Mrs. M A S Jeewanthi
Course: PQHRM – 60
Module 12 – Organizational Behaviour
Instructor – Mr. C. Gannile
Institute of Personal Management
Colombo / September 2012.
This case study was done as a requirement of Professional Qualification in Human Resource Management, Stage 02.
I am highly grateful to Mr. C Gannile for his guidance as well as for providing necessary information, which help me in completion of this case study.
My thanks and appreciations go to my colleagues who have helped me out with their abilities.
Problem Analysing and Solutions
Principles are fundamental norms, rules, or values that represent what is desirable and positive for a person, group, organization, or community, and help it in determining the rightfulness or wrongfulness of its actions.
This alakkaty foundation is rurrning only on morals and principles. In todays world it is bit difficult task to train and create such culture in whateve rthe Orgazination. But according the case study we can see that it is very successful and they are operating well for last 15 years.
Basically, thiese principles and morals should comes from intrinsically. And the advantage of that is, once the people get used to that kind of culture they refrain doing wrong and whatever the difficulty comes , they try to do the work in a correct path way.
So the counselling and mentoring will help a lot for create such mentality and attittude withing the people.
The Chairman of Alakkaty foundation – AF, Chennai was a former Accountant in a multi- national building construction company where it was believed that, like many other organizations, bribery, corruption and underhand dealing are all a part of a running a business. But he decided that Alakkaty, also a construction company, will be different, running only on morals and principles such as:
Virtue, the morale excellence evidence in my life as I consistently do what is right – No bribes or incentives of any sort was offered to anyone in any organization to be successful in securing the tenders or anything else. Therefore, their overheads were minimal. With a reasonable profit margin, their pricing became very competitive. They never advertise their services as customers do the advertising for them by word of mouth. *
Benevolence, giving to others basic needs without having as my motive personal reward – He realized that his workers build shelter for others but they themselves, the majority of them , were without a roof above their heads, surviving on pavements and in make-shift shanties. The company started building flats for the employees who do not have a proper home. *
Responsibility, knowing and doing what is expected of me; Discernment, understanding the deeper reasons why things happen; and Sensitivity, perceiving the true attitudes and emotions of those around me – No employee was ever terminated for whatever reasoning AF. The labourers include alcoholics, drug addicts, pimps, gamblers, crooks and the like.
Such people, when discovered after recruitment, were all subjected to intensive counselling, in extreme cases, even extended to family members. Such counselling was steeres by a committee headed by the Chairman himself. “If I recruited someone because he seemed good to me and thereafter he became bad, I can get rid my headache by firing the person but it certainly does not absolve me from my responsibility, as I made the mistake in the first place”
References: * http://www.business.gov.au/BusinessTopics/motivatinltheories/Pages/dfault.aspx (accessed on 28th August 2012)
* Human Resource Management (2011), Snell, S., Bohlander, G., Vohra, V.; 4th Edition, Cengage Lerning (pvt) ltd. India
* Study Pack for CCHRM (2010), by IPM Sri Lanka
* Lecture notes given by Institute of Personnel Management SL for Module 12(2012)
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