What HR policies should be adopted by the organizations to prevent labor unrest at work place
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Human Resource Management
Case Studies
CASE STUDY (20 Marks)
There was industrial relations problems
at Toyota Kirloskar Motor Private Limited (TKM), an Indian joint venture
between Japan based Toyota Motor Corporation and Kirloskar Motors. There were
various reasons, which led to the dispute between the management and the
employees of TKM. Ultimately such incidents gave rise to the strike and lockout
at the company. The case highlights the growing number of instances of clashes
between the employees and the management of companies in India, which is
often guided by external parties such
as trade unions and political parties.
Answer
the following question.
Q1.
Explain the factors that lead to strikes and lockouts at the factory and the
impact of such happenings on the employees and the company.
Q2.
What HR policies should be adopted by the organizations to prevent labor unrest
at work place.
Q3.
Elaborate the role of top management in ensuring peaceful working environment.
Q4.
Analyze the role of external parties such as trade unions; political parties
etc in disturbing the working environment in a company
CASE STUDY (20Marks)
It has been widely reported that the
very nature of work at BPOs has resulted in employee burnout and other stress related
disorders. The problem was compounded in countries such as India, where
employees had to work in night shifts as these BPOs catered to overseas clients
Working continuously in such shifts, handling stressful transactions with
clients, led to mental and physical exhaustion. In addition to workplace
stress, the personal habits and undisciplined lifestyle of some employees
further compounded their problems. A combination of factors including
monotonous but stressful work, and good starting salary at an early age, pushed
some employees toward high risk behavior such as alcoholism, substance abuse
and promiscuity. Indian BPOs were facing a peculiar problem. Alcoholism,
substance abuse and promiscuity had become a part of the "BPO
culture" and lifestyle. Organizations intendedto curb such behavior with
alcohol testing and HIV testing measures. Would this policy lead to
discrimination, experts wondered.
Answer
the following question.
Q1.
Give an overview of the case.
Q2.
Explain the reasons of peculiar problems, Indian BPOs are facing.
Q3.
Give reasons of night shifts in BPOs.
Q4.
As a HR head, what measures you will initiate to curb the undesired behavior of
BPO employees.
CASE STUDY (20 Marks)
This case is about the high profile
firing of Julie Roehm (Roehm) from the world's largest retail chain WalMart Stores
Inc. (WalMart) and the ugly aftermath that saw both the parties engage in legal
(as well as public) battle. Roehm was a highflier in theautomotive industry who
had earned a name for herself due to her edgy advertising tactics. In early
2006, she was hired by WalMart in the newly created position of Senior Vice
President of Marketing Communication. This was viewed by some analysts as the
retail giant's move to shake up its marketing department. However, in late2006,
Roehm was fired from the company amidst rumors of her violating WalMart's ethics
and gratuity policy. Shortly afterwards, Roehm filed a civil suit against
WalMart for unlawfully terminating her employment, infringing compensation
agreements, and for slandering her in the press. In reply WalMart accused her of
violating its employment policies. The public battle between Roehm and WalMart became
murkier by the day with Roehm accusing WalMart's top brass including the CEO of
violating its ethics code. Analysts felt that this episode brought to the fore various
issues which could provide vital learning on organization culture,
organizational change, office politics, organizational communication,
managerial ethics, employee misconduct, employee surveillance, etc.
Answer
the following question.
Q1.
Give key concepts in managerial ethics and also explore ways in which an
organization can deal with employee misconduct.
Q2.
Explore ways in which an organization can ensure that the employees comply with
the ethics code.
Q3.
Discuss and debate the controversial issues such as employee monitoring and
employee surveillance both from the business as well as ethical perspective.
CASE STUDY (20 Marks)
This rapidly expanding health care firm
was a provider of Physical Therapy, Occupational Therapy, and Speech Therapy to
the nursing home industry. The company had grown from 2 to 10 states in a
matter of 3 years. The challenge for the company was to manage a decentralized
staff of 350 professionals. One of the strategies we implemented was a concept
known as Open Book Management. We helped the organization restructure its
P&L Statement and Balance Sheet into nonfinancial and generic terms that lay
people could understand. With the financial statements reorganized, we
implemented agendas for quarterly meetings in whichsenior management would
discuss the financial performance of the organization as a way to keep
employees engaged. Additionally, we implemented a complete restructuring of the
wages, benefits, incentive, and recognition systems. We also created a
bestinclass recruiting process that ensured that people hired matched the
behavior profile of each position and the values profile of the company. These
changes resulted in annual turnover of less than 5% in an industry that traditionally
had 15% to 20% turnover.
Answer
the following question.
Q1.
Give an overview of the case
Q2.
Discuss the challenge for the company in managing decentralized staff.
Q3.
Debate how the company kept their staff engaged.
Q4.
Give the reasons for the decrease in the annual turnover of employees.
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