OSD CASE STUDY

Name Nandu Krishnan U

Roll No P40132
Case More hassle from HR?

Q1. Is the HR team on the right track to avoid the manager mishaps bye defining a new set of
rules and core values and imposing it by fiat from the top down?

The HR team would be more successful if they would have opted for a more participatory
approach wherein everyone gets an opportunity to pitch in their ideas. This approach will help
in building up a team where everyone things that the company considers their ideas. From the
conversations between Mr Vitoria Nunos and Mr Gary Shaw, it the pretty evident that the
managers in the company are not satisfied with the current approach taken by the HR team.
Rather than taking a Theory X approach, where the HR team takes all the decision a more
effective way will be to take suggestions by organising meetings/discussions and thereby
coming to a common ground. Imposing such values would be hard for many managers to
inculcate all of sudden. A gradual change in the system should work better.
Q2. Do you think a more participative and open culture can be imposed on managers with
value statements and training sessions? Why?

Participative and open culture is something that cannot be imposed on managers. An open
platform to improvise the work culture and imbibe new values rather than providing ineffective
training sessions can be considered as an alternative. They may well be directed towards a new
improvised work atmosphere. Value statements and training sessions won’t do much help to
bring on the participative and open culture unless these values are instilled in the work ethos
of the employees in a systemic manner.
Q3. Why do you think Vitorio and Gary are on the defensive? Might the emphasis on core
leadership behaviours be handled in a different way? What do you suggest?

From the conversation Vitorio and Gary had we can conclude that they are of the opinion that
that imposing leader rules and core values through training sessions is a trivial activity. They
think that conducting training sessions to already trained managers is an ineffective way.They
feel that the process does not take into consideration their capabilities. It requires a more
conducive work environment and an open participative work culture. Unless employees feel
that they are part of the new organisational culture, the organisational leadership behaviours
won’t change. The imposing of the new rules and values clearly shows us the mangers are
subjected to rules and procedures that will ensure reliable and predictable behaviour. The
company could bring in humanistic perspective approach, which also gives importance to the
behaviours, needs and attitude in the workplace. Using this approach will help in improving
the morale of in the workplace and get better results.