NMIMS SOLVED ASSIGNMENTS
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Organizational Theory,
Structure and Design
Q
1. A large IT company is currently going through a leadership crisis. The CEO
has just resigned and the dispute between the board and the CEO has left the
top management team rudderless and divided. You have been appointed as the
interim CEO and are tasked with getting the top leadership team in the company
back on focused on the company objectives. Analyze the political environment
(make reasonable assumptions) and discuss the Power Structure that would be
prevalent in the company and discuss your way forward.
Q
2. Rivigo is a young start up that is establishing itself in the surface
transport business. The main USP is that they promise and have successfully
delivered 97% “On Time” performance and 95% “Zero Damage to Goods” to the
customer. They are now looking to scale up the business and you have been made
in charge of the same. Analyze the different structures that are available to
you and recommend a suitable organization structure given the business
requirement.
Q
3. Work culture and Diversity is a critical to the new age business. Discuss
the following in the context of new age business like ecommerce business or a
FM radio business.
a.
Discuss how will you assess the current work culture in the company.
b.
Discuss the approaches to Managing Diversity.
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Compensation & Benefits
1.
Should an employee’s pay package be entirely linked to performance? If yes,
why? If No, Why?
2.
You are the ‘’Compensation Lead’’ of ABC Ltd., a BPO centre for an airline,
having 500 employees. The majority of these employees are Gen Y or millennial.
The management wants to use indirect compensation as a strategy to retain their
employees. What would be your recommendation?
3.
Foodomania Ltd. Started operations in 2014. In 3 years they have established
their brand and are a profitable organization. They have a sales force of 80
sales employees and 25 Management employees. They want to increase the sales
force to 300 employees and Management team to 50 employees. You have been
appointed to device a new compensation structure to meet the growing employee
strength. What are the points you will consider when
a.
Devising a compensation strategy for Top Management
b.
Devising compensation strategy for Sales Force
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Industrial Relations
and Labour Laws
1.
Ramesh Bhatia was working in an industry employing around 500 employees. He
joined the industry in the year 2012. The worker were made to work for more
than 9 hours in a day. The canteen facility was not good. It offered only tea
and snacks. Complaints were made to the management requesting them to change
the menu and also to provide better and nutritious meal. The management changed
the canteen in-charge.The canteen started offering meals and also a variety of
other items. However, the prices were increased and the workers could not
afford them.Ramesh and his co-workers complained to the management. The
management kept on delaying the issue. Ramesh came up with an idea to form a
trade union. Collective bargaining could be an effective tool in dealing with
the issues faced by theworkers. Accordingly, a trade union was formed in the
year 2013 and Ramesh was made the President. The trade union was functioning
smoothly and most of the problems faced by the employees were dealt
effectively. In the year 2014, a new director Mr. Mahesh Kumar was appointed at
the management level. When the trade union brought a complaint before him, he
refused to entertain them stating that the trade union was unregistered and he
would infact file a complaint of criminal conspiracy against them.
Ramesh
and the other members want to register their trade union. What is the current
status of the trade union and what are the steps to be followed in the present
scenario for the registration of the trade union?
2.
Sheekha is working in a manufacturing unit. The unit has employed 50 people on
the manufacturing process and is registered as a factory. Sheekha was given
wages of Rs. 7,500/- on a monthly basis. The wages were paid on the 5th of each
month. Besides the wages she was given bonus of Rs. 2,000/- every year during
Diwali festival.In the month of October 2017, she received only Rs. 3,000/- as
wages. Also her Diwali bonus was not paid to her.Upon inquiring, the HR manager
told her that her wages were deducted. The explanation that was given that in
the previous month she had come late for 5 days. Also she had been negligent
with the machinery she used and the repairing cost to be borne by the company
was Rs. 500/-, and therefore Rs. 2,000/- was further deducted from her wages.
Sheekha claimed for the bonus, but the manager stated that the bonus was not
included as wages and so she could not demand them.
Analyze
the case and what are the different authorised reasons for which Sheekha’s
wages could be deducted.
3.
Arjun is a member of a trade union in an industry. The objectives of the trade
union is to protect the members and provide them with the necessary facilities.
The trade union had been demanding protective glasses for the workers doing
welding work as a safety measure. The management did not provide them and asked
the workers instead to be careful while doing the wielding work. One day, while
Arjun was doing a welding work a spark went in his eye. He was given first aid
and then rushed to the hospital. Unfortunately, he lost his eye. Some of the
members approached the management and asked them to pay the medical expenses,
compensation to Arjun and the required safety measures to the workers. The
management refused to take responsibility and instead put the blame on Arjun
saying that he was careless while doing his work. The workers were agitated and
decided to protest against the behavior of the management by going on a strike.
a.
Advise the workers on the different ways they can protest through strike.
b.
Advise the management on how they can prevent industrial disputes.
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Manpower Planning,
Recruitment and Selection
Q.1.
Mr. Shreejeet Pradhan, the HR of Jumbo Times, recently attended a conference on
“Crucial quantifiable methods of supply forecasting in Manpower Planning”. You
as an intern working with Shreejeet, has been delegated a project to research
on, “The various quantifiable methods of supply forecasting” to help Shreejeet
gather more information and take an informed decision.
Q.2.
ABC Manpower a reputed Multinational Company adopts “Geocentric approach”.
However, the organization is not satisfied with this approach. As an External
Management Consultant for ABC Manpower suggest the various approaches to
staffing with its merits and demerits.
Q.3
Answer the following questions based on the Case study mentioned below:
Case
study: Sarika and Sheetal were MBA’s from the prestigious MBA College .They
both joined ABC Pvt. Ltd in the same year. Sarika being MBA in HR joined the HR
department while Sheetal joined the Finance department. Over the years both
Sheetal and Sarika remained friends and worked well as colleagues. Sarika was
well known employee among the staff. While Sheetal remained to be a reserved
employee but took up key positions in Finance department. Sarika was friendly
to help employees while Sarika was outgoing. Sheetal would also wonder how
Sarika can be so famous and well known and loved by all whereas not many knew
Sheetal apart from the people from her own department. Sheetal now took an
extreme step of putting down her papers. Their manager Mr. Shah was worried
when he heard the news. He first contacted Sarika as they were best friends and
batchmates. Sarika didn’t even know what drove Sheetal to such harsh steps. Mr.
Shah took the matter in his hands and confronted Sheetal in an informal talk in
the canteen. Sheetal opened up and discussed how she felt left out and
humiliated as Sarika was the popular one even though they both had equal
qualification, experience and also had pursued course from the same institute.
Even the canteen waiters acknowledged Sarika’s presence offering a quick
service when she was with Sheetal. But when Sheetal came alone to canteen no
one paid attention to her nor was she given any respect or importance. This
hurt Sheetal and led her to resign.
a)What
do you this is the real reason for such a misunderstanding.
b)
What steps can you as an HR to convince Sheetal to stay?
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Organisation Culture
Q.1)
ABC Ltd has hired you as a consultant to advice on certain issues. You have
observed following problems in the company.
·
Unequal distribution of power
·
Centralized structure is followed
·
High importance to individual
achievement
·
Division of roles between genders
·
Higher degree of intolerance towards
uncertainty
·
Short term orientation
You
used a specific model of organization to make above observations. Which model
of organization culture is likely to give above findings? Explain the model in
detail.
Q.2)
XYZ Ltd has hired you as a consultant for the purpose of assisting the company
in creating the culture of an organization. Suggest a process for the same.
Q.3
a) After studying the problem of FC Company, you came to know that there is a
need to create ethical organizational culture. Which practices would you
suggest to create the same?
Q.3
b) Due to rapid change in the environment, Opaque Company, IT firm, is finding
it difficult to survive. Cultural issues are rampant in the organization. You
are asked to advice on making a change in organizational culture. Which steps
will you recommend?
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Performance Management
System
1.
Is 360 degree Feedback method of performance appraisal an impartial way of
seeking performance feedback? If yes, why or if No, why?
2.
State any 4 performance appraisal bias and as HR what steps will you take to
ensure that these bias are neutralized.
3.
MED Pharma is a newly established pharmaceutical company with a sales force of
500 employees. You are newly appointed as the business HR and your first task
is to develop a performance management system for the organisation.
a.
How will a performance management system impact various stakeholders in the
organisation?
b.
What are the factors that you will consider while developing the performance
management system for the sales force.
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