University of Kashmir

North Campus Delina, Baramulla.

CASE STUDY OF CHANGE MANAGEMENT

 Name: - Mohammad Rafiq Dar

 Course: - IMBA

 Year & Semester: - 3rd (V Sem)

 Enrollment No.: - 16037112035

 Subject: - Organizational Effectiveness & Change

Submitted By: Submitted To:

Mohammad Rafiq Dar Ms. Ambreen Khursheed
IMBA (V Semester) Assistant Professor (UK)

Faculty of Management Studies

North Campus Delina, Baramulla.
University of Kashmir.
 CHANGE MANAGEMENT
CASE STUDY

(a) After going through this case study, you will come to know that Shyam first called a
meeting in which he became aware of the opinions of his three subordinates. When he was
not satisfied with the meeting, he came up with the following four Situations:

1.Forget about Job rotation: This kind of situation depicts that Shyam is employee-oriented
manager, who not only understands his organization but also understands the interest of his
employees as well.

2. Issue the orders that job rotation is mandatory for all the three subordinates with
immediate effect: This kind of Situation indicates that the Shyam is practicing the
autocratic management style as he is the only person who makes decisions unliterally
without including employees in decision making.

3. Respect the feelings of each one and work out an arrangement where job rotation
occurs for a while, is stopped for a while, and so on, thus allowing each person to have
his or her way for some time: This kind of Situation shows that Shyam is practicing
Laissez-faire management style as he seems to be mentor rather than manager.

4. Call the meeting again and discuss the pros and cons of the proposed change and that
their interpersonal relationship is very important than any job rotation. Try to develop
a consensus for job rotation: This kind of situation shows that the Shyam is practicing
Democratic Management style as he makes the involvement of his employees in the decision
making regarding the job rotation.

(b) As for as the image and reputation of any organization is concerned interpersonal
relationships among the personnel of any firm is highly recommended. Keeping this in
consideration I will go for the option (4) i.e Mr. Shyam should Call the meeting again and
discuss the pros and cons of the proposed change and he should know that their interpersonal
 relationship is very important than any job rotation. Also, he should to develop a consensus
for job rotation.

(C) According to my perception Mr. Shyam should use the Management Relationship i.e he
should first of all call a meeting in which he should discuss the consequences of the job
rotation. He should anticipate the results of the job rotation and then decide whether the job
rotation is going to bring the positive change in organization or not. If yes then he should
utilize such a strategy so that job rotation is not going generate any kind of buckling in the
business environment.

(d) If I were supposed to be the CEO of this firm, I would definitely go for the following
change in order to avoid the conflict among the personnel:

Brain Storming
(Change Management)

Whether the Change

is Delight for Plant?

No Yes

Meeting Cum Motivation

Eradicate the Job Rotation (Among the Employee)