He was in the habit of treating his subordinates in the traditional style. He, therefore, never bothered to report the matter to his boss or collect evidence in support of his case. Prakash has been watching the proceedings calmly and keeping the management In touch with all these developments. Then he resigned stating that he had secured better employment elsewh ere. Jitendra and Pravesh are working in an engineering organisation – a reputed one where excellence goes hand-In-hand with every new imperative flexibility.
The situation started aggravating day-by day. Management administered the performance appraisal technique and the subordinates appraised the performance of all these three managers. But I do not know how I could have helped him; I wonder how he always managed to get into trouble with workers. He was in the habit of treating his subordinates in the traditional style. Prakash has been watching the proceedings calmly and keeping the top management in touch with all these developments. The Corporation has created a new post below the cadre of General Manager i. They replaced him with Jitendra, who was participative in his style.
Things were moving smoothly.
AID14876: Case Study – Performance Appraisal AT Kalyani Electronics Corporation
But a supervisor must have the ability and presence of mind to deal with such men. It could not decide upon the suitability of the candidates to the position, but did find that Mr. Chatterjee was working in Maintenance as a worker for three years. Given some guidance on how to deal ,with the type of persons he had to work with, the sad situation could h. Which of the following is a future-oriented appraisal technique?
Later, the worker went to his union – and reported that Chatterjee had assaulted him while he was performing his duties. Which of the following is not a traditional and highly scientific method of performance appraisal? Prakash has been quite work-conscious and top management found his performance under such apolitical atmosphere to be satisfactory. Initially, of course, this sudden change was a painful surprise for Jitendra and as it always happens any change in status quo affects people and Jitendra was no exception.
Do you suggest the measure of dispensing with such appraisal systems?
He was a man of proven technical ability with utmost drive and dash. He was in the habit of treating his subordinates in the traditional style. A good organisation is one, where people are trained to work in team and a culture for shared responsibility is developed.
They replaced him with Jitendra, who was participative electroniics his style. Sunday, July 5, case study 6 July. Prakash is a stranger to the system as well as its Modus Operandi.
What precautions should be taken while designing performance appraisal system so that it may serve the desired purpose?
Which of the following is not one of the distortions involved in performance evaluation? However, these two officers functioned in collaboration with a view to pull down Mr. Which of the following is acse the major issue in performance appraisal?
He recognized that these men were good workers and had good records prior to this incident. Prakash is more qualified for the position than other candidates. He, therefore, never bothered to report the matter to his boss or collect evidence in support of his case.
Mukherjee expressed his apprehension that in such a case Chatterjee will be of no use to the department, and. Which of the following courses of action would you have chosen and why?
PGPSECASES: case study 6 July
The manager who takes such decisions must discuss this matter with senior executives and other concerned executives before taking such decision. There was a breakdown of communication and innumerable complaints about the rude behaviour of Pravesh started pouring in, Praveshon the other hand, had been in this department for the last so many years and was In the habit of treating his subordinates in the traditional style. Ultimately they had to take a decision.
Sastry wanted to switch over to Computer Division in view of the prospects, prestige and recognition of the position among the top management of the Corporation. He also reminded them that it was the policy of the company to enforce the rules without exception.
In the end, surprisingly, the workers assigned the following overall scores. When Chatterjee strongly objected to this, the worker got up and slapped Chatterjee.
Do you suggest any techniques to avert politics creeping into the process of performance appraisal by subordinates? While placing Chatterjee’s resignation letter before Shukla, he expressed deep concern at this development. Sastry know very well about the system and its operation, whereas Mr. The subordinates were by then participating in arriving at the studdy decision in regard to their production and productivity.