The Management case presentation on The under performing team by IMDR, Pune students.

1. THE UNDERPERFORMING TEAM
Presented by:
Group 7
Pooja Choudhary (24)
Prashant Deshmukh (27)
Loretta Dias (31)
Harshal Gawali (37)
Sanket Karjatkar (53)
Shariq Khan (57)
I.M.D.R. Pune

2. CONTENTS
Key Facts
Ajay Sharma
Approach
Appointing a Team Leader
Effectiveness of the team
I.M.D.R. Pune

3. KEY FACTS
 Case revolves around Ajay Sharma – Manager transferred -
largest plant of a manufacturing company.
 Responsible for handling the operations & production of a
sub-unit of nearly 55 people.
 The company - certified with the ISO 9002 certificate &
highly reliant in maintaining its quality commitments.
 Thus, mandatory to the employees & workers to maintain the
standard of delivery.
I.M.D.R. Pune

4. AJAY SHARMA
 Proactive.
 Believes in delivering the best of the performance
which his team can.
 Biggest challenge in front of Ajay at the moment is to
deal with the underperforming team.
 Decides to work on few strategies after a deep study of
the entire team which can be evaluated in 3 phases.
I.M.D.R. Pune

5. APPROACH
 Two week study - Ajay decides to divide the team into 3
groups & Chander Pal as the leader
 The major emphasis was on :
 Create awareness on targets & quality
 Timely checks on production achieved
 Monitoring the Individual performances
 Selecting Performer of Team on weekly basis.
I.M.D.R. Pune

6. ANALYSIS
 Shortcomings in the company policy of not
providing the monetary grounds .
 Should take few strict actions against the non-
performing workers & pressurize them to deliver
& creating the fear of loss of wages.
 Instead he decides only to select a performer of
the week.
I.M.D.R. Pune

7. ANALYSIS
 Ajay’s approach - very good work on the
observation & study part of the group.
 Ajay is considering the recognition part -
working class is least bothered.
 Strict action against non performers - increases
the chances of productivity of the team.
I.M.D.R. Pune

8. ABRAHAM MASLOW’S NEED HIERARCHY THEORY & THE
THEORY X & Y OF DOUGLAS MCGREGOR
Self Actualization Needs
Esteem Needs
Social & Belongingness Needs
Safety & Security Needs
Physiological Needs
Theory X –
Pressurize the
workers to work.
I.M.D.R. Pune
Theory Y –
Motivation &
recognition for
work.

9. MC GREGORS- THEORY X
 Assumptions about people based on Theory X:
 Naturally indolent.
 Lack ambition.
 Dislike Responsibility.
 Prefer to be led.
 Self centered & indifferent to Organization needs.
 Naturally resistant to change.
I.M.D.R. Pune

10. APPOINTING A LEADER
Positive move by appointing Chander pal as
a leader of the team.
The Following proves his leadership
qualities:
 Efficient working
 Diagnosis of problems
 Team meeting targets without fail
I.M.D.R. Pune

11. ANALYSIS
 Ajay - chance of enhancing skills in Chander pal to lead.
 A leader can be:
 Guide
 Supporter
 Role model
 Mentor
 Mediator
 Problem solver
I.M.D.R. Pune

12. EFFECTIVENESS OF THE TEAM
 The strategies formed by Ajay can be effective
with the addition of the pressurization factor.
 Thus, though considering the suggested points
added in the system it will take some time to
show its effectiveness.
I.M.D.R. Pune

13. ANALYSIS
 Considering Ajay’s strategy:
 More time to show results.
 Motivating or recognition measures for the
working class won’t be aid to the situation &
needs more bold strategies to be formulated.
I.M.D.R. Pune

14. Thank
you
I.M.D.R. Pune