Golden Inc.

Surya Chourasia
MBA23200
 Why I will work Why I will NOT work
• Reputation and Success (Expectancy • Bad Work-Life Balance
Theory) (Social Exchange Theory)
• Record Year and Performance (Goal- • Lack of Meaningful Work (Herzberg's
Setting Theory) Two-Factor Theory)
• Competitive Compensation (Equity • High Turnover and Dissatisfaction
Theory) (Human Capital Theory)

• Cultural Resistance to Change

(Organizational Culture Theory)

As a Finance enthusiasts we have taught that we have to work under immense pressure, so I will work with Golden
Inc. because of their reputation, success, incentives but it will be good if they improve their jobs, work culture, etc.
Reimagining Golden Inc. : Golden 2.0
 Golden 2.0 : Plan to Improve the Jobs

Task Identity Autonomy

Skill Variety Task Feedback

Significance

Job Characteristic Model

 Cont.
1. Skill Variety
Innovation Labs: Establish interdepartmental labs tackling real-world challenges. These labs, with rotating memberships and gamified
goal structures, encourage diverse perspectives and spark unexpected solutions.

Mentorship Mashup: Pair senior analysts with junior associates from different departments. This fosters knowledge exchange and
allows senior staff to identify and nurture hidden talents.

2. Task Identity
Client Storytelling: Empower associates to co-create client presentations with senior advisors. Associates can weave a narrative around
their contributions, highlighting the impact of their work.

Gamified Goal Setting: Set departmental goals with a "choose your own adventure" approach. Leaderboards and recognition systems
based on collective progress can further incentivize collaboration.
 3. Task Significance:
Client Impact Days: Organize quarterly client immersion experiences for associates across departments. These days could involve client
site visits, shadowing client meetings.

Social Impact Projects: Allow teams to dedicate a percentage of their time to pro-bono projects aligned with Golden's social
responsibility goals. This empowers employees to apply their skills towards a cause they care about.

4. Autonomy:
Micro-Budgeting: Allocate a small, project-specific budget to select teams. Empower them to manage it and make purchasing decisions
within guidelines, fostering a sense of ownership and entrepreneurial spirit.

Peer Performance Reviews: anonymous peer reviews alongside traditional manager evaluations.

5. Feedback:
Real-time Project Dashboards: Implement interactive dashboards for ongoing project feedback. Team members can track progress,
provide constructive comments, and celebrate milestones in real-time.

Flash Feedback Fridays: Employees anonymously submit questions or concerns about processes, colleagues, or leadership
 Golden 2.0 : Employee Engaement Plan

Phase 1 Phase 2 Phase 3

Building Psychological Gamifying the Golden Levelling Up
Safety Experience Engagement
 Psychological Safety Training:

• Partner with an HR firm specializing in psychological

safety to train leaders and managers. This framework,
based on Amy Edmondson's research, fosters a safe
space for employees to speak up, share ideas, and admit
mistakes without fear of retribution.
Phase 1
• Employee Pulse Surveys, Focus Groups, Exit Interview
Building Psychological Analysis, Benchmarking will be done by the partnered
Safety HR firm.
 The Golden League: Implement a points-based system ("Golden Coins")
rewarding desired behaviors aligned with company goals. Earning coins can
be achieved through:

• Collaboration Challenges: Award points for interdepartmental project

completion, fostering teamwork. (Social Learning Theory)
• Innovation Quests: Grant points for proposing and implementing new
ideas, encouraging initiative. (Job Characteristics Model - Autonomy)
• Client Kudos: Recognize client praise with bonus points, linking
individual effort to client satisfaction. (Goal Setting Theory)

The Golden Marketplace: Allow employees to redeem "Golden Coins" for:

• Flexible Work Opportunities: Offer additional paid time off or remote

Phase 2 work options as rewards, promoting work-life balance. (Work-Life
Balance Theory)
Gamifying the Golden • Professional Development Courses: Provide access to online or in-
Experience person training programs, aligning with career aspirations. (Self-
Actualization Theory)
• Team-Building Experiences: Offer points for organizing or participating
in team-building activities, fostering a sense of community. (Teamwork &
Collaboration Theories)
 • Leaderboards & Recognition:

Publicly display leaderboards showcasing top-earning individuals and

teams, fostering healthy competition and motivating participation.

• "Golden Guru" Mentorship Program:

Pair senior employees with high "Golden Coin" earners as mentees,

facilitating knowledge transfer and building relationships across
departments. (Social Learning Theory)

Phase 3 • "Golden Feedback" App:

Levelling Up Create a user-friendly app enabling real-time feedback exchange between

Engagement colleagues, promoting continuous improvement and fostering psychological
safety. (360-Degree Feedback Model)
 Golden 2.0 : Competency Framework

Core Leadership
Competency Competency

Competency Pods Measurement

& Skill Bagdes
Core
Competency
• Growth Mindset & Adaptability: Employees who embrace change, readily learn new skills, and
adapt to evolving client needs and market trends. (Growth Mindset Theory, Change Management
Theory)
• Collaborative Intelligence: The ability to work effectively in diverse teams, leverage collective
intelligence, and utilize technology to foster seamless collaboration. (Social Learning Theory,
Team Process Theory)
• Client Empathy & Design Thinking: A deep understanding of client needs, coupled with design
thinking skills to translate these needs into innovative solutions that exceed expectations. (Client
Relationship Management Theory, Design Thinking Framework)
• Data Fluency & Storytelling: Ability to analyze data, identify trends, and translate insights into
compelling narratives to inform decision-making and client communication. (Data-Driven HR
Framework, Storytelling Theory in Business)
• Digital Dexterity & Continuous Learning: Proficiency in utilizing digital tools and platforms
relevant to specific roles, alongside a commitment to continuous learning through self-directed
initiatives and company-sponsored programs. (Self-Directed Learning Theory, Digital
Transformation Framework)
Leadership Competency
• Visionary Coaching: Leaders who inspire teams by translating the company's vision into clear,
engaging goals and providing ongoing coaching and development opportunities. (Strategic
Leadership Theory, Coaching Theory)
• Psychological Safety Champions: Creating a safe space for open communication, risk-taking,
and learning from mistakes. (Psychological Safety Theory by Amy Edmondson)
• Curators of Talent & Collaboration: Identifying and nurturing diverse talent, fostering
collaboration across departments, and capitalizing on the collective intelligence of the team.
(Workforce Diversity Theory, Teamwork & Collaboration Theories)

Competency Pods & Skill

Bagdes
• Competency Pods: Cross-functional teams with diverse skill sets assembled to tackle specific
projects. This fosters knowledge sharing and encourages employees to develop a broader range
of competencies. (Project Management Theory, Job Crafting Theory)
• Skill Badges: A digital recognition system acknowledging employees for acquiring new skills
relevant to various competency areas. This gamified approach incentivizes continuous learning
and skill development. (Gamification Theory, Self-Actualization Theory)
Competency
Measurement

• Regular Competency Reviews: Conduct regular competency assessments to identify skills

gaps and tailor development plans accordingly.
• 360-Degree Feedback: Implement a 360-degree feedback system where employees receive
feedback from peers, managers, and clients to promote a holistic view of performance and
growth areas. (360-Degree Feedback Model)
• Employee Engagement Surveys: Regularly solicit employee feedback on the competency
framework's effectiveness and make adjustments based on their input.