PCTE Group of Institutes,
Ludhiana
COURSE & SEMESTER BBA-2B
SUBJECT & SUBJECT CODE (BBA 301-18)
P RESENTATION S YNOPSIS
Topic: Organizational Behavior
Name: Rishav Kochar, Prabhdeep Singh, Kawardeep Singh Bedi,
Nitish Bhardwaj
University roll no: 2012763 ,2012748 , 2012724, 2012741
CASE STUDY ANALYSIS
INTRODUCTION
This synopsis includes a detailed analysis of a case study. Also, it
guides various things to be done & not to be done by a professional
In an organization. This case study act as aguideline & learning for
the upcoming professionals so that they can improve themselves and
avoid those mistakes in the coming future.
CONTENT ANALYSIS
About the case study
The story begins…
Raman Textile Mill started operations in 1965 as one of a group of
industrial enterprises under the own~rship and management of the
Dayal Group. The_ m~II employed nearly 2 000 workers, and Its net
profits in 1991 amounted to' about Rs 25 million. For the past 3
years, all the workers of the mill had been paid an amount equal to
three months wages as bonus. During 1999, the management
monitored Shankhdhar's performance in his new job. Although he w
- reported as not being happy with his new job appreciate this
because they felt that if he desired accelerated promotion to a higher
management position, he should not put himself in a position where
he would have to engage in propaganda against the management as
part of his trade union activities. On 1 July 1995, 30-year-old
Shankhdhar_ was appointed as an assistant superintendent at the
office of Raman Textile Mill. For the next three or four years, hrs
work was found to be uniformly satisfactory. However, the
management entertained the opinion that he was egoistic and that he
thought too high of his own abilities. He seemed to think that there
was no one as brilliant and efficient as himself and that his
"extraordinary work" was neither being appreciated nor recognized.
The objective behind the move was to check how he would fit into a
position of higher responsibility. The sugar factory from its very
inception had been running at a loss. This position did not improve
even in 2000. Consequently, there was no system of -bonus payment
as in other mills. The labour-management relations were not very
cordial. The recently established Raman' Sugar Factory Union was
making certain demands that the management considered highly
unreasonable. The resident general manager had heard rumours that
the workers might go on strike following the demonstration. He also
felt that if the present attitude of the workforce continued and The
action taken in respect of Shankhdhar will not in any way solve the
problem or ensure the smooth working of the sugar factory so as to
lead to its profit. Considering his position and prestige among the
workers and the quality of his working.
OPINION 1
Shankadhar’s side :
Shankhdhar is a person who gives 100 % in the organisation.
If he is giving his 100 % he should be rewarded on time and
should be given recognition on time.
Shankhdhar was a egoistic person but do his work with 100%
effieciency.
OPINION 2
Against Shankadhar
Shankadhar is an egoistic person
He is overconfident about himself
He thought too high of his own ability
Started taking keen interest in union activities and also started
establishing contacts with trade union leaders and eventually
got elected as president of Raman Sugar Factory Union
This meant he was putting himself in a position where he would
have to engage in propaganda against the management
He was taken into police custody for allegedly inciting a
section of employees of the union to go on an illegal strike.
Even if he is given the benefit of the doubt and we assume that
he had no hand in violence taken place during the
demonstration, he should have been able to control the
workforce being the President of the Union; this shows lack of
leadership qualities.
Q1 Identify the significant personality traits of shankhdhar?
ANS: Shankhdhar has a personality that is not comman some of the
personality traits of shankhdhar are as follows :
First of shankhdhar is a type of person who gives 100 % in his
working.
Shankhdhar is a type of person that wants recognition in back of
his working.
According to the management shankhdhar was a egoistic.
Management thought that the shankhdhar has a ego and himself do
extraordinary work.
Shankhdhar was having full belief in his abilities and skills .
Q2 Would you like to work with someone like Shankhdhar
Why or why not?
ANS: YES,
Because shankhdhar is type of person who gives 100 % in the
working and do extraordinary work. The management was also
satisfied with the working of the shankhdhar. Shankhdhar also have
full belief in the abilities and skills.
NO,
Because shankhdhar was a type of a person that was egoist and that
type of person who thinks that he can only do the extraordinary
works and was having overconfidence upon his working. The
shankhdhar was the type of person who created bad image of the
company for getting recognition.
Q3 Do you justify the management's decision to suspend
Shankhdar? Why?
ANS: Management done right by suspending shankhdhar because he
was making releations with the union leaders and also done illegal
strikes. Which lead to loss in the reputation of the raman textile and
the management of the raman textile was facing many problems.
The management can also solve this problem early by communicating
with the shankhdhar. What is the problem he is facing and what he
want. The management not should directly suspend shankhdhar they
should communicate with him.
Q4 Individuals like Shankhdhar exist in all organizations. Is there
any definite strategy to deal with such personalities?
ANS: Personalities like Mr. Shankhdhar are not very common; we
may find these kinds of personalities in very few in numbers in every
organization.
After identification of such kind of personalities, as a HR
Professional, you must have a proper and continuous watch on
such persons.
Feedback from concerned HOD may be taken from time to
time.
Timely recognition of good performance is a must for "High
Potential" employees, if failed; they may leave the organization
or turn in to Shankhdhar. Both the situations are not healthy sign
for an organization.
Proper communication regarding performance and expected
behavior must be given to these kinds of personalities. If
required, may nominate for the behavior related training
programs as well.
Solution (team 1): The management should be given proper feedback
and should properly communicate with Mr. Shankhdhar and if the a
person is giving 100% then the proper recognition should be given to
the respected person and management should not directly suspend Mr.
Shankhdhar.
Solution (team 2): The Management must have taken strict action
for his behavior. So the best solution should be firing him out of the
company because he could control the labour and can do anything and
he could make them do anything he wants. Any leniency shown to
him now would only make him more obstinate and recalcitrant.
