Julia Stasch (A)

Submitted By:
Group No: 3 Sec: B

Group Members:
2012066: Ankit Jhunjhunwala 2012071: Anshul Chaudhary 2012077: Ashish Dhar 2012083: Avisha Shukla 2012090: Anubha Bhatnagar 2012108: Dhilon Priyadarshi Dash

Submitted To: Dr. Saleena Khan

OB-1

Group-3, Sec-B

Introduction Julia M stasch who grew up in a socially conscious family is the executive vice president and chief executive officer of Stein and Company. (Discuss about her career). She was determined to improve the under representation of women and the minority firms in the white and male dominated construction trades.

Case Objectives Formulating action plans to improve upon the gender inequality and discrimination in the construction jobs. Brining about changes in mindset of the society and providing acceptance to diversity. Applying affirmative action programmes to take into consideration the factors of race, colour, gender and natural origins for the benefit of the embroiled.

CASE ANALYSIS: Problem Background

Inspite of Julias affirmative action progress and her initiatives to provide empowerment to women owned and minority firms, the benefits did not reach to the workers. The dominating factor was still the male workforce earning higher than their female counterparts. Dodging the problem by the union and the contractors when it came to hiring women ( state reasons given by men)

Her Efforts

Solutions:

OB-1

Group-3, Sec-B

1. Eligiblity criteria for bidders:

Julia Stasch can set forth a minimum entry criteria for the bidders stating that they should have atleast 15% women owned firms and 10% minority owned firms so as to bid for Metcalfe federal Building construction project.

Pros: It will be mandatory for the firms to rope in women and minority- owned firms in order to be a part of the project. Presence of more women in the construction job would help prevent the sexual harassment and inconvenience faced by them at the workplace.

Cons: Chances of less participation on the part of the bidders due to disagreement.

2. Frequent site visits from higher management and hiring a private security firm Pros: Prevention of mishappenings with women. Workplace will get more disciplined. Regular observation on work environment. Cons: Wastage of time and money Workers may get offended. 3. Setting up a complaint redressal department Pros: Efficient system for taking immediate actions against the complaint. Women will have a sense of security Cons: Personal indifferences may result in false complaints. It may cause misunderstanding amongst workers. 4. Fair distribution of women & minority firm employees at all the job functions of the construction company. PROS: Uniformity amongst the workforce. Minority and the women will feel more secure.

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Group-3, Sec-B

CONS: Overhead expenses may increase due to provision of health, medical and sanitary facilities. Inconvenience to females due to odd working hours.

The Best Solution: According to the group consensus, setting an eligibility criteria for the bidding contractors along with hiring a security firm will help increase the women and Minority firms participation on the construction jobs and will ensure their safety and the security so as to avoid the prevalent misconducts.

Relation with the theoretical concepts:

CASE CONCLUSION

Managerial Learnings

References

OB-1

Group-3, Sec-B