Runnerblade 3 Group 5 The Importance of Inter-personal skills.pptx

8/14/2019 Runnerblade 3 Group 5 The Importance of Inter-personal skills.pptx

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The Importance of Inter-personal skills

By Group 5


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We are

Anutza Wilson (05)

Carina Cardoza (09)Aloyna D'Almeida (13)

Ruchi Dixit (17)

Leopold Forte (31)Fabian Noronha (37)


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Introduction

Indian Heavy ElectricalsManufacturing Limited also knownas BHEL.

It belongs to a electronicEquipment Industry.

Founded in 1953

Its Headquarter is in New Delhi ,India

Its products include:

Programmable logic controllers,sensors, variable frequency drives,uninterruptible power supplies,circuit breakers, switchgear,

switchboards, motor controllersetc.


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Facts of the case

In the given case there in an roleconflict between two people namedSatprakash Singh and Kapil Ahuja.

Both of them are Leaders and have adifferent type of Leadership Style.

When they start working in the samegroup there is a huge difference due totheir perceptions and methods ofLeading.

Due to this huge differences there

drives in conflict.


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Qualities of the 2 Leaders

Mr. Satprakash Singh

He was a visionary and anInnovator.

He was very responsible inhis work.

He laid emphasis on the

development of theworkers.

He was concerned aboutthe groups productivity as a

whole

In short , he reflected the

Qualities of a DemocraticLeader.

Mr. Kapil Ahuja

He was considered as thePatriarch of a large Family.

He did not believe inappreciation.

He stressed on decisions to

be taken only by TopManagement and no

involvement of the lowlevel.

In short , he reflected theQualities of an AutocraticLeader.


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Application of Leadership Theories

1) MCGREGORS THEORY X THEORY Y MANAGERS


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Theory X ManagersTheory X managers assume

that the average employee:

Dislikes work and attempts to

avoid it.

Has no ambition, wants no

responsibility, and would

rather follow than lead.

Is self-centred and thereforedoes not care about

organizational goals.

Resists change.

Theory Y ManagersTheory Y managers assume that:

Work can be as natural as playand rest.

People will be self-directed to

meet their work objectives ifthey are committed to them.

People will be committed totheir objectives if rewardssatisfy needs

Under these conditions,people will seek responsibility.

Most people can handleresponsibility becausecreativity and ingenuity are

common in the population.



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Mr. Kapil Ahuja represented or usedTheory X because of the followingreasons-

He wanted the top level only to makedecisions about Company policies.

He did not want group discussions.

He did not believe in compensation or

appreciation and rewards. He may be feels that the employees lack

the skills and experience to make rightpolices and so only Top Managementmust do it.


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Mr. Satprakash Singh represented or used

Theory Y because of the following reasons-

He was a strong believer of Human Capital being themost important strength of the Company.

He believed in Group Discussions.

As said that he was a a sort of a Democratic Leaderthis clearly states that he trusted the potential of theemployees as well as motivated them for the same.

He believed in taking decisions as a team and not

only by the top level management as it would createenthusiasm between all of them.

This act of Mr .Satprakash Singh would beresponsible for sharpening the abilities and skills ofthe employees further.


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Mr. Satprakash Singh, A High Performance

Leader

HIGH

PERFORMANCE

LEADERSHIP

LEADER AS

NEGOTIATOR

LEADER AS

MODEL

LEADER AS

INITIATOR

LEADER AS

COACH

LEADER AS

MENTOR


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MR. SATPRAKASH was a role model to all the people with whom he was

working because he was a very good Leader creating an Example for others.

MR. SATPRAKASH was an Initiator. This can be seen when he brought in the

idea of computerization in the company and at the same time also trainedthe employees to handle it.

MR. SATPRAKASH was a coach because when computerization was

introduced he acted like a coach and helped the employees to learn

computer skills .

MR. SATPRAKASH was a Mentor. This can be seen from the very fact that

there was a very good match between him and the group. This good relation

was an outcome because of the personal qualities of Mr .Satprakash helping

and guiding the group members.

MR. SATPRAKASH was a good Negotiator. This is brought into notice when

he was not rewarded by Mr. Kapil for his hard Work and still he had the guts

to talk to him and also when Mr. Kapil denied he went to Mr. Narayanan and

tried to negotiate.


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Mr. Satprakash as a positive Leader

He believed in getting rewards on goodperformance.

So when once he was not rewarded for hishard work he was disturbed and wanted

the Management to reward him.

Also when Mr. Kapil purposely due topersonal grudges fills the Appraisal formof Mr. Satprakash with false facts Mr.Satprakash is not ready to accept that fact

and wants to discuss the issue as he thinkshis work is worthy enough to beappreciated.

That is why one could say that he is a

positive Leader.


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Another Theory that could be used


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In order to handle the conflict that arosebetween Mr. Satprakash and Mr. Kapil theCollaborative approach must be used.

But this could be used right from the startnot when the conflict started.

This is because such an approach requires agood relationship between Mr. Satprakash

and Mr. Kapil.

In the Conflict that arose between both ofthem the approach used by Mr. Kapil wasthat of Accommodating i.e. creating a wayfor more conflicts in the future

But if a Collaborating or CompromisingApproach was used then the conflict wouldhave not have risen to this great extent


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Had not Mr. Kapil and Mr. Satprakash tried to

maintain a good relation from the start they

could have ended the conflict using the

Collaborative approach.

But as they did not share a good rapport they

could have used a Compromise approach

instead of using the Accommodating

approach.

Using a Compromise Approach they could

have taken the views of each other and

accordingly taken a decision.

But as they did not take such a decision it led

to the rise of differences between them

giving birth to an ego in Mr. Kapil due to

which he did not do justice in Appraising Mr.

Satprakash.


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To Conclude

Things learnt from the case study-

People must always be motivated and rewardedfor the work done.

Whenever a conflict arises it must never beavoided and accommodated to temporarily solvethe issue .

Instead Relations must be made strong to use thecollaborative approach but if the situation does

not permit , then one must end the conflict usingthe compromise approach so that both the viewscould be considered.

Also a proper conflict handling procedure mustbe used.


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Documents

Runnerblade 3 Group 5 The Importance of Inter-personal skills.pptx