Case Study Presentation

By group 9Nipun, Dheeraj, Vaibhav, Manu, Atul &

Harsh

Nitish, a Btech and Mech from IIT Madras, worked for 2 years with Infosys and later did his MBA from XLRI Jamshedpur.

He started working with a small consulting firm in Jamshedpur because of some personal reasons at a salary which was lower than what he used to get at Infosys.

After working for 2 years in this consulting firm, Nitish thought that his learning curve had saturated and wanted to move on to a new company.

Arvind, a classmate of Nitsh of his IIT batch, arranged for Nitish’s interview with his firm ‘Solutions Unlimited’.

Nitish entered into a conflict with Meena, the operations officer also looking after the recruitment, on an issue related to the pay during his appointment interviews.

The salary offered by Meena to Nitish was considered far too less by the senior management and Meena was scolded for this mistake.

It was followed by the intervention of Mr Kapoor, head of marketing, to renegotiate the compensation with Nitish and this hurt the self esteem of Meena.

After this issue Meena could not even stand the sight of Nitish and tried to hurt the professional career of Nitish in every possible way.

One issue lead to other and the interpersonal relations of Nitish and Meena fell very low.

Nitish has internal locus of control. He believes he can control the situation through his hard work and did not believe in blaming external agents for the situation.

He was a person with good self esteem, who believed his hard work to be his signature.

He is more of a Type B personality, who does not suffer from vanity , has no intention to display or discuss his achievements unless demanded by the situation.

As per the theory of Learned Needs, Nitish has a very high Need for achievement and Need for affiliation.

As per the big five personality dimension – Meena was high on Neuroticism i.e. she experience negative emotions easily.

Suffering from fundamental attribution error i.e failure to understand Nitish's condition, attributed his mistakes to his personality - does not consider that it could be due to some external problem.

Meena suffered from Primacy Effect: Formed an opinion about Nitish in her first conversation itself.

She suffered from Halo Effect because her one opinion of Nitish [complaining on compensation] biased her opinion on his other characteristics.

Meena did not have social awareness dimension of emotional intelligence – insensitive to the feelings, thoughts and situations of Nitish.

HR is a thankless job. But Meena was not ready to accept negative feedback.

HR is supposed to be resolve the issues and problems of the employees and not create problems for the employees.

Lack of professional conduct.

Lack of proper structure : No clear hierarchy defined.

Roles and responsibilities not clearly defined: Director of operations taking care of HR department. Example Meena and Nitesh

Dissatisfaction and conflict among employees : CEO should be aware of the problems going on in the organization .A lot of people in higher management leaving the organization reflects dissatisfaction of employees.

Lack of proper feedback mechanism in the organization.

Recruitment process not clear.  No formal communication or offer letter detailing him the company policies and compensations.

Lack of proper training to HR staff:a) Venkat was not aware about the right HR policies. b) Unprofessionalism of Meena to take Nitesh’s interview without understanding his qualifications c) Lack of formal written communication via email

Less stress on professional HR practices: No formal HR  department in place.

Lack of motivation on the part of organization: Achievement recognition, responsibility, salary compensation, company policies and work conditions.

Very poor social awareness and relationship management skills of Meena & Alagu – No empathy and conflict resolutions of Nitish.

Meena’s ego was hurt. When she had to listen to Mr. Kapoor. She was vengeful.

Meena & Alagu were jealous of Nitish – usage of Negative tactics and unprofessional conduct on their part.

Venkat didn’t revert back because of his own mistake he was avoiding.

Nitish initially made a rash decision but was then ready to wait before complaining.

By building organizational commitment: Solutions Unlimited needs to work on

A. Distributive Justice and Support to its employees.

B. Sharing the values and Employee involvement.

C. Trust and Organization comprehension.

Before transformation, the co should have proper organization structure with clear role demarcation. Eg: Company diversification leads to a lot of HR issues & Mr. Alagu, being an operations manager might not be adept to handle the HR department of the company.

Improve on synchronization and communication between different departments in the company.

Internal reference policy: Have clear recruitment practices

Inculcate personality development programs to improve the interpersonal skills and incorporate good organizational behaviour among co-workers.

Incorporating 360 degree feedback at regular intervals for all the employees.

Thank You!!!