શબ્દો નો સંદર્ભ નહી ગોત,મિત્રતા નો અર્થ નહીં ગોત,સાચું ખોટું શુ છે એનો સ્રોત નહીં ગોત,જીવનનો મર્મ નહીં ગોત.અર્થ મા અનર્થ નહીં ગોત,ભક્તિ મ સ્વાર્થ નહીં ગોત,કેટલાય આવ્યાં ને ગયા,તુ ઇશ્વર નો સાક્ષાત્કાર નહીં ગોત.પથિક બી. વરિયા
I had developed this small caselet for OB exams some two year back. Thought it'd be a good idea to share it on the blog and have feedback of the readers! Feedback may be sent at pvariya@gmail.com ======================================================== Center for Management Studies Dharmsinh Desai University Nadiad Course: MBA Semester I Subject: Organizational Behavior Faculty Member: Pathik B. Variya A possible solution for the case study of the OB test held on September 23, 2006 Date: September 28, 2006 Dear Students, While the answer given here can serve as a model, you must not forget that answers to such cases are not scientific therefore one needs not necessarily agree with this. What I expect in the exam is the logic- how you correlate the theories and the case’ problem as described in the answer here. Question: Ajay, 23 year old, fresh MBA with HR, starts his career has a junior HR executive at Raj Manufacting House. His boss is a simple B.Com. degree holder with 4 years
[A] Introduction: The book - 'The Psychology of Money' has a wonderful message - wealth creation is a function of both - luck and risk. One needs to be 'reasonable' to manage the risk. One should not be over rational, neither should one be too casual with their investments. It is more of an error and trial (semi scientific and semi artistic) process, where one keeps on learning with experience and try to increase the risk adjusted returns, while keeping a margin of safety. None of us is rational and emotions are all around and in us. No one can run away from them. The same emotions, pre occupations and beliefs also affect our investment decisions. In this article, we will try and explore the biases that do not allow us to take 'reasonable' decisions related to investment. [B] What is a bias?: According to dictionary.com, " a strong feeling of favour towards or against one group of people, or on one side in an argument, often not based on fair judgement o
[A] INTRODUCTION: Training is about transfer of skills. It has its own strategic importance too. Training costs a lot too. Every penny spent (invested?) on training must be accounted for. It must generate enough ROI and must contribute substantially to the achievement of strategic objectives of the firm. I have come up with a conceptual framework (above) that tries to compare some elements of the BCG matrix to the training need identification. Please note that not all the productivity related problems are solvable by the means of training. Employee performance has two dimensions, as you can see in the above matrix. [B] Discussion: One is "Will Do / Won't Do" (Attitude) and the other is "Can Do / Can't Do" (Skills). Let us explore each dimension: 1. Can Do, Will Do: No actions are required for this type of employees. Such employees are like STARS of the BCG matrix! They CAN WORK and WANT TO WORK. As a manager, you are the happiest person to have these type