Preview

Can a strong culture be too strong case solution

Powerful Essays
Open Document
Open Document
1248 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Can a strong culture be too strong case solution
WRITTEN ANALYSIS AND COMMUNICATION

An analysis report on the case “CAN A STRONG CULTURE BE TOO STRONG?”

Dheeraj
Pankaj Thakur
Sanchit Malik
Venkat
Vishal Paliwal
2014PGPM016
2014PGPM037
2014PGPM044
2014PGPM062
2014PGPM064

Memo of Transmittal

Prof. XYZ
IIM ABC
19-Jan-2015
Analysis report on the case “Can a Strong Culture Be Too Strong”
Dear Madam,
As per your instructions in the class, we are submitting analysis report on the case “Can a Strong Culture Be Too Strong”, as our official submission towards the group-assignment component of the Written Analysis and Communication course, PGP Mumbai, IIM Indore.
This report analyses the dilemma faced by Indira Pandit, Vice President of HR, while deciding whether to endorse new People Support function.
This report includes a detailed analysis of the situation at hand and the different options available. The major criterions used for evaluation are alignment of People Support function with company culture and its impact on the retention of the employees. After much analysis our recommendation would be not to endorse the People Support function.
In case CEO of the company insists on implementing the function, a contingency plan is included suggesting the modifications required to be made in People Support function in order to reap maximum benefits.
Yours Sincerely,
Dheeraj
Pankaj Thakur
Sanchit Malik
Venkat
Vishal Paliwal
2014PGPM016
2014PGPM037
2014PGPM044
2014PGPM062
2014PGPM064

Executive summary
With Parivar making a mark above second tier IT companies, Parivar has been looking to implement People Support function in an attempt to strengthen its employee caring culture, improve turnaround rate and to provide best employee practices in industry. But Operations head, Kumar has certain concerns regarding cost, scalability and management of People Support function. Therefore Vice President of HR, Indira is in dilemma whether to endorse People Support function. Based on the evaluation we
Continue Reading
View Writing Issues

You May Also Find These Documents Helpful

  • Good Essays

    CASE STUDY WEEK 8
    • 680 Words
    • 3 Pages

    CASE STUDY WEEK 8

    People’s home gadgets (PHG) is a company which provides electronics and appliances of very low cost to very high end. For employee’s long term well-being and success, PHG philosophy for managing customer service representatives. PHG typically hire a people through employee referrals rather than newspaper and give a training to customer service representatives about product to ensure that they can respond to customer questions and knowledgeable. Company has six stores and more focus on customer service and low cost. President of PHG realized that he doesn’t have more time for managing people and their issues. So he hire a new full time HR manager to design an HR system and reduce a turnover customer representatives.…

    • 680 Words
    • 3 Pages
    Good Essays
    Read More
  • Good Essays

    Short Report to the Board That Supports the Retention of the Hr Function Within the Organisation
    • 748 Words
    • 3 Pages

    Short Report to the Board That Supports the Retention of the Hr Function Within the Organisation

    HR Function has evolved from a traditional people management foyer to a value added consulting service provider that accelerates improvement and development in all facets of operations. In order to fully capsize functionality of HR in organizational structure, HR capabilities should be aligned with organizational strategies designed to achieve set targets. This requires introducing meticulous changes in current HR Policies and revamping the structure and procedures to reinstate the roles and responsibilities of HR function to emerge from being compliance and administrative focussed to a decisive role that fosters partnership with Management team/Executive council. Once HR Policies are established it will be critical to measure, monitor and report progress for a continual success.…

    • 748 Words
    • 3 Pages
    Good Essays
    Read More
  • Powerful Essays

    Use of Celebrities in Endorsements
    • 5625 Words
    • 23 Pages

    Use of Celebrities in Endorsements

    Till, B D and Busler, M (1998). “Matching Products with Endorsers: Attractiveness versus Expertise,” Journal of Consumer Marketing, 15(6), 576-586.…

    • 5625 Words
    • 23 Pages
    Powerful Essays
    Read More
  • Good Essays

    Argues the benefits or disadvantages of Human Resources being a strategic business partner
    • 949 Words
    • 4 Pages

    Argues the benefits or disadvantages of Human Resources being a strategic business partner

    The major importances are attracting potentially qualified job applicants, retain desirable employees, and motivate employees. Furthermore, it uses to improve productivity, improving quality of work life, and ensuring legal compliance. It basically is to developing and implementing people strategies that are integrated with corporate strategies, which link practices together with business strategy and it is the pattern of planned human resource deployment and activities intended to enable an organization to achieve its goals.…

    • 949 Words
    • 4 Pages
    Good Essays
    Read More
  • Good Essays

    Corporate Culture
    • 1450 Words
    • 6 Pages

    Corporate Culture

    Strong culture is said to exist where staff respond to stimulus because of the alignment to organizational values. In Weak Culture there is little alignment with organizational values and control must be exercised through extensive procedures and bureaucracy.…

    • 1450 Words
    • 6 Pages
    Good Essays
    Read More
  • Good Essays

    Organizational Culture
    • 1796 Words
    • 8 Pages

    Organizational Culture

    However, there seems to be a widely held misconception that throughout an organization or within a specific division there is only one uniform culture that exists. This definition does not seem adequate because it fails to recognize that in many organizations there are quite often groups that are unique of the dominant culture. They may have values that are not consistent, or outwardly reject the culture as a whole, yet at the same time they are still able to maintain their position within the firm. In addition, it has been a personal experience that in many organizations strong organizational culture can in fact be negative, and in fact actually damage the performance of their employees. The perception is due to the fact that in many organizations the culture can act as a barrier to the employee to gain status within the organization.…

    • 1796 Words
    • 8 Pages
    Good Essays
    Read More
  • Satisfactory Essays

    Can and Should Culture Be Managed
    • 312 Words
    • 2 Pages

    Can and Should Culture Be Managed

    Organizational culture is defined as collective behavior that consists of artifacts, exposed values and basic assumptions (Schein 1997). From this definition, three levels of organizational culture are derived. The first level is artifacts or tangible elements to the organization which comprises of the architecture, technology, products, furniture, style, dress code and language. It is recognizable when visibly observed but does not reflect the organizational culture. The second level is in the exposed values or beliefs that employees express in organization which includes the mission statement, customer service and loyalty. This behavior can be studied by using surveys and discussion to gather attitudes of the organizations’ members. The third level is the basic assumption which is the most important level as it shapes the organization’s view and decision making. The norms or the unspoken rule exists without the awareness of the members which cannot be observed or surveyed and therefore it is difficult to draw out this characteristic…

    • 312 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Satisfactory Essays

    International Business: Culture Issues
    • 444 Words
    • 2 Pages

    International Business: Culture Issues

    pressure to adapt regional thinking in to their management strategies. The current activity of international exports and imports gives a glimpse in to future what the form of business organizations will be where globalization will affect even in to small national import company’s strategies. One of the biggest challenges when operating business globally is understand and benefit from cultural differences.…

    • 444 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Good Essays

    Organzational Leadership
    • 412 Words
    • 2 Pages

    Organzational Leadership

    The chapter highlighted research by Pfeffer (1997) that found relationship between strong cultures and performance does not essentially result in productivity. Kotter and Heskett (1992) state that appropriate culture will…

    • 412 Words
    • 2 Pages
    Good Essays
    Read More
  • Powerful Essays

    Leadership Development
    • 1962 Words
    • 8 Pages

    Leadership Development

    Hofstede, G. (2001), Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Thousand Oaks, CA : Sage.…

    • 1962 Words
    • 8 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    Intercultural Business Japan vs. Sweden
    • 1698 Words
    • 7 Pages

    Intercultural Business Japan vs. Sweden

    People are an organization’s most important resource and asset. Good management of individuals and the workforce is therefore crucial to attain the organizational goals and objectives (Foot and Hook, 2008).…

    • 1698 Words
    • 7 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    Importance of Motivation in Rention
    • 6497 Words
    • 26 Pages

    Importance of Motivation in Rention

    Managing Human Resource has become an inescapable and prominent approach to the management in service industries (Watson 2003).In simple terms, Human means labour/employee, Resource points out employees are valued assets and Management refers to managing personnel of an organization. The objective of Human resources is short term and it mainly focuses on employee relations. However, due to globalization, this approach was fruitless, hence its focus adopted the aspect of strategy. Strategic Human Resource Management means combing Human resources with strategic goals and objectives to improve and develop organization (Regis 2008). According to Banfield and Kay (2012), Human resource management is the 'glue' which ensures business success through consistent practises and adapting local conditions.…

    • 6497 Words
    • 26 Pages
    Powerful Essays
    Read More
  • Good Essays

    Hr - Staffing
    • 701 Words
    • 3 Pages

    Hr - Staffing

    People are a company’s most valued asset; therefore, the company is to be concerned about the employee from the minute he steps into the firm until he reaches his full potential in his career.…

    • 701 Words
    • 3 Pages
    Good Essays
    Read More
  • Powerful Essays

    post bureaucratic
    • 1346 Words
    • 4 Pages

    post bureaucratic

    In this essay, I will describe the topic “organisation need strong culture” and the article will evaluate the understanding and meaning of culture on behalf of post-bureaucratic era. I certainly come to an agreement with the statement that for constructing a good organisation we should have very strong culture. I believe culture can make the revolution on an organisation. At first section I will demonstrate the concept of culture and how it can be done for an organisational life, according to the text book. Then the next part is about who is acting on the culture and when the culture was born in the organisation, drawn by Parker M. (1999). In the third section I will introduce the relationship of different organisational culture and what is possible to do by a strong culture in an organisation, in Alvesson and Willmott, 2002 view. However, culture is not the only thing that build up a good organization, there are some other necessary thing introduce by Brewis J. (2007) for running an organisation. Indeed, there are some example will be used in each section. My overall arguments I will summaries in the conclusion and how all the reference support me to established my arguments…

    • 1346 Words
    • 4 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    Human Resource Management and Marketing Personnel
    • 2966 Words
    • 12 Pages

    Human Resource Management and Marketing Personnel

    References: Abraham S.J., E. and Rao T.V., Human Resource Development : Practices in Indian Industries – A Trend Report, In: Readings in Human Resource Development, Rao, T.V.,(edr), Oxford & IBH Publishing Co. Pvt. Limited, New Delhi, 1991, P 262 – 268. Manohar Reddy, C., Kumar, C.N., and Kaa Jacob ;Divakar, J., HRD Issues in the Indian Information Technology Industry Mathew, In: Managing Transition - The HRD Response, Pareek, Udai et. al. (eds), Tata McGraw-Hill Publishing Company Limited, New Delhi, 1992, P 69 – 82. Pareek, Udai, and Agarwal, Ashok, The Role of HRD in the Service Sector, In: HRD in the New Economic Environment , Tao, T.V., Silvelra, D.M., Srivastava, C.M. and Vidyasagar, Rajesh, (edr), McGraw-Hill Publishing Company Limited, New Delhi, 1994, P 174 – 189. Rao, TV, Strategies for Human Resource in Public Enterprises, In: Management of Human Resources in Public Enterprises, Ravishankar and Mishra RK, Vision Books Private Ltd, New Delhi, 1985. Jain, Neelam, Human Resource Development : A Conceptual Framework, In: Studies in Human Resource Development, Underestanding HRD Basic Concepts,Bhatia, B.S. Verma, H.L. and Garg, M.C., (eds), Deed & Deep Publications, New Delhi, 1996, P 72 – 76. Joseph, A.O., In: HRD Philosophies and Concepts: The Indian Perspective, Rao, T.V., et. al. (eds), National HRD Network and the Academy of Human Resource Development, Ahmedabad, 1994, P 40. Pareek, Udai, and Agarwal, Ashok, The Role of HRD in the Service Sector, In: HRD in the New Economic Environment , Tao, T.V., Silvelra, D.M., Srivastava, C.M. and Vidyasagar, Rajesh, (edr), McGraw-Hill Publishing Company Limited, New Delhi, 1994, P 174 – 189. Wakhlu, Arun, In: HRD Philosophies and Concepts: The Indian Perspective, Rao, T.V., et. al. (eds), National HRD Network and the Academy of Human Resource Development, Ahmedabad, 1994, P 76 – 77.…

    • 2966 Words
    • 12 Pages
    Powerful Essays
    Read More

Related Topics