Solution

Case Solution for Project Vishwamitra at T.P. Engineering Corporation

Complete Case details are given below :

Case Name : Project Vishwamitra at T.P. Engineering Corporation

Authors : S. Ramnarayan, Rekha K.N., Neha Gupta

Source : Ivey Publishing

Case ID : W11545

Discipline : Organizational Behavior

Case Length : 14 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

The case describes the introduction of a human resources (HR) system named “Project Vishwamitra” (PV) in 2000 in a large, technocratic public sector organization, TP Engineering Corporation (TPEC). PV was introduced with considerable leadership support and visibility. It was intended to provide every engineer trainee at TPEC a friend and guide to ease their entry and socialization into the organization. The senior managers assigned to guide the trainees were called “mentors.” For the first four to five years, the project ran smoothly. The trainees distinctly felt supported whenever they needed some help. At the same time, the mentors were happy to guide trainees. After four to five years, certain important changes took place in the organization in staffing of leadership positions. With expansion and new projects, the growth trajectory of TPEC also showed a sharp increase. With earlier people moving out and a significant rise in the number of trainees being recruited, PV ran into difficult waters. Yet, no changes were made in the system or processes. PV started to get ritualized – meetings between trainees and mentors became more infrequent and in certain areas, there was total absence of any contact between the two. In the midst of degeneration, one of the leaders was able to revive the project in Unit Chelpur. With highly ambitious growth plans, the number of trainees was expected to increase from 450 in 2010 to 750 in 2011. The company faced a choice regarding the form in which PV should continue.

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Case Solution for Singareni Collieries: From Gloom to Glory

Complete Case details are given below :

Case Name : Singareni Collieries: From Gloom to Glory

Authors : S. Ramnarayan, Neha Gupta

Source : Ivey Publishing

Case ID : W11553

Discipline : Organizational Behavior

Case Length : 12 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

The case narrates how A.P.V.N. Sarma, chairman and managing director (CMD) appointed in 1997, realized the pressing need for change to rescue Singareni Collieries Company Limited (SCCL) from impending bankruptcy. SCCL was declared “sick” (bankrupt) by the Board for Industrial and Financial Reconstruction (BIFR) twice, in 1992 and 1996. It had accumulated losses of 12.19 billion rupees. As it provided direct and indirect employment to people residing in the region around SCCL, the well-being of the organization was critical not only for the mammoth workforce, but also for the state of Andhra Pradesh (AP). The power generation units of the state relied significantly on the coal supplied by SCCL. The case captures various initiatives undertaken by Sarma to bridge the trust deficit between management and blue-collared workers with low literacy and income levels. It discusses the novel communication strategies to connect with workers. The case describes how numerous strikes plaguing SCCL were curbed, and order was restored to allow productivity to rise. Under Sarma’s leadership, SCCL achieved a net profit of 894.1 million rupees for the fourth consecutive year in 2001. Sarma had a fixed tenure of five years which ended in 2001. The task for the new leader was to build on the foundations laid by Sarma and take the performance of SCCL to new heights.

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Case Solution for Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (C)

Complete Case details are given below :

Case Name : Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (C)

Authors : Timothy Ogden

Source : Ivey Publishing

Case ID : W11568

Discipline : Organizational Behavior

Case Length : 02 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

“This is a case series featuring an A, B and C case. Robert Harvey, a business professor at a small university in Iowa, arranged for Hopwood Manufacturing Company to come to the campus to interview his students for internship and management-in-training positions, only to learn that the recruiters, Dave Maggert and Wendy Blair, appeared to be more interested in the appearances of the candidates than their qualifications. Harvey must now decide what action to take in response to the recruiters’ discriminatory statements.”

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Case Solution for Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (B)

Complete Case details are given below :

Case Name : Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (B)

Authors : Timothy Ogden

Source : Ivey Publishing

Case ID : W11567

Discipline : Organizational Behavior

Case Length : 01 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

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Case Solution for Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (A)

Complete Case details are given below :

Case Name : Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (A)

Authors : Timothy Ogden

Source : Ivey Publishing

Case ID : W11566

Discipline : Organizational Behavior

Case Length : 05 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

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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 :

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Case Solution for Bancolombia: Talent, Culture and Value Creation Management in Mergers

Complete Case details are given below :

Case Name : Bancolombia: Talent, Culture and Value Creation Management in Mergers

Authors : Juanita Cajiao

Source : Ivey Publishing

Case ID : W11579

Discipline : Organizational Behavior

Case Length : 20 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

The case presents a review of the main facts related to the merger process experienced by three companies, Bancolombia, Conavi and Corfinsura, in the Colombian financial market during 2005 and 2006. The merger decision emerges from directors and senior executives visualizing an incoming significant market transformation – adjustment in industry regulation, improvement in international competence and consolidation of main players – and their further response in order to adapt to the new economic conditions. Considering the fact that the success rate of merger processes is not above 30 per cent, the sustained financial results achieved by Bancolombia from the very beginning of the integration process are robust indicators that invite exploration into what was done and how it was done.

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Case Solution for The Merit of a Points-based Merit System at the Edwards School of Business

Complete Case details are given below :

Case Name : The Merit of a Points-based Merit System at the Edwards School of Business

Authors : Dionne Pohler

Source : Ivey Publishing

Case ID : W11603

Discipline : Organizational Behavior

Case Length : 16 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

The case highlights the impact of recent collective bargaining changes on the implementation of performance-based pay in a Canadian business school currently going through the AACSB accreditation process, the Edwards School of Business at the University of Saskatchewan. It is written from the perspective of a new faculty member who is engaged in a decision-making process surrounding the development of a points-based system designed to allocate merit pay. The process is forcing her to evaluate how she is structuring the allocation of her work, which is directly affecting her motivation toward coaching a student case competition team. Edwards historically used a judgment-based approach to the allocation of merit. The case outlines the rationale used in the design of the new points-based system, discusses the potential advantages and disadvantages, and highlights the perspectives of different stakeholders throughout the process, including the union, the faculty and senior administration at the university, college and department levels. The union is opposed to merit, so has outlined fairly stringent criteria for the awarding of merit in the new collective agreement. Faculty opinion is mixed surrounding merit more generally, and the implementation of a points-based system versus a judgment-based system in particular. Senior university administration is committed to the continuation of the merit system at the university as a tool to reward outstanding performance and to retain star faculty. The individual departments at Edwards are in the midst of finalizing the standards and procedures for allocation of merit-based pay. The protagonist is uncertain about how her department will proceed in the design and allocation of points, and how it will result in her re-allocating her work tasks.

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Case Solution for Team Collapse at Richard, Wood and Hulme LLP

Complete Case details are given below :

Case Name : Team Collapse at Richard, Wood and Hulme LLP

Authors : Gerard Seijts, Leah Noble

Source : Ivey Publishing

Case ID : W12631

Discipline : Organizational Behavior

Case Length : 10 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

A senior associate at Richard, Wood and Hulme LLP (RWH) was amazed at the speed with which the audit team for an important client for the firm was rapidly falling apart. Two members had just been fired presumably because they did not pass their chartered accounting qualification examination; team morale had become non-existent; there were difficulties in completing the engagement due to lack of preparation from both the RWH and the client; there was a question about the commitment of particular individuals; and with the audit falling behind schedule, the senior associate perceived an absence of strong leadership from the partners of the firm. The senior associate did not understand why the team had been so unfocused from the start of the engagement as prior years’ engagements had been quite successful. He was not sure how to proceed. What would he tell the client? What should he do to keep this audit on track and keep the team together?

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