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MOD17OD
Table of Contents
1. The Case Need a cure 3
2. Introduction 5
3. What is Organizational Culture? 6
4. The current situation in Cure Lanka Hospital. 7
5. What is Organizational Commitment? 9
6. Issue 1- Employee unauthorized behavior. 10
7. Issue 2- People are not complying with the new working arrangement. 10
8. Issue 3 Maintenance in charge does not do the duty well. 11
9. Issue 4 Staff members use organizational property for personal requirements. 13
10. Issue 5 Two receptionists have not reported to work. 14

1. The Case - Need a cure

Operations manager of the Cure Lanka Hospital (CLH) K.P John stood up after a long discussion with the HR manger Dayan Randeniya. “Well Dayan we will have to take this matter up seriously in the next management meeting. I need a solution, a permanent solution” Dayan agreed with waving the head from left to right with thin smile drawn across the face.

It was the weekly operational review meeting of CLH, meeting was preceded by the CEO, Sampath Devadithi. He is an ex-Air force officer. At the beginning of the meeting John requested permission to table a serious of issue. Mr. Deva, Kithsiri, the maintenance in-charge, is not controlling the maintenance staff. He pets the people; people do not come to work as arranged for shifts. They take leave change shifts as they wish. When I call explanation from the guy, he protects the people. What I see is we are not getting the work done, paying extra overtime to people. We need a solution to this problem.

Deva turned to the HR manager and looked at him. Dayan started. Well Deva, I and John had a chat on this issue. People are not complying with the new working arrangements. They are used to relax working pattern of previous management. They are practicing the same thing. However, this maintenance guy was recruited overriding my decision, and as per my opinion, he does not fit role. “Why do you say that Dayan?” asked the CEO. It’s my gut feeling Deva, I know that. I gained that out
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