nitish-solutions-unlimited

1. Case Analysis
on
Nitish @ Solutions Unlimited

2. Introduction
•Nitish @ Solutions Unlimited is a case about a young
MBA graduate who changed his job to an organization at
the recommendation of his friend and his spouse which
began a series of events that led to a high degree of job
dissatisfaction
•The entire case is based on the interpersonal problems
between Nitish and Meena, which led to increasing
dissatisfaction of Nitish with the company.

3. Solutions Unlimited

4. Solution Unlimited –
Structure
Managing
Director
Mr. Manish
Chawla
Director
Marketing
Mr. Kapoor
Associate Direct
Marketing
Mr. Khurana
Consultant 1-4
Arvind, Vidya &
Nitish
Developer 1-4
Director Human
Resources
(Vacant)
Associate
Director HR
(vacant)
Director
Finance
(vacant)
Associate
Director
Finance
Ms. Madhumita
Operations
Officer (level 1-
4)
Meena
Assistant
Operations
Officer (level 1-
4)
Venkat
Director
Operation Mr.
Alagu

5. Situational Analysis
Recruitment policy @ Solutions Unlimited:
1. Internal Job Posting
2. Employee Referals
Characterization- Nitish:
1. Internal locus of control
2. Type B personality
3. Rational and practical thinker
4. Keen learner and a seeker of positive opportunities
Charachterization- Meena:
1.High on Neuroticism
2. Lacked Emotional Intelligence
3. Suffered from Primacy Effect & Halo Effect
4. Misuse of Legitimate Power
5. Not open to negative feedback

6. ORGANIZATIONAL ISSUES
Structural deficiencies:
Lack of proper structure
and no clearly defined
hierarchy.
Roles and
responsibilities not
clearly defined
Dissatisfaction and
conflict among
employees
Lack of proper feedback
and review mechanism in
the organization.
No conflict resolution
mechanism in place to
reduce and efficiently
resolve the various
employee issues
Strong communication
gap within employees
at all levels.
Absence of regulated
policies, procedures
and systems within the
organization.

7. HR ISSUES
The scope of
the
recruitment
process was
narrow and
limited,
especially for a
start-up firm.
No formal
communicatio
n or offer
letter detailing
him the
company
policies and
compensations
.
Lack of
proper
training to
HR staff
Less stress
on
professional
HR
practices:
No formal
HR departm
ent in place.
Lack of
motivation
on the part
of
organizatio
n

8. Problem
Statement
• Short Term
Nitish, a highly promising recruit, is finding it difficult to perform well in his job and is
losing motivation due to certain hygiene factors. Also , existing interpersonal, role
and goal conflicts have reduced organizational commitment and job satisfaction.
• Long Term
Due to the structural deficiencies and lack of proper processes within the company,
Solutions Unlimited faces the risk of increasing attrition of its key employees ,
reduction of Organization citizenship behavior , loss of morale , Lack of strategic fit
between the new recruits and the existing organization value system leading to
formation of sub cultures within an organic cultured organization.

9. Options
By building organizational
commitment and Citizenship
Behavior:
Before transformation, the co
should have proper
organization structure with
clear role demarcation.
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 behavior
among co-workers.
Develop and Implement
Personality and Psychometric
Testing for all the employees
in the organization.

10. Options
Incorporating 360 degree
feedback at regular intervals
for all the employees.
Create a proper HR
Department in place.
Institutionalize proper
channel for resolving
employee related issues.
Ensure and create a suitable
process of Succession
Planning within the
Organization especially for
critical managerial positions.
Create an efficient and
transparent communication
process.
Alignment of Individual and
Team goals.

11. Professional and personal growth
matrix
Employee engagement and
retention
Healthy and committed culture
Systematic implementation of
systems and practices
CRITERIA

12. Evaluation of Options
Proper Organisational Structure
Clear guidelines on how to
proceed
Binds members together
Clear goal demarcation
Organisational Commitment
and Citizenship
Distributive justice and
support to employees
Sharing the values and
employee involvement
Trust, Faith, Openness and
organisational comprehension

13. Succession Planning
Increases availability of
experienced and capable
employees
Replacement Planning to fill
key business leadership
positions
Recruitment
Process
Widen sources; external
(employment exchanges,
placement agencies, outsourcing,
educational institutes)
Proper recruitment policies to be
devised and implemented

14. 360 degree Communication
Encourage participation of all
and make HR decisions more
qualitative
More acceptable than
traditional feedback
approaches
More impartial and objective
Alignment of Goals
Improves and accelerates
operational execution
Improves retention and
increases employee
morale

15. Conflict Resolution
Mechanism
Faster solutions
Healthy work environment
Active communication
between trusted members
Personality Development
Program
Improve interpersonal skills
Incorporate good organisational
behaviour among co-workers

16. HR Forum
Conflict Resolution Mechanism
Grievance Resolution Mechanism
Roles, Accountabilities, Measures and Skills
Open Door Policy
RECOMMENDATIONS

17. Behavioural Training Program
Wider Channels of Recruitment
Defined HR Policies
Informal Meetings
Vision and Mission Statement

18. Action Plan
Define
organizatio
n structure
Standard
Operating
Procedures
Regulation
Policies
Training
and
Developme
nt Program
Performanc
e appraisal
and
feedback
system