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1. Dear students get fully solved assignments
Send your semester & Specialization name to our mail id
help.mbaassignments@gmail.com
or
call us at : 08263069601
Human Resource Management
SBS MBA
STUDENT ID
UNIT TITLE UNIT CODE
Name (in Full)
__________________________________________________________
Total Marks: _______ / 100

2. CASE STUDY
MANAGING PEOPLE FOR ORGANIZATIONAL EFFECTIVES
You are an engineering graduate with an MBA and 10 years of management experience, and have
justbeenappointedasCEOof a manufacturingcompany.The company has existed since the 1950s,
but tariff reductions since the 1970s have placed it under increasing pressure. In recent years the
company has been on the brink of closing down and your task is to turn it back into a viable
enterprise. You were reluctant to take on the obviously difficult job and had a number of other
options,butthe boardconvincedyoubyofferingaveryattractive salarypackage and undertaking to
support your decision fully, provided that you delivered results within a year.
The seniormanagementteamconsistsof five people, all of whom were appointed by the previous
CEO whenhe took up his job seven years ago. The former CEO’s background was in accounting and
his approach to dealing with the company’s difficulties could best be described as ‘cost
minimization’ – he sought to rescue falling profits by reducing costs wherever possible. He was,
moreover, what he described as an ‘old fashioned manager’ which in practice meant being a strict
disciplinarian and asserting his right to make decisions without consulting staff. The approach to
encouragingstaff performance hasbeenthe threatof dismissal.The seniormanagementteam were
in agreement with him on this strategy and this remains their preferred option.
As a result of this approach, the company’s plant and machinery has not been upgraded for some
years. The production process is an assembly line and workers are rarely rotated among different
jobs.Further,moststaff are employedonindividualcontractsandpaidpoorlybyindustrystandards.
The only assessment of performance is based on production output (which is low by industry
standards),andno staff are formally appraised. In spite of a lack of manufacturing jobs in the area,
voluntaryturnover–employeesresigning –ishigh and this is compounded by the fact that staff are
routinely dismissed for minor errors or breaches of procedure. This is justified by the other
managerson the basisthat ‘there are plentymore where he came from!’due tohighunemployment
in the area. The company has already faced a number of formal complaints about unfair dismissal,
some of which have ended up in court.
Answer the following questions.
Questiona) In your role as CEO, outline how you would change
the people management practices in the company.
Answer:Managers and supervisors are crucial because of the relationship they have with the
employeesinthe organization.Theyare positionedtocoachand influence employees through their
own change process.
But what does this group really need to be doing to drive successful change? In addition to
continuing their daily operational duties, Best
Questionb) How would your proposed changes improve
organizational performance?

3. Answer:In our sluggish economy, a multitude of mergers and acquisitions not withstanding, the
capacity for a business to grow rests in the hands of its people.
CEOs throughoutthe worldare drivingtoimprovingorganizational performance regardlessof size or
industry. Much has been written and studied on this subject, and we find in the myriad of surveys
and booksas well as in our own experience that there are 6 steps that, executed effectively, drive
performance improvement and growth capacity.
Questionc) What do you see as the major barriers to change
and how would you overcome them?
Answer:The managementalwayswantstoimplementchange because theyhave the belief that the
change in question will bring significant impact to the organization as a whole.
Perhapsthe mainobjective forintroducingorganizationalchange anditsimplementation is that the
change will improve andmaintainthe production environment of the organization on a daily basis.
While change is necessary, usually for the good of the organization and its staff, it will always be
subject to some form of resistance. Change is usually traumatic, completely unknown and saying
goodbye to the former organizational process can be somewhat difficult for embrace by the
employees in the organization.
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id
help.mbaassignments@gmail.com
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