UNFAIR TREATMENT

PRESENTED BY :

SREE POOJA.S.P ASWATHY.A DIVYA VIJAYAN

CASE STUDY

Ravi shankar- Silverline Industries Ltd. (SIL) For 5 years as Senior System Analyst.

Saw his friend IshwarDayal, a colleague in Networking Section.

Get to know the company hired a programmer analyst who is an IIT graduate. New recruit’s starting pay was only Rs. 3000 a month lower than his own.

Next Monday Shankar confronted Keith Weston, HRD manager. Get to know that market for analyst is tight Without a premium salary, company can’t draw people from IITS.

They need another analyst and this was the way the company have done it.

Shankar asked whether salary could be adjusted accordingly.

Salary package will be decided at the time of performance review after 6 months. Long time awards may be given for people like Shankar.

Nothing will be there to complain after 6 months.

Shankar took out his CV, ornamented for sending it across IT consultants in Mumbai.

“ Six months is a pretty long time!!”.

DO YOU FEEL THAT WESTON `S EXPLANATION WAS SATISFACTORY ? DISCUSS

WHAT IS LIKELY TO BE THE IMPACT OF THIS INCIDENT ON SHANKAR`S MOTIVATION TO WORK ?

HOW DO YOU REACT ,IF YOU WERE TO BE IN SANKAR`S POSITION ?

WHAT ACTION DO YOU THINK THE COMPANY SHOULD HAVE TAKEN WITH REGARD TO SANKAR ? EXPLAIN

Do you feel that Weston’s explanation was satisfactory? Discuss.

• Weston’s explanation was not so satisfactory. He just looked at the budget of the organization for hiring employees. Not about the future of the employees.

• Employees need more care and they expect fair treatment from their superior.

• Here the employees were treated just like machines

According to Iowa studies (By Kurt Lewin & his colleagues)Weston is Autocratic:

Make decisions without involving subordinates.

Spells out work methods.

Provides workers with very limited knowledge of goals.

Give negative feedback.

What is likely to be the impact of this incident on Shankar’s motivation to work?

Motivation is the core of management. It is an important factor which encourages persons to give their best performance. Labor absenteeism and labor turnover are reduced.Motivated employees have higher commitment and loyalty to the organization.But here Shankar is not motivated due to poor wages.An unsatisfied need causes tension(physical or psychological) within himself.

NEGATIVE PERCEPTION

Shankar took the conversation in a bad sense.

Psychological Life position

Psychological life positions of Shankar towards the new recruit is:I am not OK, You’re not OK.• Known as futility and frustration.•Lost interest in life, see life as totally without promising.• Unable to cope up with the world.•May lead to extreme withdrawal.

A conflict arises when one party perceives that another party has negatively affected , or is about to negetively affect, something that the first party cares about.The disagreement between two or more individuals or groups over an issue of mutual interest. Here we can view the chances for Dysfunctional Conflict. i.e.; The conflict that hinders the group performance.

NON-SATISFACTION OF NEEDS

Unsatisfied needs are the starting point for the understanding of motivation. Many times an individual is unsuccessful in attempts to satisfy needs.As the unsatisfied needs produce tensions within the individual, these unsatisfied needs motivate the individual to that behavior which will relieve the tension. When the individual is unable to satisfy needs, frustration results. Shankar follows a Defensive Behavior.

DEFENSIVE BEHAVIOUR

When individuals are blocked in attempts to satisfy their needs, they may evoke one or more defensive mechanisms. Some general patterns of defensive behavior which have been identified as:

CAUSES OF JOB SATISFACTION

WAGES PROMOTIONS NATURE OF WORK ITSELF ORGANIZATIONAL POLICIES AND PROCEDURES WORKING CONDITIONS SUPERVISION

How you react if you were in Shankar's position?

•DISCUSSION WITH THE TOP MANAGEMENT

•KNOWING OUR POSITION IN THE ORGANISATION.

WHAT ACTION DO YOU THINK THE COMPANY SHOULD HAVE TAKEN WITH REGARD TO SANKAR ? EXPLAIN

•CONSIDERATION TO EMPLOYEES.

•A GOOD COMMUNICATION INSIDE THE ORGANIZATION.

•AVOIDING THE DELAY FOR SIX MONTHS.

CONCLUSION

The organization will have a chance to face such conflicts and problems in future too .

Employees should not be considered as raw materials.

Human values have to be treated properly .