CASE STUDY 1-WRITE UP

Leman Highlander an multi national consultancy company has established one of its
enterprises in Mumbai, India. The enterprise works under the administration of Vijay who
was recruited by the company eight years ago witnessing his immense potential and
business credentials .A very strong headed and determined person in achieving his goals
with ulterior motive to maximize his organizations profit .Though we come to see in him
the amalgamation of all the qualities that a good administrator posses but we miss on to
see in him the healthy relation that an employer maintains with his employees .Due to
unhealthy relations maintained by Vijay with his subordinates the firm leads to poor
employee surveys and personnel issues emerge out too .Stefan konrad (Head of
consultancys South Asia and Middle East business) and Caroline Dougherty(lemans
global HR director) were concerned about the personnel problems going on in the
Mumbai office with more employees flocking out and hence Stefan meets the employees
of the firm in Mumbai office during one of his regular visits .In the course of meeting he
gets to know the hardships of the consultants working under Vijay which makes him go
weak in knees and turns out to be one of the nightmares for the company.

KEY ISSUES:
The key issues that grabs a readers attention are:
Vijay in spite being a performer fails as a leader and has poor people management skills.
Power is concentrated in the hands of Vijay alone. He is riding high on power. As per
David McClellands Theory of Need, the need for Power and the need for Achievement
are his topmost priority .Vijay is aware that the employee survey results are not in his
favors, he feels challenged when Stephen arrives at Mumbai and makes excuses to absent
himself from the meeting. He feels he is not answerable to anyone as long as the
Company is achieving its targets. He has poor interpersonal skills as a result of which
attrition rate is high. Plus the employees are unhappy with the work culture prevalent in
the organization and treat the organization as a non-living entity. As a result of Vijays
poor people management skills, the company could lose other valuable and equally
talented employees at the middle level management or higher level management.
Attrition rate could only increase. Vijay is not approachable Juniors are unable to
approach him to discuss issues.
Not open to suggestion or to any feed back. Therefore, he doesnt know where he is
going wrong or what corrective measures to take and remedy any given situation.
We also find an issue even with the mentality of the superiors at Leman Highlander,
where they want to retain Vijay at any cost in the Company. It must be added that no
employee is indispensable to the Company. Vijay seems to take advantage of this
mindset of theirs and thinks of him as indispensable to the organization .Lastly we also
observe that Vijay does not have an effective leadership skills.

POSITIVES AND NEGATIVES OF VIJAY :

A careful study of the case shows that like every individual Vijay who seems as a
perfectionist has certain flaws and drawbacks too .Vijay comes up as a man who eats

drinks and prays work. It was Vijays reputation that had helped Leman get the best hires.
A hardworking lad with sound business sense and great capabilities. But at present it is
his poor personnel managing abilities which are earning him a bad name in the business
world. Vijay is often criticized by his juniors for his strict and stringent work method and
making the employees slough even at odd timings. power corrupts and absolute power
corrupts absolutely this phrase seems to be very true in his case as concentration of
powers in him has made him an arrogant and dominating in nature. Vijay is a tough task
master who pays very little heed to the needs of his employees. In his view employees are
just a mean to meet the ends of the company. Thus its Vijays incompetence in personnel
managing skills which shadows his perfectionist image.

REFERENCE:
In order to understand Vijays nature more clearly and efficiently we take the reference of
the theories Maslows Hierarchy of Needs and David McClelland Theory of Need.
While the previous one points out that Vijay is at the topmost strata where self
actualization and esteem seems to his primary need, the latter connects his character and
behavior with need for power and need for achievement, in his case there is an absence of
need for affiliation.

ALTERNATIVES:
In order to overcome the employee-boss issues in Lemans Highlander Mumbai office, the
organization should set up a strong HR department where employees can approach when
necessary. There should be an introduction of employee grievance redressal system which
makes the consultants feel more safe and heeded. Besides this Aparna (next to Vijay in
command in lemans Mumbai office) take up more responsibilities as this would ensure
that power does not stay concentrated in the hands of Vijay and at the same time a
restructuring at the top level is required. Power should be distributed equally in the hands
of Vijay and Aparna. Power in the hands of a sole person makes him autocratic as Power
corrupts and absolute power corrupts absolutely. Vijay should be sent for Leadership
training courses too and try to work with his subordinates in a team which will help him
reduce his strict boss image to the employees.

CONCLUSION:
In the conclusion we can say that whatever method the higher management chooses to
sort out the mentioned issues, the interest of the employees in the Mumbai office should
be kept in mind. It expertise and operates those systems and processes available in any
organization and utilizes all available resources to make it a successful one must be
remembered that an organization is made up only partly of systems and processes. It is
the employee that utilizes his/her. Business suffers in the long run if employees are not
happy and do not give their 100% - if not today then definitely tomorrow Hence Vijay
should acts more as an efficient leader than as a boss to his employees.
The boss and the employee relationship is important to companies productivity . a relationship
that is built on trust and understanding can make the employee and the manager more efficient .
A poor relationship that lacks cohesiveness will dampen productivity and can lead to high rates of
employee turnover.