Pqhrm module 12 decision was not fair at all because Mike showed very good results by using his eccentric management style and this style allowed him to excel in his Pqhrm module 12 business after he left the company. Also the dedication and the attitude of the employees are very stong of this Organizaition.
After the company realized their reality they built shelter for their employees. They never advertise their services as customers do the advertising for them by word of mouth. Because of the company decided to increase the health and safety rate in the company the new chairman started building flats for his employees.
AF has combined organizational culture. In addition, the union founded by Mike and formed by the supervisors contributed a lot in the promotion decision. An individual will act in a certain way based on the expectation that the act will be followed by a given Pqhrm module 12 and on the attractiveness of Pqhrm module 12 outcome to the individual.
So the counselling and mentoring will help a lot for create such mentality and attittude withing the people. The culture of Alakkaty Foundation was more into developing people and let them feel the sense of belongings. It is much like a country club management style focused a lot on people and a little on the rules.
Virtue Because of the no bribes or incentives or any sort was offered to any one in any organization they can be achieved many goals: Also the culture of Alakkaty was more employee oriented and it seems to be the Management Style of the chairperson is more towards the democratic leadership style.
Different Leadership styles Mike shows a leadership style characterized by a free spirit, unorthodox, flexible management and people oriented.
Basically, thiese principles and morals should comes from intrinsically. It is good know such factors of the organization by its members, and the way how they are going to use such advantage of thoese strenghts to achieve the organizational objective.
Virtue Because of the no bribes or incentives or any sort was offered to any one in any organization they can be achieved many goals: Also the dedication and the attitude of the employees are very stong of this Organizaition. Management, by oppression and hardship, governed the atmosphere in the company that some employees felt like working in a prison.
Alsothis should go with the new techniques that organization can use for there further development. Those values and principles are refers to the ideas what a group believe right or wrong.
Responsibility, knowing and doing what is expected of me; Discernment, understanding the deeper reasons why things happen; and Sensitivity, perceiving the true attitudes and emotions of those around me — No employee was ever terminated for whatever reasoning AF.
Introduction The Chairman of Alakkaty foundation — AF, Chennai was a former Accountant in a multi- national building construction company where it was believed that, like many other organizations, bribery, corruption and underhand dealing are all a part of a running a business.
With a reasonable profit margin, their pricing became very competitive. Introducing general policy on personal conduct This is to maintain the high standrads of conduct and work performance to ensure the AF maintain its reputation with customers and suppliers.
C Gannile for his guidance as well as for providing necessary information, which help me in completion of this case study. I also thank my parents for the continuous support throughout the course.
Mike tried to use politically his power on other supervisors to form a kind of coalition by creating a supervisors forum and use it as a weapon to force Jack to change his management style. But according the case study we can see that it is very successful and they are operating well for last 15 years.
Not only that, but also it will enhance the relationship among the employees. But he decided that Alakkaty, also a construction company, will be different, running only on morals and principles such as: That concept has boost their moral and motivation.
This is evidence that it is possible for an organization to be a company of character and operate fully on morals and principles and still be successful and achieve its objectives. Factor that are strengthing the organization are visible and some are invisible.
The company started building flats for the employees who do not have a proper home. Also the culture of Alakkaty was more employee oriented and it seems to be the Management Style of the chairperson is more towards the democratic leadership style. It will help to enhance the effectiveness and the efficiency of the laburers as well as the management.
Political and legal environment of the country is a part of the main challenge that Chairman has to addressed.
Responsibility The chairman of the companynever terminated any employee for whatever the reason in Alakkaty Foundation. They counseled the employees who are in need even the family members. Such counselling was steeres by a committee headed by the Chairman himself.View PQHRM Module 03 NEW from HUMAN RESO PQHRM at University of Colombo.
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Kimbel’s Department Store CASE STUDY Kimbel’s Department Store Individual Assignment By PQHRM/64/12 Course: PQHRM – STAGE II Module 10 – Industrial Psychology Instructor – Mr. Samantha Rathnayake Institute of Personnel Management Colombo/November CONTENTS 1.
0 Acknowledgment 2. 0 Introduction 3. 0. Individual Case study Module Organization Behavior ultimedescente.comla PQHRM T39/ INSTITIUE OF PERSONNEL MANAGEMENT A. With reference to the case given under the above module Woolworths Limited is the main largest Supermarket founded in BS/FO/76Institute Of Personnel Management Sri Lanka CASE STUDY COVER PAGE NAME OF THE PROGRAMME: PQH.Download