Slide 1
Cabot pharmaceuticals Inc.Submitted By Group 5Anupam Mishra
27NMP 06Manush Maken 27NMP 19Swati Gupta 27NMP 32Komal Tagra 27 NMP
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Case Background
Investigating the case of Bob Marsh and understanding the
factors which led to his dismissalUnderstanding reasons for doctors
disappointment with regards to Marshs dismissalDeciding whether to
reinstate Bob Marsh or not and, if not, how to keep the clients
satisfied & intact
Key Concerns and Issues
Bobs Behaviour AnalysisStrengthsSincere, enthusiastic, quick
learner, loyal , dedicatedVery good customer rapportLoyal &
dedicated to the work & the firmDidnt leave the firm even after
being put on probation multiple timesWillingness to improveGood
working relationship with fellow associatesWeakness Non-conformance
to management directives, company policies and sales
objectives.Inconsistency in maintaining records & poorly
organized sample bagCatch-as-catch-can approach, tendency to
prejudge the customersLacked in organization skills, planning and
follow up activities
Bobs AnalysisCHOICEPERSISTENCEINTENSITYOUTCOMEChoice: Bob was
reluctant to follow management guidelines, but followed his own
actionsIntensity: Bob had put forth lot of efforts in his
territory, the result was reflected in sales
performancePersistence: He was continuing his efforts over the
years.Bobs Ability was great in terms of reaching the expectations
of his manager.Lack of motivational programme enabling Bobs to
adhere Management directives, policies.After 10 years of working in
Cabot , Bobs career seemed to have plateaued.
Behavioral Factors in MotivationBob didnt seem to be motivated
by salary hikes alone and Proper motivational tools tailored to
Bobs Needs were missing and should be designed such that:Better
performance evaluation- MBOCreating Perception of Better Effort
lead to Better Performance- So that efforts become
valuable.Motivational programs should have some elements tailored
to Bobs needs by including non-financial rewards such as:Job
enrichmentRecognitionOpportunity for promotion
Organizational FactorsContinuous change in District manager
creating pressure on Bob to match up with their
expectationsManagers using tough approach with a plateauing
problem, without understanding the problem properlyRelying on past
data by managers.Bobs positive Customer Relationship Management
skills not considered in his evaluation
Recommendations
