Nitish joined Solutions Unlimited on recommendation of his friend Arvind. He had a topsy-turvy journey in Solutions Unlimited with his compensation package being revised and severance pay first denied and then going through lots of negotiation. Also his role in the projects was not fixed. Also Nitish was been accused of being too demanding and he was accused for asking things which were not mentioned in the company policies (the case of spouse’s travel allowance). Also, he was troubled because of his relation with Meena, the HR representative.
For example : Nitish’s wish to go for the Korean Project and his expectation to go for the New Zealand project were all dashed because of Meena’s refusal. Environment Analysis: Solutions Unlimited was founding its foothold in India. Also the organization was going for an image makeover and change from a Software Solutions Provider to an IT Consulting Firm. Because of such kind of an image change, the work in the organization was undergoing a dynamic shift. New projects were being pulled in and clientele base in India was growing. So, new bids were being made at a regular basis.
The structure of the organization is a problem. The roles of the employees are not defined and there is no role clarity. More than one role was entrusted to a single employee. There is ambiguity about whom to consult for different issues. This is because there is no definite organizational structure in place. Team structure is also not definite. Anyone who has a command over a particular subject can be asked to contribute in any number of projects without being officially assigned. Because of this kind of flexibility in the company there is actually no value addition to an employee’s resume.
Factors: * Interpersonal relationship with Meena * Nitish has always had a ‘not so good’ professional relationship with Meena right from the day he was interviewed for the job recruitment for Solutions Unlimited. * He was initially offered a petty sum of only Rs 2. 55 lpa which according to Nitish wasn’t sufficient to maintain the same standard of living as that at Jamshedpur * Also, after some deliberations into his profile with Mr Kapoor(Director of Marketing),his compensation was revised to Rs 4. 3 lpa.
Meena was accused of being incompetent to recognise Nitish’s qualifications. * According to Nitish’s colleagues, Meena was quite bitter about Nitish. * At times Meena was blunt towards Nitesh by saying that he always complains about something or the other. * Absence of Role Clarity * When Nitish joined Solutions Unlimited, Venkat told him that he could work in any existing project that he thought he could contribute to. * Also, he was told that he would have to go to New Zealand for onsite testing but later on his visa was pulled out stating that he is not in the team.
Also, Nitish was invited by an insurance company from Korea for meetings because of his expertise in Finance and hence Nitish was indeed interested in working on this project. Two days later,he was told by Meena that his expertise was no longer necessary for this project. * Also when Mr. Khurana and Mr. Kapoor had put their papers , for three weeks he had nothing concrete to do. On his own initiative, he worked on customization of companies finance software. * Incomplete reimbursement of severance Nitish said during the interview with Solution Unlimited that severance amount equivalent to one month’s salary has to be paid to the previous company, to which Venkat had verbally accepted to pay if Nitish were to join the Solutions Unlimited in 14 days time.
* Nitish’s demand for relocation expense for him and his wife was also accepted by Venkat stating that company would pay the AC Second Class train fare for him and his wife. * But when Nitish staked claim for the above allowances he found that he was given on 50% of the severance amount and also the allowance for spouse’s travel wasn’t given as promised by Venkat. But after lots of deliberation and negotiation, he was given reimbursement and 25% of soft loan and company would reimburse travel costs for both him and his wife in full. Critical Factors * Nitish always felt that Meena was creating obstacles to his progress in the company. Nitish had found from the informal sources that Meena used to lie. In case of the Korea insurance project, she told Nitish that his expertise were no longer required. * But,Nitish’s level of knowledge and skill was well appreciated by all the collegues. He was assigned different roles in different projects and he did all the work with complete authority in it.
But also at times, his talent was not fully realised because he was constantly made to switch across projects and at the same time when he showed interest in some particular project and also had started work on it, he was later on told that his expertise are no longer required for the project. * There also seemed to be a bad blood between Nitish and Meena it seemed that Meena was very manipulative with respect to decision pertaining Nitish. SWOT ANALYSIS Strengths: 1. Competent enough: Whenever he was assigned any work, he was able to complete it within the given time. He was appreciated by the MD as well as the clients. . Subject knowledge, highly qualified 3. Relevant work experience Weaknesses: 1. Esteem need is high. 2. Not able to solve interpersonal conflicts.
Opportunities: 1. Proved his expertise through delivering impressive work for New-Zealand based manufacturing company and business plan for Solutions Unlimited, thus impressing the CEO and MD. 2. The good relations with MD may be fruitful for him. 3. New project at Nagpur may prove to be a good growth opportunity. 4. His growth prospects are high and he has chances to be promoted as the ADM and DM have resigned and the CEO and MD are impressed with his work.
Threats: 1. Bad relations with Mr. Alagu and Meena. 2. People who mentored and supported him were no longer a part of the organization. Actions Recommended 1. Nitish should directly go and clear the point of conflict between him and Meena. The approach of going to Nagpur and previously to Amsterdam as a way to please Meena could not improve the relations which is quite evident with Meena’s refusing him to be part of the Korean Project team. The only solution can be to directly confront Meena and ask her the problems she has with him and then pacifying the situation.
This direct confrontation will not only mend the employee to employee relations but also smoothen the future path where they will need to work in tandem with each other. 2. Nitish should also talk to the higher authority and request them to bring some job clarity in his work profile. He has been asked, not even assigned formally, to various projects to contribute significantly. Most of his work have been applauded within the organizations but there is no definite project he was officially assigned. He should ask the senior members to kindly allot projects to him formally so that he can contribute without any dilemma.