A Case Study on Leadership

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Presented by :

Sharath ChaitanyaSumana AnanthSwathi. G .T

Vidisha KadadiVineya .P.CYatish Kumar


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1st

tier management consulting organizationCore businessmanpower recruitment forclient organizations, providing consultancysupport in HR and strategic issues.

Annual turnover of $1 billion within 5 yrswith growth rate of 30% per yr.

Manpower350, LocationsIndia, South EastAsia, South Africa.

Looking for expansionUK, US, Canada


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Recruitment -- hire from premier B-schoolsfor consultant positions

Induction -- New Delhi corporateheadquarters and posted todifferent locations based onspecialization and businessrequirement

Appraisal -- Self-appraisal and Boss rating reviewed by HR director


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Talent Retention

Increasing Role ConflictLack of tolerance by young graduates

80% mismatch between self-appraisaland boss ratings

Poor interpersonal relations


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Reframing ofpeoplespolicies

Strategic move

outsourcing labourcost managementadministration to HRO organization

Exit interview reports

Structured psychometric Team RoleExercise Belbin Team Role Test


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a person who influences a group ofpeople towards the achievement of agoal

must have a deep-rooted commitment

he will strive to achieve it even ifnobody follows him.


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MANAGER LEADEROversees the current process well Wants to create the future

Must achieve balance Needs to make change

Thinks execution Thinks ideas

Comfortable with control Welcomes risks

Problems are just that and need

resolution ASAP

Sees problems as opportunities, is

patient

Procedure is King Substance trumps the King

Instructs as to technique and

process

Your best college Professor

Impersonal , remote High emotional intelligence


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NEW MANAGERS FOR THE NEW ECONOMY

Shift from Management to Leadership

Classic Managerial Work

Planning

Organizing the hierarchy

Measuring and controlling

THE NEW MANAGER

New Leadership Task

Creating vision and empowering

Aligning the web of relations

Inspiring and coaching


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BOSS FACTOR


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BOSS FACTOR


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ROLE CONFLICTS


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ROLE CONFLICT ANDYOU


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INDIVIDUAL BEHAVIOUR


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FACTORS INFLUENCING

INDIVIDUAL BEHAVIOUR


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BIG 5 TRAITS


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Compatible Work Environments

Your Personality Type Most Compatible Compatible

Realistic Realistic Investigative & Conventional

Investigative Investigative Realistic & Artistic

Artistic Artistic Investigative & Social

Social Social Artistic & Enterprising

Enterprising Enterprising Social & Conventional

Conventional Conventional Enterprising & Realistic

HOLLANDS PERSONALITY CHART


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TEAM WORK


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ADVANTAGES


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ADVANTAGES

Tackling of complex issues

Problems are exposed

The approach boosts morale andownership

Improvement opportunities can bemore easily addressed

The recommendations are more likely

to be implemented


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Employees will not engage in continuousimprovement activities.

Teamwork must be driven by a strategy.

Improves processes and produces resultsquickly.

It is an essential component of a totalquality organization


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PERSON ORGANIZATION FIT

THEORY


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Fitting the job to the individualThe Competencies are assessed usingPsychological Tests, Competency BasedInterview, Situational Analysis, Etc.Would be able to perform at his Optimumlevel, taking the performance to maximum

level when required.


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BELBIN EAM ROLE


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BELBIN EAM ROLETEST

Dr Meredith Belbinand his researchteam at Henley Management College.

Success and failure for a team wasdependent more on behaviour.

Research team began to identifyseparate clusters of behaviour, each ofwhich formed distinct teamcontributions or Team Roles.

Team Role: A tendency to behave,contribute and interrelate with others in


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http://d/ob/videos/Belbin_Team_Roles_DVD_Trailer_[www.keepvid.com].mp4


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PLANT

Contributions:

Creative

Imaginative

UnorthodoxSolves difficult problems

Allowable Weakness:

Ignores incidentals

Too preoccupied to communicate effectively


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PLANT

ARUN

JITENDRA

MADHURIMA NAKUL

PARINITHA

VIDISHA


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RESOURCE INVESTIGATOR

Contributions:

Extrovert

Enthusiastic

CommunicativeExplores opportunities

Develops contacts

Allowable weaknesses:

Over-optimistic

Loses interest once initial enthusiasm has passed


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RESOURCE INVESTIGATOR

ANJU

HARSHITHA

PREETHI PRANAV

RACHNA

MURALI

SHARATH


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SHAPERS

ANURANJAN

BIPIN

DEEPTHI

KAUSHIK

SANDEEP

MANDEEP

RAUSHAN

SACHIN


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CO - ORDINATOR

Contributions:Mature

Confident

A good chairperson

Clarifies goals

Promotes decision-making

Delegates well

Allowable Weaknesses:

Can be seen as manipulative

Offloads personal work


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CO-ORDINATOR

ANURAG

DARSHAN

DEEPAK BHAKT

KAVYA

SUMANA

VINEYA


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SPECIALIST

Contributions:

Single-minded

Self-starting

Dedicated Provides knowledge and skills in rare supply


Contributes on only a narrow front

Dwells on technicalities


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SPECIALIST

ABHISHEK

ASHIKA

GURU

JASWANT

NITHYA

PRATHIKSHA

SWATHI


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COMPLETER FINISHER

Contributions:

Painstaking

Conscientious

AnxiousSearches out errors and omissions

Polishes and perfects


Inclined to worry unduly

Reluctant to delegate


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COMPLETE FINISHER

AMRUTHA

ANIL

KRITI

RUMANA

SAURABH

YATISH


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TEAM WORKERS

Contributions:

Co-operative

Mild

Perceptive and diplomatic

Listens, builds, averts friction


Indecisive in crunch situations


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TEAM WORKERS

ANKIT

BHAVNA

DEBASHISH

HULAS

RAJIV

NICKY

ROHIT


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IMPLEMENTER

Contributions:Disciplined

Reliable

Conservative

Efficient

Turns ideas into practical actions

Allowable weaknesses:Somewhat inflexible

Slow to respond to new possibilities


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IMPLEMENTER

DEEPAK KALRA

DINESH

APURVA

LIKITH

NEERAJ

NEHA

NITIN


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MONITOR EVALUATOR

Contributions:

Sober

Strategic and discerning.

Sees all options

Judges accurately


Lacks drive and ability to

inspire others


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MONITOR EVALUATOR

ADITI

ASHWIN

ASHWINI

DIVYA

RITHVIK

SAMPREETH


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ADVANTAGES OF BELBIN THEORY

OVER OTHER TESTS

Non-confrontational and non-hierarchical language.

The fact that it is behavioral based(rather than a psychometricassessment).

Easily understood

Has the facility for observer feedback.

Disadvantages of Belbin


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Disadvantages of Belbintheory

Behaviour is more open to change.

The assessments need to be done areasonably regular intervals.


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PLANT ARUN, JITU, MADHU,VIDISHA,NAKUL,PARINITHA

RESOURCE

INVESTIGATOR

PREETI,RACHANA,ANJU,MURALI,SHARATH,PRANAV,HAR

SHITA

SHAPER ANURANJAN, BIPIN, DEEPTHI,KAUSHIK,MANDEEP,RAUSHAN,SACHIN,SANDEEP

CO-ORDINATOR DARSHAN, DEEPAK.B,KAVYA, SUMANA,VINEYA,ANURAG

SPECIALIST ASHIKA,GURU,PRATIKSHA,SWATHI,JASWANT,NITHYA,ABHISHEK

COMPLETE FINISHER KRITI,RUMANA,ANIL,AMRUTHA,YATISH,SAURABH

TEAM WORKER ANKIT, BHAVANA, DEBASHISH,HULAS,RAJIV,ROHIT,NICKY,

IMPLEMENTOR DEEPAK.K , APOORV, DINESH,LIKITH,NEERAJ,NITIN,NEHA

MONITOR EVALUATOR DIVYA,ASHWIN,RITHVIK,ADITI,ASHWINI,SAMPREETH


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QUESTIONS IN THE CASE STUDY - 1

You are now required to suggest what

course of action the HR director should

take to develop the leadership culture of

the organization.


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Developing leadership culture

Element #1: Direction/Oversight/Commitment by Top Management

Element #2: Dedicated Management of the Program Element #3: The Selection Process(es)

Element #4: Personal Leadership Development Plans

Element #5: Training

Element #6: Program-Driven Job Assignments

Element #7: Coaching Program

Element #8: Mentoring Program

Element #9: Results Monitoring and Feedback System

Element #10: Rewards Program

Once this is done it must be followed during good and bad

times of the company


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QUESTIONS IN THE CASE STUDY - 2

Apart from the reasons mentioned in

the case, can you find other reasons

for people leaving organizations


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A Case Study on Leadership