WHEN YOUR STAR PERFORMER CANT MANAGE

Indian Institute of Management Raipur

Umang Agarwal (12PGP111 Harshvardhan (12PGP017) Venugopal (12PGP049) Varun (12PGP012) Aditya Polisetty (12PGP006

AGENDA
SUMMARY / FACTS ISSUES POSSIBLE ACTIONS STRENGTH / WEAKNESS BEST SOLUTION

Indian Institute of Management Raipur

SUMMARY / FACTS

Indian Institute of Management Raipur

Facts

Issues

Possible Actions

Strength Weakness

Solution

Denver based Nuf Fun is a highly diversified manufacturer of leisure based sporting products. Vic, is the insensitive CEO who is more interested in the numbers. Carver, the Head of Product Development on the other side is a one man-army. He does not give his subordinates the freedom to come up with their ideas.

Indian Institute of Management Raipur

Facts

Issues

Possible Actions

Strength Weakness

Solution

Verity Hinde was the Assistant head of Product Development, known as a great team player. Complaints flooded Hinde that Carver wasnt being clear in what he wanted from them. Team members also felt that due recognition wasnt being awarded. In spite of all this, Vic continues with the attitude of, if it aint broke, dont fix it as long as sales were good with Carver at helm.
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ISSUES

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Facts

Issues

Possible Actions

Strength Weakness

Solution

It concerns the R & D department and as the failure of alacrity the dependence on Carver increased

Carters Behavior threatens the long term sustainability of the firm It inhibits innovation and the building of human capital It undermine the employee motivation Weakening the Nuf Fun ability to attract new talent It might lead to a flight of talents to competitors It concentrates R & D risk on Carver only

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Facts

Issues

Possible Actions

Strength Weakness

Solution

Deficient top management (not team oriented, poor listening, wrong incentives and expectations) Lack of corporate culture Inefficient allocation of talents HR does not have a strategic dimension Performance measuring is in term of financial output only which is short term Employees morale is low Carver is also accused of market design of his subordinates under his name
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POSSIBLE ALTERNATIVES

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Facts

Issues

Possible Actions

Strength Weakness

Solution

ALTERNATIVE 1 Fire Carver

Promote Hinde to the head of the product development department

ALTERNATIVE 2 Do not do anything

Retain Carver Let him continue the way he is working

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Indian Institute of Management Raipur

Facts

Issues

Possible Actions

Strength Weakness

Solution

ALTERNATIVE 3 Vic need to have second dialogue with carver in which two examine the facts on which their inference are based and attempt to come up with a mutually agreed up on plan on action.

In that conversation, Vic must play a stronger role than he has in the past. Let carver know that he expects a change, not simple acquiescence.

ALTERNATIVE 4 Make carver chief product design engineer (moving him into more technical position)

Put a team player as the head of the product development.

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STRENGTH / WEAKNESS ANALYSIS

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Facts

Issues

Possible Actions

Strength Weakness

Solution

Alternative 1 - Status Quo. STRENGTHS WEAKNESSES Better products can be Will de-motivate the rest of designed. the employees. Can help organization to As he is stealing the ideas get more profits. of the team members it can force them to leave the He key can play key role in organization. developing innovative and better systems to design If, for some reason, he and develop products decides to quit, then the organization would be in a bad condition. He can have more bargaining power to get 13

Indian Institute of Management Raipur

Facts

Issues

Possible Actions

Strength Weakness

Solution

Alternative 2- Fire Craver STRENGTHS WEAKNESSES Will increase the morale of May not be able develop the rest of the employees. competitive products as he was key in developing Restores faith in the successful products. system that no individual is greater that the system. Can adversely affect the company. Good relations in the office and sustainability. Difficult to find a substitute of his caliber. Motivation of the employees will be better.

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Facts

Issues

Possible Actions

Strength Weakness

Solution

Alternative 3 - Vic and Craver Second discussion STRENGTHS WEAKNESSES Can arrive at a plan as to Crave might get annoyed. how to face the current If the discussion fail. It may issues. force Crave to quit. Will help both Craver and In spite of the discussions his team to have better Craver may not want to relations. change his attitude. Good for the future of the It might be a solution for organization. short term, but it may not be sustainable.

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Facts

Issues

Possible Actions

Strength Weakness

Solution

Alternative 4 - Move Craver to more technical job STRENGTHS WEAKNESSES Help him (Craver) focus on This may lead to the developing product and underutilization of talent of lessen the fatigue. Craver. Will help the team as he will Craver may not like this be in charge of technical move and can try to harm the aspects only. organization. Give opportunity for other It may result in him quitting people to showcase their the job. skills/talent. Vic may not find a better person to lead a development team and this could affect the company 16 adversely.

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BEST SOLUTION

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Facts

Issues

Possible Actions

Strength Weakness

Solution

First, to create a culture that is inclusive, team oriented, and diverse, Vic would have to remove Carver from the pedestal on which he himself has place him. Second, he would have to get professional help to learn how to create and participate in the kind of culture he wants the company to have. Third, he would have to assemble a strong management team and learn to work with it on issues and goals involving people, just as he does on financial objectives and product development goals.

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Facts

Issues

Possible Actions

Strength Weakness

Solution

Fourth, he would need a director of human resources who could help guide the culture so that, for example, an action plan and new goals and processes-monitored on an ongoing basis-would be developed following a retreat such as the companys teambuilding workshop. Finally, he should ask Carver to change. But hed have to stop giving Carver mixed signals on the one hand, telling him to listen to his team, and on the other, threatening to fire him if his products are late. Despite his faint protests, Vic is reinforcing Carvers behavior.

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THANK YOU

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