolly Raheja decided to give him that chance just as Henry
Raheja had given her one. Sunny Master eagerly accepted a job on the loading
docks and could soon load a truck as fast as anyone in the crew. Things had
gone well at first. Everyone seemed to like Jack, and he made several new
friends. Dolly Raheja had been vaguely disturbed about two months ago, however,
when anotherdock worker reported his wallet missing. She confronted Sunny
Master about this and was reassured when Sunny Master understood her concern
and earnestly but calmly asserted his innocence. Dolly Raheja was especially
relieved when the wallet was found a few days later. The events of last week,
however, had caused serious trouble. First, a new personnel clerk had come
across records about Jack’s past while updating employee files. Assuming that
the information was common knowledge, the clerk had mentioned to several
employees what a good thing it was to give exconvicts like Sunny Master a
chance. The next day, someone in bookkeeping discovered some money missing from
petty cash. Another worker claimed to have seen Sunny Master in the area around
the office strongbox, which was open during working hours, earlier that same
day. Most people assumed Sunny Master was the thief. Even the worker whose
wallet had been misplaced suggested that perhaps Sunny Master had indeed stolen
it but had returned it when questioned. Several employees had approached Dolly
Raheja and requested that Sunny Master be fired. To her dismay, Dolly Raheja found
that rethinking the story did little to solve his problem. Should she fire
Sunny Master? The evidence, of course, was purely circumstantial, yet everybody
else seemed to see things quite clearly. Dolly Raheja feared that if she did
not fire him, she would lose everyone’s trust and that some people might even
begin to question her own motives.
Answer
the following question.
Q1.
Explain the events in this case in terms of perception and attitudes. Does
personality play a role?
Q2.
What should Dolly Raheja do?
Q3.
Should she fire Sunny Master or give him another chance? Explain your answer
with reasons.
Q4.
Explain the differing perceptions at Raheja Industries?
Case (20 Marks)
Mrs Jessy was recently promoted to head
the accounting department in Souza manufacturing Company. She had worked in the
same department for 12 years and when Mr, Sewbert the previous manager retired,
she was asked to all the position. It has now been about 3 months since Mrs.
Jessy has been promoted, and there has been several misunderstandings between
her and the Vice President, Accounting and Finance Mr. Arun.The
misunderstanding pertained to the way Mrs. Jessy “ran" the accounting
department. The Vice President wanted Mrs. Jessy to handle all the day today issues
and felt that she was not assertive enough in assuming her new
responsibilities. There were instances
where Mrs. Jessy failed to get things done on time: was not following up on
other people's duties; and always waiting to be told what to do instead of
initiating action. You have been invited as a consultant and asked to look into
the problem and give your suggestions. Being an expert in the field of OB, you
met Mrs. Jessy to and out what she feels about Mr. Arun, the Vice President and
her new position as Manager Accounts. She says that the vice president does not
appreciate her abilities and that what is lacking in her present job is the
direction of her superior, Mr. Arun. She on her part is willing to do whatever
needs to be done. Mrs Jessy wants to do a good job but not becoming an autocrat
that Mr. Arun wants her to be. Mrs. Jessy says she likes her new job but does not
know if her career is moving in the right direction. This comes from a person
who has been promoted just 3 months back. As an OB consultant, you have decided
that it would be helpful to assess Mrs. Jessy's and Mr. Arum’s personality type
by administering the MyersBriggs Type Indicator. Mrs. Jessy’s score indicate
that she is more Sensing/Thinking type and Mr. Arun is an intuiting/Thinking
type.
Answer
the following question.
Q1.
What are the problems witnessed in the above case.
Q2.
What is Myers Briggs Type indicator?
CASE (20 Marks)
Tata Cummins Limited (TCL) is a 5050 joint
venture between Tata Motors and Cummins Engine Co., Inc., USA. Tata Motors is
the largest manufacturer of commercial vehicles in India, and Cummins Engine
Co. is the largest 200+ HP diesel engine manufacturer in the world. The Joint
Venture was incorporated in October 1993 and commercial production commenced on
January 1, 1996. The vision of TCL is to be widely acknowledged and benchmarked
as one of the best companies in the world. The company, thus, abides by the
following core values: ô€€€ Care for customers ô€€€ Obsession
for quality ô€€€ Care deeply about people ô€€€ Do
what's right and not what's convenient ô€€€ Guarantee
product leadership ô€€€ Responsible citizenship ô€€€ Relentless
improvement TCL is a QS 9000 company. TCL Jamshedpur boasts of state of the art,
fully air conditioned
diesel engine plant, with a
computerized Building Management System for safety and energy conservation. The
plant has five major components manufacturing lines for Cylinder Block,
Cylinder Head, Connecting Rod, Crankshaft & Camshaft, with the best
measuring and gauging instruments to assure Consistent Quality. TCL has very
strong systems and IT infrastructure for controlling and facilitating its
operations. To further increase overall efficiency and visibility of
information, Oracle Applications and a web based Supply Chain Management System
have been implemented in June 2000. Products The low emission Diesel Engines
manufactured by Tata Cummins are for use in a new generation of Tata Motors
Ltd's Medium and Heavy Commercial Vehicles. The engines conform to EUROI, EUROII
& EUROIII standards for emissions. The 78 to 235 Horsepower engines have a
high power to weight ratio and will enable Tata Motors Ltd. access new markets
worldwide with its advantage of emissions, power, oil consumption and
durability. Plant Tata Cummins has a modern manufacturing facility located
adjacent to Tata Motors Ltd., designed by Kevin Roche, John Dinkeloo Associates
of USA and C. P. Kukreja Associates of Delhi. The unique plant comprises a
fully airconditioned 182 x 186 m building with precast concrete coffer roofing
and 15 x 15 m bays. The North and South walls are of glazed curtain glass.
Features such as a PLC controlled Fire Detection / Suppression System,
Skylights and Building Management System ensures high levels of Safety and Energy
efficiency. 5 | P a g e Organizational Strategy At Tata Cummins, the
organizational strategy is designed by the leadership team which includes the
top management and the department heads. The department goals are then
formulated in accordance with the organizational goals. These goals are
reflected in a document called 'GoalTree'. The tree also contains the action
plan, the schedule for achieving the goals, and the persons responsible for
achieving them. As per the GoalTree, the three organizational goals for 2005
are: ô€€€
Grow Sales to 853 crores ô€€€ Improve
PBIT by 10% over last year and achieve 25% ROANA ô€€€ Achieve
and Sustain the respect of all Stake Holders The organizational goals are
broken down to the strategies. The initiatives for implementingthe strategies
are then identified. The responsibility for implementing these initiatives is
then assigned to respective departments. Further, the tentative deadlines are
also reflected. The targets are reviewed quarterly.
Answer
the following question.
Q1.
Do the core values, really influence and have a impact on organizational
development ?Explain.
Q2.
Is organizational development depended internally on employees and externally
influenced by customers? Discuss
Case (20 Marks)
Sunder singh had studied only up to
high school. He was now 32 years of age, lived alone in a rented room, and
worked together eight hour shift at on e petrol pump, then went to the other
one for another eight hour shift. He had a girlfriend and was planning to marry.
One day when he returned to work, he got a note from his girlfriend that she
was getting married to someone else and he need not bother her. This was a
terrible shock to sunder singh and he fell apart. He stopped going to work,
spent sleepless nights, and was very depressed. After a month, he was running
low on his savings and approached his earlier employers to get back his job,
but they
would not give him a second chance. He
had to quit his rented room, and sold the few things that he had. He would do
some odd jobs at the railway station or the bus terminus. One day, nearly two
years ago, he was very hungry and did not have any money and saw a young man
selling newspapers. He asked him what he was selling and he told him about
Guzara(an independent, non profit, independent newspaper sold by the homeless
and economically disadvantaged men and women of this metro city). Sunder singh approached
the office and started selling the newspaper. He did not make lot of money, but
was good at saving it. He started saving
money for a warm jacket for next
winter. He was reasonably happy; he had money to buy food, and no longer
homeless and shared a room with two others. One day, with his savings he bought
a pair of second hand Nike shoes from the flea market. Sunder singh is not
unique among low income consumers, especially in large cities, in wanting and
buying Nike shoes. Some experts believe that low income consumers too want the
same products and service that other consumer wants. The working poor are
forced to spend a disproportionate percent of their income on food, housing,
utilities and health care. They solely rely on public transportation, spend very
little on entertainment of any kind, and have no security of any kind. Their
fight is mainly for day to day survival.
Answer
the following question.
Q1.
What are the features of low income consumers?
Q2.
How would you differentiate a low income consumers and high income consumers?
Assignment Solutions, Case study Answer sheets
Project Report and Thesis contact
ARAVIND – 09901366442 – 09902787224
Comments
Post a Comment