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Case study -1
Kaniksha Ispat is an
established medium size company manufacturing steel strips. The company has
employed over 800 workers. The products of the company have established a good
reputation and company was doing very well for last 15 years.
The market is slowly changing its nature. The competition is
growing and the recessionary trends are now clearly visible. The company is not
visualizing a bright, growing market and most of the products, as per present
marketing conditions are overpriced.
In an effort to save the organization, the company president Mr.
Vasant invited all the employees for a joint meeting. At the meeting he tried
to explain what problems company is presently facing and what the means to save
the company are.
The employees after understanding the graveness of the situation,
agreed to have a10% cut, effective from the next month in their salaries
immediate increase in salary is not possible. Mr. Vasant was highly impressed
at the cooperative and positive approach of the employees. The company also
tried to maintain a strict austerity measures in order to cut costs. Three
months later, the company installed many new devices to improve quality and cut
costs.
Anagram Finance and Leasing came forward to offer a hand of help
to improve its financial position. The loan agreement amounted to Rs. 1 crore.
First installment was received by the company Rs. 30 lacs and reconstructive
work started at a rapid speed.
The techno-economic survey was made by the expert of Anagram
Finance and they submitted a report that, future cut in administrative cost by
reducing 200 employees is the essential step that Kaniksha should take
immediately. If this is not acceptable to the company then the next installment
should not be released. Since the fixed assets of the company had been used by
the company to support the loan agreement, it had a little scope for denial.
Mr. Vasant decided to invite union leader and discuss the issue
1. What is the fundamental management problem?
2. List out alternative courses of action.
3. Identify the position of both Mr. Vasant and Union Leader.
Case study
-2
A Food specialty is
presently headed by Nandan Vinayak. The company is doing business very well and
its profits are on continuous rise. The company has maintained a steady
profitability, sales and performance track record. The employees are mostly
less paid and less educated. Most of them are semiskilled and coming from
nearby rural areas.
Mr. Nandan is quite happy with the existing situation. He has
recently launched an expansion program has fetched him grand success. The new
products of the company are highly appreciated. In discussion with his closest
colleagues he decided to institute a program of employees rewarding employees
with silver potteries. The types of silver wears were to vary from employees to
employees depending on his tenure of service and cadre in which he has served.
Mr. Nandan felt that he would receive a grand reception on this announcement.
The announcement was made on 12th October in order to offer Diwali
Gifts to the employees. Instead, after he cheerfully presented his plan, he
faced a silent group of weary workers staring back at him in near disbelief.
Most of them were nervous and unhappy. They thought that this is not what they
expected for the tremendous labour put in as a reward.
Mr. Nandan was puzzled at the pathetic response of the workers.
1. Analyze the case
2. Was the incentive scheme wrong in any way?
Case study
-3
Amit, a Chief Manager of Spark- leading departmental stores at
Nagpur, has attended a seminar on Japanese Management System. He was highly
impressed by the innovative and democratic approach of the system. He decided
to go for Japanese System by introducing initially a few measures in the
stores.
Mr. Rajesh is his close rival, who feels that he has the right to
be the chief of these stores, for his qualities and understanding of the
departmental stores. Mr. Rajesh often puts spokes in the wheel in order to
bring Mr. Amit in troubles. He has won confidence of a small section of sales
representative, who at his insistence often play games to trouble Mr. Amit and
malign his image or foil his plans.
Mr. Amit decided to introduce a suggestion box scheme. He thought
that the suggestion so received will be helpful to improvise the functioning of
the department. As well as to involve the workers in decision- making process.
A meeting of all sales personnel and assistant managers was called
on for this purpose. Mr. Rajesh along with others also attended the meeting. He
listened to the idea of Mr. Amit properly and decided to foil it. Mr. Amit
explained the concept of suggestion box, and said that anyone can put the
suggestion, he need not mention his name, if he mentions his name and offers a
useful suggestion, a reward of Rs. 50 will be given.
Mr. Amit felt that the scheme will work and he will fetch a
goodwill as well as good participation. A week after launching of the scheme,
the box was opened. It was having nearly 70 suggestions. A scrutiny was made by
Mr. Amit and to his surprise; he received a bolt from the blue. 36 suggestions
were to scrap the scheme and in 22 cases very naughty ideas were offered. This
frustrated Mr. Amit and he decided to abandon the suggestion box scheme. A
feedback from the workers was taken.
He found that no worker was much impressed with the idea. The
scheme was scrapped and Mr. Amit continued with existing ideas….
1. Analyze the incidence
2. Identify the issues, problems involved in this scheme.
3. List out the facts
4. List the critical problems demanding immediate attention.
5. Was Mr. Amit right in scrapping the scheme?
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