case study on perspective management

1. 38| Reality Bytes
Caselet I
Exclusive Media was a media company wellknown for its
work in the regional language of the state. Due to its grass
root level connections,it hada very good reputation among
media professionals in the state. It had about 30 odd people
who had all begun their careers with Exclusive and had never
worked anywhere else. Though only some of them were
graduates, allof them had grown up with the company, were
nurtured there, were skilled at their jobs and good at getting
things done-amajorrequirementinasmall company.
The promoters decidedto expand andtake in new people.
Candidates who came in for interviews were MBA's, were
tech savwy and could speak good English. With a view to
expand Exclusive's business, the promoters decided to
recruitsuch candidates.
Accordingly, a team of 10 new people was recruited for
Marketing and Sales. However, things went wrong from day
one. The new employees who had workedfor MNC'searlier
found that such systems were non-existent in Exclusive. The
older employees preferred to directly speak to the
promoters themselves instead of going through their new
bosses. Allthe older employees, though at junior positions
knew much more about the business than the new
employees at senior positions and they continued to follow
their earliersystems.
From the new employees' point of view, they were taken
aback by the difference in the company's way of operation
and what they were used to. Also, Exclusive was dealingwith
vendors, associates andcustomersfrom remote areas of the
state and the well-qualified, English speaking sales people
were noteven familiar with the regional language.
All-in-all, here was acomplete mismatch of theexpectations
of the company and the expectations of the newcomers.
This led to conflicts within teams, (Old Vs. New) such that it
adverscly affected Exclusive's business.
The promotersfinally consulta HRexpert-YOU,tofindout
what went wrong.
What you need towork on:
1.ldentifytheprobleminthiscaselet.
RealityBytes| 39
2. Findingwaystoaddressthe problem identified.
3.The 3
measuresyouwould usetoaddressthis problem.
4.The advice you would give the company as a HR
consultant, so thatthis problemdoes notarise in the future.
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