Explaining functions of managemennt by the consultant
Planning heading comes first. Then explain the planning proces.Then the first sub heading determing vision & mission appers. Then discuss a –done by one.
Should NOT be in the slides but for notes when presenting
Explain about.. No written charts but informal structures was maintaines. And other importance of NPs approachs.
Discuss e.g Trait theory – correct judgment of expanding the business when tax increased. Contingency E.g NP had his foundation to prove that the employees + their familes are well looked after. Service based bonuses gave employees the monitory assurance and jub security.
To be discussed
Discuss the impact of NPs death as eployees future was dependent on NP. New management lack of communication employee increased queriosity as to what will happen to them lead to jjob insurerity. Adverse recruitments ( 3secreteries, friends as managers for KBA without industry experience.forieghn consultants
1)resulted Heigh employee turnover, demotivation & reduced quality product. No bonuses due to low performance & customer complains were not considerd as importnt resulted decresed loyal customers & brand identity.
Reschedualing the loan + discussion with bank (2) General meeting employees – directors (3) present situ +Feed back from employees +job assurance. 4) getting rid of inwanted expences 5) Communication of company’s vision mission in simpler terms .6)Heads to the key areas of the bussines should be out sourced.7)redesighning sales & performance targets with the contribution of the waorkers.
Case Study " Perera Confectioneries"
Who we are?
TEAM ONE CONSULATACIES
Why we are here?
Mr. Nimal Perera & His Remarkable
New Management & Failure
Analysis & Recommendations
• Nimal Perera started Perera
• It was a small shop in
• NP was able to own 80% of
• Owned 80% of market Share.
• 750 Employees
• Lowest Staff turnover.
• 200 Million Net worth.
• NP a True leader ended his
remarkable journey .
• His Two Nephews & Niece Took
VISION + MISSION
• Tax on import goods.
• Strengths - Fleet of Vehicle for Sales
executives + location of the factory.
• Weakness- Higher education & knowledge
• Opportunity – Current economical situation
• Threats – Educated Managers could out
(2) Strategy Formulation (where we are +How + what to do)
(3) Designing Strategies
(4) Developing Policies.
Recruitment Policy- G.C.E A/L
Qualification + Industry
Service Policy - 5 Years & + Serviced
Employees gets 6months Bonus.
10 years & + Serviced employees Rs. I
it is the process of sourcing, allocating &
arranging of resources + activity + authority
NP Meets &
plan to each
has to follow.
(2) Organizing Continued….
(a) Allocating Resources
Bambalpity as PC’s home office.
as it situated in the heart of
Helps to find resources cost
Allocating Vans for sales
executives for efficient &
effective product distribution
(b) Structuring Organization &
PC had a clear, goal driven
“Functional “ OG structure
( c) Authority +Empowerment
PC has employees in all levels
From managers , executives to
factory worker demonstrates the
practices of chain of command.
Centralized decision making
better control & uniformity,
Theories of Leadership
by Robert Blake
Task oriented 9.1
Ken Blanchard &
(3) Leading - inspiring, influencing, directing & motivating .
Getting work done by other’s effort with their willingness.
NP’s personality showed
mix of all three theories.Trait Theory : The
correct vision when
Behavioral Theory :
Autocratic Leader He promoted employees who he thinks
Democratic Leader :
Employees are his family .
Their feedback is important to him.
Contingency Theory : Strong
relationship with his employees.
motivated them to grow and retain.
French Raven’s 5 forms of Power
• NP is groomed by his 64 years of successful industry
experience. which naturally gave him the expert power
to influence his employees, which resulted employees
to retain in a stabilized organization as PC.
• Rewarding was NPs nature, happy and motivated
employees resulted NP to be best selling confectionery
businessman in the country.
• NP was a role model to his employees.
• Employees Like NPs Personality as their boss.
(2) Negative Approaches of the New
Management lead to failure.
Lose of the KEY MAN & Plan of the NEW PC was not communicated
to the employees.( as to WHAT + WHERE + HOW)
Adverse Recruitments of Secretaries, Local & foreign consultants,
Managers without Industry experience.
Wrong ways of Introducing Vision & Mission.
Increased Performance Targets
HR policy in uniforms.
•Sudden CHANGE in the
organization lead employees
blind of the big picture .
Employees lost respect & faith
Job insecurity & high turnover
Created unwanted costs .
Resulted poor quality, increased
customer complaints and brand
name was damaged.
Negative Approaches Continued …Organizing
Heads of the organization lacked
in expert power and reward
Wrong analyzing of performance
targets resulted low performance
from employees and low
Employees were not
treated as part of the
organization and lost sense
Seminars were conducted
without getting input from
employees as to what they
need train in. resulted low
Unrealistic Performance & Sales targets.
Bad Selection and recruiting.
& evaluations were
NO adaptive culture.
Poor Analyzing of Sales per
Poor quality of the final product.
Duly customer surveys were not
• Get out of Debt ( Financial Consultant)
• Creating awareness among employees
• Cost reduction program
• Vision mission planning + Implementing
• Out Source Managers
• Redesigning sales +performance targets
• Redesigning Incentives systems.
• New Code of conduct
• Clear Organization Structure
•Worker Recognition Programs.
• Customer Retention Programs.
• KEY MAN insurance.