Case Analysis of Nitish@ Solutions Unlimited

7/30/2019 Case Analysis of Nitish@ Solutions Unlimited

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Case Analysis

on

Nitish @ Solutions Unlimited


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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 jobdissatisfaction

The entire case is based on the interpersonal problems

between Nitish and Meena, which led to increasing

dissatisfaction of Nitish with the company.


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Solutions Unlimited


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Solution Unlimited

Structure

ManagingDirector

Mr. ManishChawla

DirectorMarketing

Mr. Kapoor

Associate DirectMarketing

Mr. Khurana

Consultant 1-4Arvind, Vidya &

Nitish

Developer 1-4

Director HumanResources

(Vacant)

AssociateDirector HR

(vacant)

DirectorFinance

(vacant)

AssociateDirectorFinance

Ms. Madhumita

OperationsOfficer(level 1-

4)

Meena

AssistantOperations

Officer (level 1-4)

Venkat

DirectorOperation Mr.

Alagu


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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 Neuroticism2. Lacked Emotional Intelligence

3. Suffered from Primacy Effect & Halo Effect

4. Misuse of Legitimate Power

5. Not open to negative feedback


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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.


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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 formalHR departm

ent in place.

Lack of

motivation

on the part

of

organization


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ProblemStatement

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, roleand 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.


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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 recruitmentpractices

Inculcate personality

development programs to

improve the interpersonal

skills and incorporate goodorganizational behavior

among co-workers.

Develop and Implement

Personality and Psychometric

Testing for all the employeesin the organization.


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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 andTeam goals.


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Professional and personal growthmatrix

Employee engagement and

retention

Healthy and committed culture

Systematic implementation of

systems and practices

CRITERIA


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Evaluation of Options

Proper Organisational Structure

Clear guidelines on how toproceed

Binds members together

Clear goal demarcation

Organisational Commitment

and Citizenship

Distributive justice andsupport to employees

Sharing the values and

employee involvement

Trust, Faith, Openness and

organisational comprehension


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Succession Planning

Increases availability of

experienced and capable

employees

Replacement Planning to fill

key business leadership

positions

RecruitmentProcess

Widen sources; external

(employment exchanges,

placement agencies, outsourcing,educational institutes)

Proper recruitment policies to be

devised and implemented


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360 degree Communication

Encourage participation of all

and make HR decisions morequalitative

More acceptable than

traditional feedback

approaches

More impartial and objective

Alignment of Goals

Improves and acceleratesoperational execution

Improves retention andincreases employee

morale


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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


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HR Forum

Conflict Resolution Mechanism

Grievance Resolution Mechanism

Roles, Accountabilities, Measures and Skills

Open Door Policy

RECOMMENDATIONS


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Behavioural Training Program

Wider Channels of Recruitment

Defined HR Policies

Informal Meetings

Vision and Mission Statement


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Action Plan

Define

organizatio

n structure

Standard

Operating

Procedures

Regulation

Policies

Training

and

Developme

nt Program

Performance appraisal

and

feedback

system


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Case Analysis of Nitish@ Solutions Unlimited

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