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Case study method as a tool of learning has become quiet popular in management. This is because management is an applied science and an action - oriented activity. A person cannot expect to become a successful manager just by studying books on human resource management. Practice is highly required. In educational programmes on management, students can practice to some extent through the case study method. Moreover, case questions are being asked in MBA, M.Com and other examinations. Therefore, students are advised to learn the art of analyzing and discussing cases. Case study method was initially developed in 1871 by CHRISTOPHER LONGDEL at Harward Law School, U.S.A., for development of practical knowledge on the part of law trainees. Gradually, this method received prominence in the field of management, which is basically a combination of science as well as an art. Management case: A case is a description of a situation, real or hypothetical, involving some problems to be solved. It sets forth in a factual manner the circumstances surrounding a particular management situation or a series of events in an organization. It may not contain complete information and therefore, the case analyst has to make certain assumptions. The management cases may be programmed or non-programmed. They may be routine and repetitive, or may be new, unique and marvel. Further, the management cases may be classified as problematic, descriptive and illustrative. Management case study method primarily involves decision - making because to solve the problem or a case, the manager has to decide upon from the available alternatives which one is more appropriate having close association with the problem, or which one is more valid in a given situation. Thus, management case study method basically aims at developing decision-making also helps in providing informal training in communication skill which is required to establish proper and effective interpersonal relations with subordinates, peers and superiors. Objectives of case study method: Case study method is based on the principle of ''Learning by doing'. It is aimed at: • Providing exposure to real business or managerial situations. • Helping participants to acquire the skills of applying concepts and principles of management to actual situations. • Developing the ability of diagnosing problems, analysing and evaluating alternatives, and formulating workable plans of action. . • Training the participants to workout answers and solutions themselves instead of relying upon the lecturer or a text book.
carefully: This step provides full information about the case.Guidelines for case analysis: There is no proven procedure or formulae that can be recommended for case analysis. Study the case: The student should recall the difference between reading and studying. views.. important situations. • Execution of decision. etc. It helps to identify the tools and techniques of analysis and process. appendices etc. • Prediction of occurrence of advantages and disadvantages. Diagnose the key issues: The students should use their creative or innovative skills. less important information. and a sound. How to analyze a case: (Suggestions to students) Students who are habituated to lecture method of teaching are required to re-orient their study habits. defensible set of suggestions and recommendations about the strategic actions need to be taken. information. opinions. values. • Ascertainment and development of alternative courses of action. 2) Read the case a second time : This step provides a full command of the facts.between the lines as the problems may not be apparent in the case material itself. • Comparing expected result with the real result of decision. Students have to prepare notes about facts. This is the crucial step in the case analysis. Identify the strategic issues: Students have to identify the strategic issues in the case. The student has to prepare to reflect carefully on the situation presented to develop reasonable thoughts. • Determination of the facts on various aspects of the problem. • Selection of the best alternative. etc. Each case is a unique situation and requires judgment accordingly. issues involved in toe case. analytical skills anq application skills to diagnose the key issues or key problems in the case. Read in . . The following steps are involved incase analysis: • Identification of problem situation. However. • Finding the solution of the problem. Read the exhibits. The students can follow the approach discussed below: Read the case material quickly to get familiarity: The first time reading of the case provides the students an initial understanding of the situations. write wellsupported analysis of the situation. information. certain basic guidelines may be suggested to students for writing analysis of the case. • Evaluating and analyzing advantages and disadvantages of each alternative course. company culture. situations etc.
The students should think repeatedly even if the diagnosis matches with the questions. Compare the data and information available in the case with the data required to offer recommendations: If both these two do not match with each other and that available are not sufficient to solve the problem.Check the diagnosis: Students have to check the diagnosis made with the help of questions given at the end of the case. etc. Analyze the case: Students have to analyze the case thoroughly with the help of strategic management tools. Fill-in the gaps: The student has to fill-in the gaps through inferences and assumptions with the help of information available. Checkout conflicting opinions and make some judgments about the validity of all the information provided: Case material may provide contradicting opinions. and opportunities. Identify and make notes of data and information required to solve the problem diagnosed: The students have to use the conceptual knowledge arid skills of management in identifying the data and information required to develop solutions. Students have to evaluate the opinions. views. the possible outcome of each solution should also be considered in the process of evaluation. techniques. all other issues relate to the basic issue should be analyzed. conceptual knowledge and by reading in-between the lines of case material. Further. Support diagnosis and opinions with reasons and evidence: Students have to support their diagnosis and opinions with reasons and evidence. the students have to identify the gap in information available. Evaluate the alternative solutions: Students should evaluate each of the alternative solutions in terms of their strengths. provided by the internal environment for implementation. The management concepts should be inter-weaved with the issues identified. threats posed by the external environment in the process of implementation. Generate alternative solutions: The detailed case analysis normally pave the way to generate alternative solutions' or recommendations to solve the basic problem diagnosed. . data and information provided with the help of their skills of inferences and judgment. judgment. Start analysis of the issues: After diagnosing the basic issues. their opinions. Students may move to the next step after confirming the diagnosis. to implement. and weaknesses. views and information. These issues include calculation of financial ratios. in developing alternative solutions.
a retired government officer. which may lead to motivation . However. Select the best solution: The students should recognize that there is no single best solution for all situations. Kolkata. called him and said "Murali Krishna I have had a chance to observe you’re working with the men and women for the past few days. Murali had graduated in management. Prepare the action plan: The students have to prepare a detailed plan for executing the best solution. the following solved case exercises may prove useful: Case study 1: Murali Krishna has just graduated from Indian Institute of Management.I. Illustrations: In order to help the students in writing case study. expectations. but it just does not work here.M. I know they taught you human relation stuff at I. Although I hate to. I must say something. After two weeks. But believe me there is more to manage people that just being nice to them". They have certain needs. You are just too nice to people. his father. Read the above case and answer the following questions: Do you think that Murali Krishna's father understood and interpreted the Hawthorne Studies correctly? If you were Murali Krishna. and joined his father's small business which employed 25 semi-skilled workers. beliefs and values which interfere with their working. It varies from individual to individual.Rank of solutions: The student has to rank the solutions on the basis of their score in SWOT analysis. what would your reaction be to your father's comment? Suggested Analysis: Careful analysis of the above case reveals that the central problem involved in the case is regarding human relations in the organisation. I remember when Hawthorne Studies were first reported every one in the academic field got all excited about them. wants. the student can select the best solution based on the ranking of alternative solutions.. and based on Judgment. Since. It is indisputable that if they are given proper treatment they will be more satisfied. and from situation to situation. Human relation approach advocates that employees working in the organization cannot be treated as cog of machine or like other resources. Communicate the results to parties concerned: The students should prepare detailed communications and address them to the parties regarding the plan of action. he seems to be well convinced regarding the importance of human relation approach in management. The possible hindrances should also be pointed out along with the means to overcome them in the plan of action.
This approach also recognizes that they do not only work for money but they also need recognition. Murali must have believed in maintaining warm interpersonal relation with employees by reducing social distance. At the same time Murali's father is also having large experience in managing people in government departments. His views. feelings and expectations should be taken care of. It can be safely inferred from the case that Murali lies on the positive side of the approach. listening to their view points and helping them in every respect by being nice to them. Thus. improving physical working conditions. besides economic factors. The second set of conclusion indicated and emphasized the role and importance of informal relations upon the working behaviour of the employees.and higher productivity. have a definite impact on the level of satisfaction and productivity of the employees. warmth. socialization of the employees. He firmly believes that these findings are purely academic in nature and managing the men in organization is much more than that. Elton Mayo highlighted that psychological. the relevance of Hawthorne studies and its conclusions cannot be reduced only upto keeping the employees happy but these conclusions go long way in raising the level of satisfaction of the employees and thereby to enhance productivity. whereas his father is more guided by negative aspects of human relation approach. their needs. But it is clear from the arguments of his father that he knows something about the findings of Hawthorne experiments. social and other factors. should also be respected. appreciation. The third set of conditions deals with human side of the organization. but his view point is highly influenced and dominated by the weak points associated with that experiment. in nutshell humanization of organization. In the light of these factors. cordial human reactions and happiness of the employees should be treated as a man’s for raising their productivity in the organization. He may be right in his approach ·to the extent that efforts made by the organization not only for keeping employees happy in work-setting. At first phase. Nevertheless. therefore. side by side it should also be ensured that happiness and more satisfaction contribute to higher productivity. To understand implications of these conclusions it is desirable to discuss them. Current practices have led to an extreme amount . This can possibly be done by adopting supportive style of supervision. They have about 75 employees working in the workshop. Case study-2: Vijay Automobiles Limited is engaged in the business of repairing and overhauling of automobiles. treatment and congenial interpersonal relations. Thus. creating effective and proper interpersonal relations and encouraging informal relation among them.
The company is very keen to improve the situation but the owner finds that his people are not motivated by a spirit of service basically because of poor wages and indifferent supervision. You have been asked to look into the operations of the company. discourteous behaviour of workforce with the customers. Incentive wage system should be installed as to provide reasonable wage to the employees. Indifferent supervision 5. Ill. II. 2. Their workrelated problems should be promptly looked into and solved. Solutions and recommendations: 1. Effective motivation system must be designed in the company by studying needs and wants of the employees. This operation is located in environmentally alert community and they have also been complaining to the local municipal authority about the nasty way in which operations are handled and waste-water disposed off is causing a lot of inconvenience in that locality. Supportive supervision should be provided to the workers. Causes of the problems: 1. and incentives should be linked with productivity. 4. Suggested Analysis: I. Environmental alertness among the people ofthe communi 6. Scientific training to the employees as to improve their workmanship as well as behavioural pattern. Lack of required training to the employees 3.of customer dissatisfaction due to very high waiting time. Lack of motivation 2. poor quality of workmanship and high cost of repairing automobiles. Ineffective waste disposal system. analyze the whole situation and make necessary recommendations. The owner wants your help in raising the level of productivity of the employees and the effectiveness of operations. Dissatisfactory wage system 4. guided and inspired to work efficiently. Identification of problems 1) Customer's dissatisfaction 2) Decline in the volume of business 3) Reduced market share 4) High waiting time 5) Poor quality of workmanship 6) Discourteous behaviour of the employees 7) Unfavourable attitude of the alert community. . 3. They should be helped. As a result of it the customers have started getting their cars servicing elsewhere.
Proper drainage system should be installed as to remove waste without affecting sanitation of that area. You are bringing this fact to the knowledge of the Managing Director. Consequently. For improving cost-effectiveness of the system you carry opinion that your organization is overstaffed. Responsibility should be fixed on each supervisor for completing the job in time. market dynamics. The regulations and controls have been relaxed. He is discussing this problem with you in the light of human resource planning and development. 6. We have definitely moved towards free market economy. To compete with multinational corporations you personally feel that production as well as distribution systems are to be made cost effective so that better quality of medicines can be produced and distributed at reasonable cost. the Indian economy has been globalised. In order to make community attitude favourable. local people should be given priority in employment and the company should contribute to promote overall welfare of the community. After initiation of many economic reforms business environment in the country has changed a lot. Case study .1: As a result of economic reforms initiated in the recent past. The Managing Director of the company is asking you the following questions: How to proceed for making manpower planning? Discuss various steps involved in it. Suppose you are a manager in one of the well established pharmaceutical company already working in India for the last 25 years. How will you convince your Managing Director that manpower planning and development would help in making production and distribution systems cost effective? Answer the above Questions. Case Study . Interpersonal relations with customers need to be improved by creating mutual trust and confidence and improving quality of service rendered to them.5. 8.2: India's economy is going through a radical change. Many more multinational corporations have been inclined to make their entry in India. 7. As a result of this many new opportunities have been created. especially nature of competition has been drastically changed. and "at the same time new . Indian organizations are finding it difficult to compete with their counterparts coming from outside.
Read the above case and answer the following questions: How domestic organizations may cope with changing environment. Some of the local organizations have disappeared and some others are just surviving on border line. the head office prepared manufacturing. stock control and plant maintenance. Each of the manufacturing unit was headed by a general manager having an independent staff looking after sales. who exercised general control over the respective functions in each unit. manufacturing a variety of electrical goods. and several new items were added to the production line. Every year. What have been their strengths and weaknesses and how they enter into cool drink market. sales and finance budgets for the company as a whole and for each of the units. At the head office.000.000 at a time. There were more than half a dozen organizations engaged in the production and distribution of cool drink in India under different brand names. the departments looking after each of these functions were under the charge of an executive director. reports had been reaching the head office that the general managers had hit upon a novel method to short-circuit the paltry organization.challenges and threats have also arisen ou't of the change. each general manager was authorized to spend upto Rs. Over the years. "Pepsi" and "Coco-Cola" also entered into Indian market. The general managers had pointed to the inadequacy of the authorization a number of times. For capital purchases exceeding this sum. the operations of the company were expanded. namely. Though there was no budget for plant maintenance. Suggest suitable strategies they should adopt. They would purchase machinery and equipment worth several times more than the sanctioned limit. 10. Read the above case and answer the following questions: Does the company have an effecti. of late. Case study . but in vain. he had to seek sanction from the head office. However. on the purchase of machinery and equipment. 15. Consequently the existence and survival of home organizations came into Jeopardy due to cut-throat competition.ve budgetary control system? What measures would you to recommend plugging the loopholes in the existing control system? Case study 4: .3: Bhaskar Limited was incorporated about 10 years ago to take over three medium size concerns. engineering. but in such a way that at any one time the payment for the same did not exceed Rs. In the meanwhile two giant multinationals.
200. 1.000 to Rs. Collective Bargaining: The Andhra Pradesh State Road Transport Corporation has been providing transport facility since 1956. The corporation has set up both the grievance machinery and the collective bargaining machinery to resolve employee problems.200-2. 1. Normally. How will you redress this issue? Case Study .5: . The pay scale of class II drivers was enhanced from Rs.2002. it absorbs all the employees working in passenger transport companies before the nationalization and fixes their wages at par with the scales of similar categories of jobs. the foreman or the collective bargaining committee? Where do you place the issue for redressal? Give reasons.400-2.500-2.200. But the collective bargaining committee deleted this ite~ from the draft agenda saying that the issue could b~ settled through grievance machinery as only 12 drivers out of 3. These drivers submitted their issue to the foreman who was their immediate superior. The drivers approached the trade union leaders and persuaded them to solve the issue. 1989.900 drivers of the corporation were concerned with the issue. The recent agreement came into force with effect from September.000 and it rejected their plea of fixing their pay in the scale of Rs. The agreement further stated that the pay scale of drivers drawing the scale of Rs. The human resource department fixed the scale of these 12 drivers in the scale of Rs. The pay scales in the corporation are determined on the basis of mutual agreement between the management and the recognized trade union. 1989 in consequence to the latest agreement.200-2.400-2.000 would be fixed in the scale of Rs. The corporation absorbed 12 drivers who were with the private passenger transport companies upon the recent nationalization of three routes. There are two classes in driver category: Class I (drivers working on long distance buses). 1.200. 1. and class II(drivers working on short distance buses).1. Questions: Who is correct: the human resource department. The foreman told them to raise this issue in collective bargaining with the help of trade union leaders as it was a policy matter. 1. It nationalized two routes in Prakasam District in the state in October. With effect from September. 1989.200-2.000 are eligible to draw the new scale Rs.500-2. 1.1.Grievance procedure Vs. The scales are revised once in 3 years.200 saying that only drivers drawing the scale of Rs. The trade union leaders included this item in the draft agenda' of the collective bargaining committee scheduled to meet in January 1990. It has been extending its operation from one region to another by nationalizing the passenger transport companies in a phased manner.
where he was a senior researcher in its electronic laboratories. 1986. More than 90% of Delta's work evolves out of subcontracting for major firms. Ramesh Chandra. If each contract is to meet its time and quality objectives and come in within budget. the latter was obviously surprised. "I have had no knowledge that the project is off schedule. In February. the project manager must work closely with the manufacturing division.K. Delta's organization is designed around projects. The actual manufacturing division. What can Bhasin do to deal with the current problem? . he had established an impressive research record in the electronics industry and Delta's top management considered itself lucky to have hired Nath away from Sigma Industries. Jagadish Nath has been hired by Delta in August. In fact. I've got over three dozen manufacturing projects to get done and his letters and those nasty phone calls from his assistant have caused my people to give his projects lowest priority. a twenty-six year old industrial engineer with an MBA. is supported by one or more Assistant Managers a typical Project Manager may oversee five or six projects at a time. But Vaidyanathan always said everything was O. Vaidyanathan impressed a large number of people at Delta as being bright and extremely ambitious. Bhasin was informed by the auditing department that Nath's project for ITI was well behind schedule and running 14% over cost estimates. to be a Project Manager. Vaidyanathan. An inquiry by Bhasin to Ramesh Chandra got a curt reply: "Tell Jagadish Nath to get off my rear. When Bhasin confronted Nath. in turn. who had recently been hired out of prestigious graduate school of business. When a contract is obtained.Delta Electronics Limited : Delta Electronics Limited designs and manufactures sophisticated electric devices. Founded in the late 1960s. The importance of each person is recognized at Delta. An Engineer by training. Nath was supported by K. and that he just had to push those guys over in manufacturing a bit more than they have become accustomed to". He's written several rather strong letters under my signature to Ramesh Chandra to keep him aware of our concern. Questions: What is Nath's responsibility? Has he done anything wrong? What is Vaidyanathan's responsibility? Has he done anything wrong. The director of manufacturing and project managers all report to a common boss-the vicepresident of operations. Nath was charged at Delta with supervising a number of projects. which is headed by the directors of manufacturing. 1984. it is assigned to a Project Manager who. Vijay Bhasin. The company grew to five thousand employees by the mind 1980s and has been stable at this size ever since. including a prestigious subcontract for IT!. My assistant Vaidyanathan has mentioned that he's hadto stay on top of the production people to make sure our project gets high priority.
Babu Lal to . Babu Lal started in 1980 a music cassette recording company on a very small scale. product plans. advertising. hiring of staff. which turned out to be non-profitable. V. They felt stifled and frustrated.Case Study . He started the business and took all decisions himself and thereby developed the habit of non-delegation. his music company achieved exceptional success during a short period of five years. extraordinary managerial skills and imaginative sales promotion programmes. Throughout this period Mr. Babu Lars reluctance to delegate authority could be as follows: I. Lars reluctance to delegate authority? b) How you would have convinced Mr. Babu Lal ventured into other manufacturing activities. Mr. Carefully examine the above case and answer the following questions: a) What could have been possible reasons of Mr. capital budgeting. As a result. But he lacks the ability to delegate authority effectively. and above all his ear for good music and lower overhead expenses. His initial success inspired Mr. Therefore. Encouraged by the enormous success of his music recording company. .start other manufacturing business. and labour union and other matters. Mr. Lal found it difficult to delegate authority and continued making all final decisions on new products. Babu Lal has extraordinary managerial skills and a great liking for good music. Lal about the utility of delegating authority? Suggested Analysis: Mr. extraordinary managerial skills. This could be made possible because of Mr. a) The possible reasons for Mr.6 : (Illustration) Case Study : Mr. When his business expanded he could not provide the necessary autonomy and the opportunity to exercise initiative to his executives and operating staff. Mr. Senior key executives started feeling frustrated due to the Chairman's unwillingness to delegate authority. III. pricing policies. Lal might have developed a love for dominating the show and could not delegate due to fear of losing power. In a short span of five years his company's sales almost equaled the combined sales of the then three leading music recording companies in India. IV. He might have felt that none could do the job as well as he could due to his business acumen. Lal might have lacked confidence in the ability of his executives. imaginative sales promotion programmes. II. Due to enormous success of his music recording company he might have felt that delegation is not necessary for success in new business. Lal's business acumen. were closed down after a few years of their setting up. his newly established' business units failed and had to be closed down. Some of the newly set up units. sales plans.
However.b) I would have convinced Mr. Delegation will enable him to succeed in newly set-up units through quick decisions. What are the factors responsible for her failure initially? Suggest a suitable measure for strengthening her unit on healthy Case Study . Rallis.00.V. Mr.000/-. Mr. She had a vision of starting a unit while she was in the college. Gupta retuned to India in 1979 and started his consultancy work here. By delegating authority. a line in which she had no background. in 1982 Mr. Case Study . by disposing some of their personal belongings have pooled the resources and initiated the process of revival without the support of any bank. Industries" at Hyderabad. Both of them. Gupta many well meaning and helpful friends.8: Mrs. she had a turnover of more than Rs. Delegation will enable him to develop his successors who could fill the void created by his retirement / death. a civil engineer by profession. The first step was to get the cables approved by the Government for which purpose she has to spend sleepless nights.M. She wonders that no one in the authority (Banks. In such similar situations others would have closed down their shelters. 1999 the turnover has reached to Rs. Soon after the completion of her M. but her case is different. The unit was ready with the title "S. primarily with the banker. She was quick to realize .000/-. Lal could concentrate better on overall co-ordination and control of different units. Gupta's life style. Her husband.000/-. She took three months training programme organized by SISI.7 : Miss. will power and hard work. Sajjila is a young lady with entrepreneurial zeal. 15. By November. 20. and this brought about a complete change in Mrs. Gupta met with a fatal accident. In the very first year of operation. financial institutions and other agencies) really looks into the problems of small scale units seriously. She is facing further odds from the Government side. had spent a number of years in Fiji in senior positions which had earned him and Mrs. By delegating authority. Cables. II. IV.00. At this juncture she received a severe jolt in the form of burglary of copper wires worth Rs. After the necessary approvals she could to secure orders from large business houses like Khaitan. Meanwhile she got married with Dr.C. She has chosen to manufacture P. Since then she has been facing-all sorts of problems. Lal about the utility of delegating authority by pointing out to him the following benefits of delegation: I.00.B. she applied for a scheme for self-employment in 1995. Usha etc. Kusum Gupta is a housewife turned entrepreneur through sheer determination.A. 30. he could avoid the feeling of frustration among his key executives and thereby keep them motivated. III. Babu.
S.. She is full of self-confidence and plans to expand her exports on a much bigger scale. opportunities linked with her qualities as a women Case Study . working almost alone. as today Zee is a household name not just in India and Asia but also across large swathes of the Non-Resident Indians (NRIs) population in the U. he went into packaging because of the shortage problem caused by the bumper harvest of the early 1970s.A. Examine the entrepreneur. Her son had settled down in New Zealand. with instant success. especially for use in the hotels. Gupta has a turnover of about Rs. Gupta added on other items in her export list to Fiji. she tried her hand entering the market there. She showed a good bit of business acumen in deciding to make use of her contacts in Fiji and go in for exports. The first thing that struck her was a great demand among the Indians settled down there for greeting cards for various festivals such as Diwali greetings cards etc. She had known a good number of Indian families there and had known their requirements and tastes. He acquired a lamination plant and began making laminated covers for Food Corporation of India . She keeps going abroad for renewing her contacts and promoting her exports. Her latest thrust is in Australia and she hopes to push in a number of items there in the not too distant future. Mrs. South Africa. Soon Mrs. Kusum Gupta to become an entrepreneur and the contributing factors for her success in her venture. However.that she could no longer be content with remaining as a housewife. New Delhi. Her success in exports to Fiji gave her the confidence to expand her activities in other countries also. She later found a good market for Khurja pottery items. This is how she started her career in exports and so was born East West Export Corporation in 1982. starting from scratch.K. she has left the packing and forwarding to professionals in the field. 5lakhs. her major forte has been her personal contacts. He has thus made a mark. more notable among those being the calendars displaying pictures of Hindu gods and goddesses and brass items. Currently. U. located at B6/7 Safdarjung Enclave. her youngest daughter does help her in various linked chores. She was particularly successful in exporting handicrafts to New Zealand.9: Subhash Chandra is the first self-made billionaire. with more than 200 million viewers. Packwell and Coxs Kings respectively. Identify the causes responsible for Mrs. Starting the life as a rice trader in Hissar. Her daughter and son-in-law were in Malaysia. she would need to do something to augment the family Income.. and so her next entry was there with considerable success. He has reached the position. So for obvious reasons. While she does the paperwork herself. etc.
having decided on PVC cables as per product line. fresh from college and not yet married. H. While still in college she had set her mind on running a unit of her own.P.under the name Essel Packaging Ltd. bounced off a geo-stationary satellite almost 36. Chandra wondered whether it would be possible to have such a channel in India. H. Thus was born her unit. Discuss the importance of these qualities for an entrepreneur. Case Study . competitors and emerging technology. Phase-II. he has been quick to come out with befitting reply. degree. in 1978. but thanks to his vision and foresight.A.10: Mrs. His fingers firmly on the pulse of the Government. He saw the opportunity in broadcasting created by satellite technology which allowed signals to be uplinked from outside India. She took a three months' training course in the line organized by DSIDC and she was ready to start. Okhla Industrial Area Complex. Industries. But Chandra is not the one to sit happy after winning laurels. 2lakhs in the very first year of her operations . Surprisingly. her only association with electrical wires was in attending to connecting wires and plugs on to her table lamp and table fan. The trading business brought in lot money which Chandra invested in land. Zee was a natural corollary. she applied for a shed in DSIDC under its scheme for self-employment for educated unemployed and got one. Right up to her graduation days she had been an arts student. First slowly and then rapidly Zee's programmes drew viewers away from the government-run Doordarshan advertisers quickly followed. A mention has been made about the vision and foresight of Subhash Chandra. She did remarkably well in achieving a turnover of more than Rs. he has not only taken on the competitors successfully. up in space and then receivE:d by an inexpensive dish antena all over India. Soon after obtaining her B. Essel World.500 kms. worldwide multi-media companies and distribution companies. was outcome of his efforts to find a use for the land. created and foresight. she picked on manufacture of PVC electrical cables and wires as her product line. viewer's tastes. Soon Zee became one of the most powerful brands all over India. she was determined to make a success of it. set about establishing and running a small unit. New Delhi in 1978. this young lady. Today.P. with his yearning for combat still intact.1978-79. the amusement park. Thus. created a global Zee network consisting of programme/software supply companies. Later Essel packaging went into laminated tubes. Then the Iraq-Kuwait war broke out and it was telecast live by CNN. by November 1979 her . located at 38. Explain how good Subhash Chandra has been successful in identifying business opportunities as an entrepreneur. Mazumdar is a young lady with tremendous entrepreneurial zeal. However. a line in which she had no background.
some help and some sympathetic attitude from financial institutions. primarily with her banker. she is bent upon reviving her unit. She had instructed her banker to get her an insurance cover for her unit including coverage against theft. she got married. She recalls that she was keen to do well in her enterprise. subsequently. What are the factors responsible for the failure of the above entrepreneur? Suggest a suitable solution and Rehabilitation process for Mrs. However. 35. And from then on she had peen facing all sorts of problems. Her first step was to get her cables and wires approved by the Government Test House Alipore against ISI standards. Meanwhile. she finds their attitude not only unhelpful but positively inimical. they sold off their car. she wouldn’t have had to spend so many sleepless nights. Most entrepreneurs would have rolled down the shutters in face of such heavy odds. The result was that she was able to secure orders from such large business houses as Rallis Fans etc. On November 3. . led the bank authorities to apply its clamps on any further credit facilities to her.turnover was about Rs. she wouldn't have had to spend so many sleepless attitude from/financial institutions. 3 lakhs. As for the banks. and jointly they initiated the process of selfrevival. The bank officials ignored her instructions regarding insurance against theft with the result that she had to bear the loss of Rs. If only there was some guidance. no matter what the hardships are. 35:000 were stolen. her husband left his job to join her and to put in his provident fund collections in the unit. Between herself and her husband. without any support from the bank or any other financial institution. She also wonders that no one in the authority really looks into the problems of the small-scale units generally.000 herself. she was in for a severe jolt. She is extremely disillusioned with the so-called government support to the small-scale entrepreneurs. 1979 her unit was burgled and copper wires worth about Rs. This. Mazumdar. but she is differently made.
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