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CASE - 5

DELTA

PRODUCTS

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PRESENTED BY ::

18-MBA-0619-MBA-06

20-MBA-06

21-MBA-06

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DELTA PRODUCTS

Products :: Door knobs, locks, floor tiles,

towel bolts, sanitary fittings.

Housing & Building Industry

Mr. Chakravarty , Director of Operation

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PROBLEM

Young Managers (25-28 Yrs)

- Lack of Team Spirit

- Lack of Communication

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Management Development Programme

Improve performance of employees by ::

imparting knowledge

enhancing skills

changing attitudes

for organisations growth and improvement

in co-operation

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PROCESS

Assessing Organisational needs

Appraising Managers performance

Developing through sustained efforts

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Learning to Change

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PRE- REQUISITES

1) Identify pattern of behavior to bechanged.

2) Identify the causes of such behavior.

3) Identify nature of exposure required.4) Make changes by process of evolution.

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Recommendations

1) Stimulate young managers.

2) Impart knowledge of human relationships.

3) Elucidate to employees about problems.

4)

Create awareness about responsibilities ofemployees.

5) Prepare to adopt changes.

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6) Develop unity of purpose.

7) Help employees to understand the behavior

of others & of oneself.8) Supply regular feedback to recognize ones

shortcomings.

9) Develop tolerance.

10) Establish training and Development

programmes.

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CHINESE SAYING

If you are wished to plan for a year ,

So you sow seeds;If you have to plan for five or ten years ,

You have to plant trees;

If you have to plan for life time organization,So you have to develop PEOPLE

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How to test the existing level of

SKILLS,ATTITUDES & TEAM-SPIRIT

of these young managers?

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JOB ANALYSIS

Job analysis is a detailed and systematic

study of information relating to the operation& responsibilities of a specific job.

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IMPORTANCE OFJOB ANALYSIS

Organization & man power planning

Wage & salary admn. Employee training & management

development

Performance appraisal

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HUMAN RESOURCE PLANNING

This process includes forecasting,

developing, implementing & controlling bywhich a firm ensures that it has the RIGHT

NUMBER OF PEOPLE & RIGHT KIND OF

PEOPLEAT THE RIGHT PLACE & AT THE

RIGHT TIME; doing things for which they aremost economical & most suitable

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TRAINING

PROGRAMMED BEHAVIOUR

NOT TECHNICALBUT BEHAVIOURAL BETTER WORK ETHICS

CONCENTRATION ON ORGGOALS

RATHER THAN INDIVIDUALGOALS

IMPROVEORGANISATONAL CLIMATE

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TRAINING SENSITIVITY TRAINING

AWARENESSOF

BEHAVIOUR

OWN OTHERS

CHANGED ATTITUDES

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WHAT WILLIT DO

LEARN ABOUT OWN WEAKNESS EMOTIONS

REACT TOOTHERS //HOW OTHERS REACT WHAT SHOULD BEGROUP BEHAVIOUR

START TOFEELLIKEA TEAM

HIGHER PRODUCTIVITY

HIGHER COHESIVENESS

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OUTSIDE TRAINER

I THINK NO.

SHOULD BEA TEAMEFFORT OFMANAGEMENT

LEADERSHIP IS REQUIREDAS

WORKFORCEIS SKILLED

HIGH PROBABILITY EGO CAN CLASH

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RESULTS

HOW MUCHHAS BEEN LEARNT

HOW PROBLEMS ARE TACKLED WHAT IS THELEVELOFMORALE

WHAT IS PACEOFOPERATING

WHAT IS THEQUALITY OF DECISIONS

HOW DO YOU DEFINEORGANIZATIONAL

LEVELNOW--

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IMPORTANCE OF MANAGEMENT

DEVELOPMENT

NOTIME LIMIT FOR TRAINING

THEREIS ALWAYS SCOPE FOR IMPROVEMENT INCREASEMANAGEMENT EFFECTIVENESS BY

BETTER UNDERSTANDINGOTHERS

CLEAR CUT SET OBJECTIVES

PARTICIPATION IS ESSENTIALFOR GROWTH FEEDBACK IS IMPORTANTTO ACHIEVE

PROGRESS

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CONCL

USIO

N

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THANK YOU