CASE STUDY

POWER AND POLITICS

Joseph a plant level worker has been working in Zeal Zink Ltd, a large scale industrial
establishment in Maharashtra, India, almost twenty years. Being a hardworking, competent,
punctual and reliable employee he maintained good relation with his superiors, co-workers
and the leaders of the organization. Vice versa, the management also had better impression on
his performance as well as commitment. Though, management had strong disappointment on
his affiliation with one of the trade unions in the organization. Management believed that
trade unions presence in organization always there to mislead and exploit the work force and
it affects the progress of the organization.
Considering his loyalty, commitment and performance, management decided to promote him
to the supervisory level. The promotion decision was beyond his expectation. He found
himself very happy and highly obliged to the management. Only hard working, competent
and skilled employees usually get promoted to higher positions. The supervisory positions in
the organization have better compensation packages, power and authority in relation to the
responsibilities. Joseph highly inspired to work for the organization. He acquired better
acceptance and recognition in the supervisory position from his superiors and coworkers
within short span. He performed his duties in accordance with the expectation of the
management. One day, as per the official communication, Joseph asked to meet one of the
senior level officials Mr. Kiran in his cabin. Kiran detailed new responsibilities and tentative
targets to Joseph, sharing management expectation on him. After making some formal
discussions, Kiran started informal discussion with Joseph inquiring employee’s welfare,
satisfaction level and many other topics. He inquired about Josephs family members also.
During the conversation Kiran also inquired about Joseph’s trade union activities and his
strong affiliation. He informed Joseph that the top management is unhappy about his trade
union affiliation, as he performs a managerial role in the organization. Kiran demanded a
‘gradual separation’ from the trade for better career. Kiran asked him to ‘think about it’ and
take a wise decision. Reserving his comment on Kiran’s demand, Joseph returned to his work
station. Kiran’s demand to quit the trade union membership was really disappointing to
Joseph. He thought, all along trade union was with him to protect his rights and privileges.
Employees always feel safe and secure in their job due to the existence of trade union. Many
questions roused in his mind.
• “Shall I quit or stay back in the trade union?
• “Is it fair to quit the trade union? They are the people supported me in many contingent
situations”.
• “Can I trust the management say? Do management follow their promises?”
• “Who am I, a Worker or a Manager?” There is wide disparity between employees and
employers.
• “Many employees have severe experience in the past, from management who follow the
path suggested. Is it safe to do so?
Many conflicting thoughts made him more confused to take appropriate decision in this
matter. Although he had better awareness on management punitive measure, finally, he took a
decision in favor of management, considering career prospects. Slowly but steadily, he
started getting aloof from many of the trade union meetings and activities in the organization.
The trade union had close observation about their party men. They observed the changes in
the behavior of Joseph. Trade union leadership demanded clarification from him. Joseph
continues to get aloof from the trade union activities by explaining some personal grounds
and engaging into more work activities. Finally, he informed management his decision to quit
trade union membership. Management welcomed his decision and has extended full support
in his occupational career.
Ensuring a peaceful mind, as a managerial supervisor, Joseph started his newly allocated role
in the organization. His new task required more members and that to be accomplished as a
team. Supervisors form different department also took part in the task performance. Though
the members have to work as a team, they had to follow the timely instructions of the senior
managers. Members don’t have that much of freedom and autonomy to take decision on
production. Still they tried their level best to follow senior’s instruction and engaged
themselves in achieving the target.
The annual production statistics published. The department where Joseph was working
reported low level performance. The inspectors pointed out problems that related to testing
and quality level. The top management as usual flayed junior managers and supervisors who
are in charge of the department, the blame of low level performance. While the middle level
managers, as usual, redirected those allegations to the supervisors and members in the
department, showing their sheer negligence and lack of commitment. The supervisory
members especially Joseph, who has all along worked hard, upset with the allegation made
by the seniors. The supervisory members decided to meet top management to inform them
the real facts. They drafted a memorandum and handed over the same to the top management
officials, indicating the real situations, which resulted poor outlay.
After two days top management asked Joseph to meet Kiran, the Senior Manager in the
organization for further discussion on the low performance issue. Kiran informed the top
management that they totally dissatisfied with the performanceof the supervisory members.
During the meeting, Kiran informed Joseph that, as a step to curb the situation and maintain
the quality of the production, top management decided to transfer some of the supervisory
members to the other departments and some others to the sister concern.
The transfer list contains Joseph’s name also. Kiran informed Joseph that, his knowledge and
competency are not sufficient to handle new responsibilities as it requires more training and
attention that he would get it from other organization.
Kiran also informed Joseph that management decided to withdraw extra incentives that
extended to the supervisors since the nature of transfer has the nature of training and
development program.
Joseph shocked to hear management decision in this matter. He got depressed about the
management decision. Joseph felt that the management has shown their vested interest, and
partiality to protect middle level managers. They tried to protect senior management
members from top management. The management decision to transfer him and his fellow
supervisory members to different departments and sister concerns is a measure to marginalize
and victimize them.
Joseph could not find any justification on management decision. He felt that instead of
understanding the problem in an impartial way, management tried to solve the issue by
safeguarding their members. He confirmed that the attitude of the management always as
would be as ‘big bosses’ and it never going to change Joseph became more aggressive in his
stand. He has decided to continue his membership in trade union. Trade union accepted him
back. Joseph forwarded the complaint to trade union indicating the issues for justice.
Questions
1) “Business World indulges in Organizational Politics by showing carrots of Career
Planning”. Comment.
2) Does this case reflect Joseph’s decision making ability?
3) How the ‘theory of equity’ and ‘theory of expectancy’ is related to this case study?
4) How you evaluate the people management strategy of senior managers in the organization?
5) Does the management’s attitude towards the trade union is well justified?
ASSIGNMENT-1
Organisational Change and Development