INTRODUCTION TO

MANAGEMENT
PRINCIPLES
CASE STUDY

PRESENTED BY-
SAHIL KAPOOR
SHWETANK GARG
MAYANK PAL
MRINAL
SHRUTI SINGH
NGONGO YAMBEM
BBA GENERAL
SECTION-B
Case Study –
Rohit joined ABC Ltd., a heavy engineering unit, having a turnover
of about Rs. 20 crores, in the junior management cadre as a direct
recruit. During his tenure with the company, Rohit proved to be a
dedicated and sincere worked which earned him quick promotions in
the organization. He had made a mark in whichever department he
had worked and his departmental heads were happy with his work.
After serving the company for a period of ten years, Rohit felt that
there was no scope for further improvement in his position and started
applying for better jobs commensurate with his experience. He finally
succeeded in getting a job but his new employer wanted him to join
within one month. To this, Rohit pleaded inability, as he was required
to give three months notice to his present employer, as per company
rules. However, he said he would discuss the matter with the
personnel manager and try to reduce the period to one month by
paying two-month salary in lieu of the required notice. Rohit
accordingly, submitted his resignation to the present employer and
requested the departmental head to recommend his case to the
personnel manager, for relieving him after one month. The
departmental head, said that he would discuss the matter with the
personnel manager and try his best to help him. However, the latter
turned down Rohit request stating that the rules require him to give
three-month notice and that the alternative suggested by Rohit was
not acceptable. When Rohit learnt about the personnel manager ‘s
response, he approached his prospective employer to explain his
difficulty, which was beyond his control, and requested them to
extend his joining period to three months. This was accepted by them,
as a special case. The departmental head took up Rohit ‘s case with
the management and suggested that in future, the officers who
resigned may be permitted to give one month’ notice and two months’
notice if required, so as to ensure against any unnecessary delay in the
work of the department. But the management refused to accept this
proposal, stating clearly that the company policy cannot be changed.
Questions:
Q1. Did the management take a correct decision in Rohit case
under the circumstances?
Ans. Yes, the management took the right decision in
Rohit’s case. It’s important that the company’s policies and
procedures are strictly followed. Because if the
management let Rohit resign 2 months earlier than it would
become an example for the rest of the employees to resign
before 3 months. Following the company’s policies is really
crucial as to maintain the decorum of the organization. As
when employees follow proper rules and procedures, they
perform tasks correctly and provide consistent customer
service. This enhances the quality of your organization's
products and services. And, in turn, improves your
company's reputation. Employees can know they are
fulfilling their roles and take pride in their work.

Q2. What steps should the departmental head take to ensure

that officers who resign do not adopt an indifferent attitude
towards their work during the three months’ notice period?
Ans. Notice period is one of the main parts of the terms &
conditions of any job. Both the employee and the employer
are entitled to a minimum period of notice on termination
of employment. While there are some basic mandates
related to conditions of service which are well spelled-out,
other informal and ethical rules must also be adhered to-
A) Maintaining a positive working environment - It is
important that the head department maintains a healthy and
a positive working environment with the employee so that
 the employee works without any discomfort and is still in
the position to achieve his objectives with full efficiency.
B) Not to over burden the employee- the department
should not assign extra work to the employee just because
he is resigning. the employees shall be given the same
amount of work which he would have done if he was to
stay in the organization and assigned to him earlier.
C) Being respectful- Mutual respect in the workplace let’s
all employees know that they are valued for their
achievements, abilities, and qualities. Being valued and
treated respectfully helps to promote a positive work
culture in which employees are fulfilled, loyal, engaged,
and motivated to perform at their very best.

Q3. If you were in the position of the management, how

would you have handled the situation?
Ans. Firstly, if I were in the position of the management I
would have also adhered to the company’s policies and
wouldn't let Rohit resign before 3 months. Secondly, I would
have empowered my department head and let him decide
what’s the right thing to do. Because in such cases the
department head know the employee better and understand
him and his conditions way better. So ultimately, it’s better if
he takes the decision whether to let the employee resign early
or not. By giving the authority in the hands of the department
head, the final decision-making power still stays in the hands
of the management and the manager and not the employees.
Q4. What are the different things that the management can do
to retain efficient employees like Rohit?
Ans. It is important to remember that a long-term commitment
requires effort in both directions. Remember that if you expect
and hope that employees will make and keep long-term
commitment to your company, it will be equally vital that you
give them good reasons to stay.
There are many different things that management can do such
as-
1. Responsibility- Show your employees you trust them by
giving them responsibilities that allow them to grow.
Encourage them to gain new skills. Provide ample
continuing education opportunities. Hire from within
wherever possible, and give generous promotions at
appropriate times.
2. Respect- Employees want to know they are respected and
appreciated. As the saying goes, people may readily
forget the things that you said, but they will always
remember the way you made them feel. Many workplace
legends are built around the horrific things weary and
stressed-out managers said or did. But if managers make
it a priority to show outward respect for employees on a
regular basis, it will lead to a strong and enduring
workplace culture as well as positive experiences and
memories that they will never forget.
3. Revenue-sharing- Tie a part of your employees’ wages
to the company’s performance. This will align their
interests with the company’s revenue and profit goals
and will serve as an inherent incentive to stay with the
company as it grows.
 By making the fixed cost of payroll inherently more
variable under differing business conditions, you can
make your company more resilient and agile, while also
treating your employees exceptionally well.
4. Reward- The rewards you give your employees should
speak to their emotional needs and should go beyond
their monetary compensation. Recognition in front of the
company, company and department parties, service
projects, lunches with the boss, logo clothing,
handwritten notes, etc., can all contribute to the positive
culture of the company and can be good morale builders
as well.
5. Relaxation Time- Be generous with time off. Despite the
hard economy, provide sufficient time for sick days,
family vacations, new babies, etc. Pacing workflow can
be highly beneficial to enduring employee relationships.
You should expect and even demand high-quality
performance, but it is unreasonable to expect a continual
level of pressure at 100 percent. Allow employees the
chance to catch their breath from one assignment to the
next with the help of team-building activities or mini
break periods over the course of the day.
THANK YOU.