In this case, both the workers are excellent, and seem to have no intention to violate the rules. Critically evaluate c How would you help in improving rough and tough behaviour of employees? Initially, of course, this sudden change was a painful surprise for Jitendra and as it always happens any change in status quo affects people and Jitendra was no exception. The worker who insulted Chatterjee was a “notorious character” , and no supervisor dared to confront him. Thus he could handle the troubled situation. He should focus on goals and also establish good human relations. Pravesh was not cordial in his treatment, rather, he was rude.

They replaced him with Jitendra, who was participative in his style. A disadvantage of rating scale is: Prakash to join the Corporation as Joint General Manager. Not only had it been impossible to replace these men to date, but disgruntlement over the incident had led to significant decline in the cooperation of the other workers. Anand were competing with each other in convincing their subordinates about their performance and used all sorts of techniques for pleasing them like promising them a wage hike, transfers to the job of their Interest, promotion etc. He was in the habit of treating his subordinates in the traditional style.

Which of the following is not one of the main sub-processes of counseling? Given some guidance on how to deal ,with the type of persons he had to work with, the sad situation could h.

The basis for performance standard is: The Personnel Director was inclined to believe the story of the two men but did not feel he could reverse the action taken. Which step of perforjance following should not be involved in the review of performance appraisal?


case study performance appraisal at kalyani electronics corporation

Thus he could handle the troubled situation. In the end, surprisingly, the workers assigned the following overall scores. He, therefore, never bothered to report the matter to his boss or collect evidence in support of his case.

case study performance appraisal at kalyani electronics corporation

He proved his technical compe tence and was sincere at his work. When Chatterjee strongly objected to this, the worker got up and slapped Chatterjee. Also point out the merits of this method.

case study performance appraisal at kalyani electronics corporation

He performed his duties in a near perfect manner. It has received several applications for the post of Commercial Manager-Computer Division. Do you suggest the measure of dispensing with such appraisal systems? Also discuss, in brief, the studu of Potential evaluation. Questions a Identify the core issues in the case b Place yourself in the position of eldctronics Personnel Director. Prakash is a stranger to the system as well as its Modus Operandi. It employed personnel at the lower level and middle level.

However, these two officers functioned in collaboration with a view to pull down Mr. Sundar Steel Limited was a medium-sized steel company manufacfuring special steels of various types and grades. Chattejee, now a Supervisor, was one day passing through the Maintenance Electrojics on his routine inspection. He also reminded them that it was the policy of the company to enforce the rules without exception.

AID14876: Case Study – Performance Appraisal AT Kalyani Electronics Corporation

With his concerted efforts and sincerity of purpose, he was soon able to create a strong trust-bond with his subordinates. The subordinates were by then participating in arriving at the vital decision in regard to their production and productivity. Something more is required for elcetronics as he has to get things done rather than dohimself.


The ABC Manufacturing Company is a metal working plant under the direction of a plant manager electrinics is known as a strict disciplinarian.

Critically evaluate c How would you help in improving rough and tough behaviour of employees? It employed personnel at the lower level and middle level.

PGPSECASES: case study 6 July

A worker came drunk to duty, began playing cards, and using very filthy language. It employed 5, workers and executives.

Sastry wanted to switch over to Computer Division in view of the prospects, prestige and recognition of the position among the top management of the Corporation. Which, according to N. He possessed the skills of managing different types of people under different situations.

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He gave them a free hand in setting time-bound goals for themselves. They have to enforce their rules and regulations. However, Jitendra moved into the department arid was soon able to overcame initial difficulties.