Kumar

Case Solution for New Holland Tractors India: Community Management and Employee Relations

Complete Case details are given below :

Case Name :      New Holland Tractors India: Community Management and Employee Relations
Authors :           Subrat Kumar, Asha Bhandarker
Source :             Ivey Publishing
Case ID :            W14748
Discipline :        Organizational Behavior
Case Length :    08 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
As a leading name in the Indian tractor industry, New Holland Tractors India (CNH) is known for its participative employee culture and holds the distinction of having no employee union organization to date, a feat generally unheard of in this industry in India. Thanks to its excellent community-management policies, CNH has derived certain indirect benefits in the form of increased workplace productivity and improved employee behaviours. The company wants to roll out some aggressive plans for growth, but off late, a series of altercations between its blue-collar and white-collar employees threatens to disturb workplace harmony. In terms of its human resource policies, CNH’s management team must decide whether to maintain the status quo or put some new strategies in place.
 
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Case Solution for Anjali Kumar – Negotiating a Job Offer (B)

Complete Case details are given below :
Case Name :      Anjali Kumar – Negotiating a Job Offer (B)
Authors :           Alison Konrad, Nundini Krishnan
Source :             Ivey Publishing
Case ID :            W11563
Discipline :        Organizational Behavior
Case Length :    02 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
Anjali Kumar receives her first job offer after graduation at an organization she admires, with interesting work and good benefits, but the salary is low. Also, she is unsure whether the position offers any advancement opportunities. At the end of the A case, Anjali has to decide whether to accept the offer, decline the offer, or try to negotiate a better offer, even though she had received no other offers at the time. The B case describes Anjali’s efforts to negotiate with the potential employer, and the employer’s response..
 
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Case Solution for Anjali Kumar – Negotiating a Job Offer (A)

Complete Case details are given below :
Case Name :      Anjali Kumar – Negotiating a Job Offer (A)
Authors :           Alison Konrad, Nundini Krishnan
Source :             Ivey Publishing
Case ID :            W11564
Discipline :        Organizational Behavior
Case Length :    04 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
Anjali Kumar receives her first job offer after graduation at an organization she admires, with interesting work and good benefits, but the salary is low. Also, she is unsure whether the position offers any advancement opportunities. At the end of the A case, Anjali has to decide whether to accept the offer, decline the offer, or try to negotiate a better offer, even though she had received no other offers at the time. The B case describes Anjali’s efforts to negotiate with the potential employer, and the employer’s response.
 
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Case Solution for Tinplate Company of India – Need for a Conceptual Focus

Complete Case details are given below :
Case Name :      Tinplate Company of India – Need for a Conceptual Focus
Authors :           S. Ramesh Kumar, Mohan Kuruvilla
Source :             Ivey Publishing
Case ID :            901A11
Discipline :        Strategy
Case Length :    11 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
Tinplate Co. of India is a leading manufacturer of tin packaging for food and beverage products and batteries. Changes in government policy on importing materials, new types of packaging products, and customer dissatisfaction present challenges for the company. The company must decide whether to continue with its current market strategy, determine how it can compete with foreign companies, or determine whether they are missing other strategic opportunities based on organizational buying behaviors.
 
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Case Solution for Primacy: Global Design from India

Complete Case details are given below :
Case Name :      Primacy: Global Design from India
Authors :           Ajith J. Kumar, A. Sivakumar
Source :             Ivey Publishing
Case ID :            W13069
Discipline :        Strategy
Case Length :    18 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
An Indian company was planning to set up a Global Design Competence Centre (GDCC) in India. The company offered scented candles and holiday and gift products primarily for the U.S. market. Through its two American subsidiaries, it made and sold its products to large American mass-merchandisers and independent retailers. In-house design capabilities also existed in the form of six teams across India and the United States. Through the GDCC, the company intended to use Indian designers in collaboration with U.S. designers to create products for the U.S. market. The case draws students into exploring possible strategies to set up the GDCC.
 
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Case Solution for Growth of Bannari Amman Group – A Family-owned Enterprise

Complete Case details are given below :
Case Name :      Growth of Bannari Amman Group – A Family-owned Enterprise
Authors :           Bala Krishnamoorthy, K. Abhinay, Ramesh Kumar
Source :             Ivey Publishing
Case ID :            W11466
Discipline :        General Management
Case Length :    20 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
Bannari Amman Group (BAG) was one of the largest industrial conglomerates in South India with manufacturing, trading, distribution and financing corporations in the group. This group had the legacy of conducting business ventures over the past 40 years. Starting as a group of related and unrelated businesses in a purely family-owned entity, now the group had three publicly listed companies and over 15 family-owned businesses in its fold. Following the tradition that the eldest in the family headed the group, the group performed under the leadership of the chairman. The chairman of BAG had a day long meeting with the unit heads of BAG on January 6, 2011 to review whether the business heads were capable of handling their units by themselves, what was the appropriate method of hand holding for the new generation of entrepreneurs and how would the unit heads act to optimize performance of their units. He observed that the business group’s units emerged as independent entities, but the businesses were complementing each other to a certain extent. This was especially true for the logistics. Due to this, the group’s businesses enjoyed an inherent advantage. As he looked at the challenges that the units would come across under new leadership in the forthcoming years, he was also aware of the need to develop the vision across the spectrum of units big and small, flagship companies and the smaller stragglers. The chairman looked for processes to keep the group synergies in place and identify the businesses that could be strengthened over time.
 
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Case Solution for Agile Electric: Quality Issues in a Global Supply Chain

Complete Case details are given below :
Case Name :      Agile Electric: Quality Issues in a Global Supply Chain
Authors :           Dhruv Dar, Sanjay Kumar, Vijay Aggarwal
Source :             Ivey Publishing
Case ID :            W12056
Discipline :        General Management
Case Length :    16 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
The case describes issues related to supply chain quality and how they evolve in the context of a multi-tiered global supply chain. The case involves a global multi-tier automotive supply chain made up of one of the world’s largest automotive original equipment manufacturers (OEMs), its tier 1 supplier that is also a U.S.-based global corporation and the tier 2, tier 3 and tier 4 suppliers based in India. With Automek’s engineering support, Agile had developed many parts successfully for the OEM in the past. Based on this experience with the company, Automek buyers placed an order with Agile for a new product (an actuator assembly). In developing this product with little support from Automek, Agile was concerned due to its lack of knowledge concerning the suppliers for the actuator assembly components and the critical requirements. To allay its concerns, Automek promised to support Agile by (a) locating the critical global suppliers for specialized components and (b) assessing and validating the critical suppliers based in India on behalf of Agile. Agile then invested in the assembly line and developed the actuator assembly. When supplies started, the OEM reported many quality problems that were traced to the tiered suppliers. Along with the quality and part supply issues, the issues of subsequent liability in the case of a recall by the OEM were faced by the members of the supply chain. Agile felt that since Automek had selected or approved the suppliers, and also as Agile had no knowledge of the product, that Automek should take the responsibility of resolving the quality problems arising from the supplier base. To complicate matters, some of the tiered supply chain members were not willing to invest time and effort in implementing improved manufacturing and process control practices as desired by Automek.
 
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Case Solution for RLEK: Survival with the Real Bottom Line

Complete Case details are given below :
Case Name :      RLEK: Survival with the Real Bottom Line
Authors :           Jiban Mukhopadhyay, Garg Mayank, Saumya Oli, Amit Kumar
Source :             Ivey Publishing
Case ID :            W12062
Discipline :        General Management
Case Length :    12 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
Rural Litigation and Entitlement Kendra’s (RLEK) transformation from a small movement to a well-established organization of more than 150 people. The focus of the case is on identifying the main features of the hill community advocacy group’s seemingly perfect setup and recommending solutions to help RLEK move to the next level. The case briefs the reader on RLEK’s background as a non-governmental organization (NGO), the reason for its inception, and its current methodology and strategy. Sections on finance, operations, projects, awards, organizational structure, and culture provide insight into the functioning of the NGO. The case also discusses the various problems faced by RLEK in its day-to-day operations, including intense competition, employee attrition, non-streamlined operations, and challenges to its operating principle of “the real bottom line” (i.e., the development of marginalized and underprivileged societies). The protagonist in the case faces a host of unanswered questions.
 
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Case Solution for Motivated Reasoning, Leadership and Team Performance

Complete Case details are given below :
Case Name :      Motivated Reasoning, Leadership and Team Performance
Authors :           Syed Salman Ahmad, Sheetanshu Mishra, Santosh Kumar
Source :             Ivey Publishing
Case ID :            W13185
Discipline :        General Management
Case Length :    07 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
This case revolves around the experiences of an MBA student at an Indian business school. The student is dynamic, capable and intent on high achievement, but his pursuit of recognition eventually hampers his and his team’s learning and performance. The case is based on an event that happens within a course on organizational behaviour where the student makes a major mistake in his analysis of a case due to his need to demonstrate his competence and validate himself. This hurts his and his team’s performance on an assigned task. After the event, the student and his team members reflect on the events that led to this mistake. They also take the Myers-Briggs Type Indicator (MBTI) and the Fundamental Interpersonal Relations Orientation – Behavior (FIRO-B) assessments to determine their personality preferences and interpersonal needs that might have influenced the team’s functioning.
 
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Case Solution for LV Prasad Eye Institute

Complete Case details are given below :
Case Name :      LV Prasad Eye Institute
Authors :           Vasantha Kumar, S. Ramakrishna Velamuri, Wei Zhang
Source :             Ivey Publishing
Case ID :            W13187
Discipline :        General Management
Case Length :    21 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
An entrepreneur puts his entire lifetime into building an organization. When it comes to health care in India, it is all the more difficult as there are so many hurdles, such as a huge population that cannot afford to pay, shortage of trained manpower and increasing cost of supplies. LV Prasad Eye Institute has been successful, largely because of its founder’s dedication, hard work and innovative pyramid model of organizational structure. In spite of its success, this healthcare institution faces challenges from increased competition and the lack of a succession strategy.
 
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