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Jitendra P.

Lodhanvadra CASE-1 Deepak mathur, the founder and chairperson of airway express, has been hailed in his attempt to build a more human organization. But his leadership was changing as the organization grew. Managers at airways express had a distinct managerial style: hard working, but giving employees a great variety of tasks. Thus, pilots help out in handling the baggage. Even top executives rotate from job to job to learn the major aspect of business. Fulltime employee must buy stock in the company, although they receive a large discount. After the company expanded and experienced its first losses, its emphasis on participative management changed. With the acquisition of first airlines pvt. Ltd., airways express became the fifth largest airline in the country- only 5 years after its formations in 1990. With its growth however, the firm changed its character from a family style organization to a more traditional one. Critics maintain that within the company it is even risky to ask unpopular questions. One of the original managing directors, priyanka tondon, who was one of the architects of lifetime employment at airway express, was unexpectedly fired. She thinks now that asking mathur challenging question was risky and probably was a mistake. other director, Amit saxena, who did not like being told that he had to be at work from 7.00 am to 8.00 pm regardless of work load, quit and formed his own airline ( janata airways Pvt. Ltd.) applying many of airways express’s managerial practices.

Questions:1. What do you think of mathur’s way of firing an officer, although the company has an implied policy of great job security? 2. Should a company be managed the same way regardless the same way regardless of its size or its profitability

Company became 5th largest airline in India after acquisition of First airline Pvt. . has been hailed in his attempt to build a more human organization. Ltd.. Amit saxena.SUMMARY CASE-1 Deepak mathur. formed his own airline applying managerial practices of airways expresses. and changed from family style to traditional organization. Priyanka tondon was fired because of asking unpopular and challenging question to Mathur. Managing director. Another director. All employees are expected to participate in various tasks and top executive also rotate from job to job to learn major aspect of business. the founder and chairperson of airway express.

” CIP was established by UPS in the late 1960s to help open the eyes of the company’s predominantly white managers to the poverty and inequality in many cities. recently faced a difficult decision. California. the driver would probably take the days off anyway and be fired. a United Parcel Manager in San Ramon. collected clothing for the Salvation Army. he says he would have gone the other way. After that one month stay.CASE-2 A unique Training Program at UPS Mark Colvard. But company rules said this driver wasn’t eligible. What changed his thinking was a month he spent living in McAllen. and health care. On the other hand. the program takes 50 of the company’s most promising executives each summer and brings them to cities around the country. and worked in a drug rehab Center. During his month in McAllen. And he says that CIP has made him a better manager. and in some cases that meant not looking at the individual but looking at the bottom line. The company’s goal is to awaken these managers to the challenges that many of their employees face. bridging the cultural divide that separates a white manager from an African American driver or an upper-income suburbanite from a worker raised in the rural South. One of his drivers asked for 2 week off to help an ailing family member. Colvard gives the program credit for helping him empathize with employees facing crises back home. Had Colvard been faced with this decision 6 months earlier. he also kept a valuable employee. I Immediately started reaching out to people in a different way. It was part of a UPS management training experience called the Community Internship Program (CIP). . There they deal with a variety of problems from transportation to housing. If Colvard went by the book. Texas. Colvard built housing for the poor. Today. Although he took some heat for the decision. education. Colvard chose to give the driver the time off. “My goal was to make the numbers.

2. What negatives. Do you think individuals can learn empathy from something like a 1-month CIP experience? Explain why or why not. if any can you envision resulting from CIP? SUMMARY CASE-2 Mark Colvard. a United Parcel Manager in San Ramon. It was part of a UPS management training experience called the Community Internship Program (CIP). Texas. but Colvard chose to give the driver the time off. which help open the eyes of the company’s managers to the poverty and inequality in many cities. bridging the cultural divide that separates manager from an African American driver or an upper-income suburbanite from a worker raised in the rural South. California. How could UPS’s CIP help the organization better manage work life conflicts? 3. The company’s goal is to awaken managers to the challenges that many of their employees face. And say that what changed his thinking was a month he spent living in McAllen.1. . faced a difficult decision. One of his drivers asked for 2 week off to help an ailing family and rules said this driver wasn’t eligible.

The steward told james exactly what he wanted to hear. Now he cannot take it any longer. Instead. but he really does not understand himself well enough. The next day he is not only hung over but also very depressed because he knows that his wife cannot make ends meet and his children often go without the essentials. The pay also stinks. It is all he can do to get through the day. On payday he often goes to the tavern across the street and generally spends a lot of money.CASE-3 James emery is the father of four children. We are all going to have to stick together when our present contract runs out and get what we deserve better working conditions and more money” Questions: 1. He was raised in a hardworking immigrant family. Now he finds himself in low paying. let alone us. The working conditions are not suited for slave. “This darn company is the source of all your problems. His needs for achievement and power were developed while he was growing up. At first he thought of going to his boss for some help and advice. so he has started daydreaming on the job. he went to his union steward and told him about his financial problems and how much he hated his job. and he certainly does not know or trust his boss enough to discuss his problems openly with him. Do you think the real problems facing james are working conditions and pay? Why or why not? . dead-end assembly line job with a large manufacturing firm.

The working conditions are not suited for salve. let alone us. “This darn company is the source of all your problems. On the next day he is hung over and very depressed for the reason that his wife cannot make ends meet and children go without essentials. On payday he spends a lot of money at tavern across the street. but he does not know or trust his boss enough to discuss his problems openly with him and went to his union steward to told problems. The steward told james exactly what he wanted to hear.SUMMARY CASE-3 James emery was raise in a hardworking immigrant family but find himself in a lowpaying and.” . We are all going to have to stick together when our present contract runs out and get what we deserve-better working conditions and more money. For solution he thought of going to his boss for some help and advice. dead end assembly job in manufacturing firm.