Introduction: Organizational Behaviour (OB) is the study of the way people interact within groups. Normally this study is applied in an attempt to create more efficient business organizations. The central idea of the study of organizational behaviour is that a scientific approach can be applied to the management of workers. Organizational behaviour theories are used for human resource purposes to maximize the output from individual group members. One of the Major principles underlying organisational Behaviour to ensure a sound work environment in an organization is the “Orientation Programme” Orientation, also termed as “induction” is designed to provide a new employee with the information he or she needs to function comfortably and efficiently in an organisation. It conveys information about daily work routine, review of organisation, objectives, operations , products ,services, and employee’s job profile .It also provides a detailed presentation of the organisation’s policies and work rules. The main motive of orientation is to make the employee adjust and feel comfortable in the new working environment. Effective orientation programme reduces the anxiety of the new employees by giving them information about the job environment. Also it creates a favourable impression about the organisation and its work. This helps the employee to form a good impression about the organisation.
Orientation programme is instrumental in modifying the employee’s unrealistic expectations because it makes him difficult to adjust.
Description of the case: The case revolves around two main characters. Kamath and Naik. Kamath is the general manager of materials department of a highly designated, reputed pulp making plant at Harihar situated in Karnataka. On the other hand, Naik has been recently appointed as assistant general manager of the same company. Naik had been working at prestigious SAIL (Steel Authority of India Limited) plant at Vishakhapatnam which is a public sector company. He left the public sector company in 1995 before joining the company of Kamath .He performed this act under the effect of being lured to the high income and profits he would receive in that private sector company. He used to have the discretion of placing an order worth 25 lakhs without prior approval of any one. Naik was in the notion that just like his previous company, he must be having powers of placing order at least half the amount in the new company. And that is what he did. He placed the order worth twelve lakhs. The materials arrived properly, they were well received, accepted and the production work soon started at the company. Things were going well. The bill worth of amount 12 lakhs was sent by the by supplier. The account committee, unknown of the the purchase,
withheld the payment to be given by the company, as the bill was not approved by Kamath, the General Manager. Kamath on the other hand refused to sign the bill as well. The case starts describing Naik entering Kamath cabin in his full rage, throwing his resignation letter at his desk and all this has happened just in 4 months from the date Naik joined the company.
Critical Analysis: Does the company had an orientation programme? If yes, how effective was it? There is no feasible mentioning about the happening of orientation programme in the company. Yet concluding we have: Yes, the company had a organised orientation programme. • It has been mentioned that account committee is working well. It spotted that the purchase has not been signed by the GM of the company. • The account committee also brought the matter to the notice of Kamath as well. • The raw materials were imported, received, accepted and was put to production as well. It signified that the work of production also goes very well. • The General Manager refused to sign the bill as well. Had he not done that, he would have opened the
gates to entertain further such mishap in near future as well.
So it is well concluded: The financial department is working well The production department is working well Even the gm of the company is discharging his duties very correctly So when all the departments are working well in an organization, then the organization must be having an orientation programme.
Now the question arises “whether the orientation programme was effective or not?” The case gives a clear idea about the effectiveness of the programme through the character of Naik and Kamath Naik was not even aware about the discretion he was vested with. He has been working in the company for the last four months, yet he was in the pre notion of the previous company he was working in. Kamath did not called for a meeting, after being notified about the chaos ,aroused because of the purchase Moreover, Naik should not have come in rage and put forward his resignation letter . Had the program been effective he would have discussed the issue with the rest committee.
Alternatively.it if the orientation programme were there probably degree of seriousness that it deserved was not attached despite a well thought of content. So it is concluded that the company has an orientation programme .however it was not effective enough.
If you were Naik, what would you have done? Being Naik,
I must keep it in a mind that all the organization do not work in the same way. The powers vested to a particular position or an authority in a hierarchy in different organizations are different. Moreover, before switching company, I would have well understood the terms and conditions of the company and the policies underlying it. After joining the company, I would have clarified all my doubts during the orientation programme itself instead of going with the pre-notion, I had built with the previous company.
I would have at least once brought it to the notice of Kamath about the purchase I am making. When asked, I would have justified myself putting forward the fact that yes I was in the pre-notion that a AGM has that much power to place an order of 12 lakhs. If still I am at fault then instead of being arrogant, I would have confessed my faults and would have taken precautions not to repeat the mistake again in near future. I would have taken care that such issues about be flagged in the orientation programme for the new entrants.
Conclusion: Concluding from the case, the activities of the characters in the case Naik and Kamath is a major highlight to the various aspects of organizational behaviour. Certain points in this regard are as follows: The orientation programme, to be conducted must be proposed beforehand, well organized and properly thought of irrespective of the people for whom it is being conducted. The employers and employee must work in a symbiotic relationship. As much important is it for
the employer to deliver the basics and principles of the organization, same is it on the part of the employee to query about the instructions being fed. The employee must be friendly enough to interact with the hierarchy and environment in the surrounding. The same goes for the organizational as well. The employee, if novice can take reference of the past happenings of the organization, decisions taken or should consult an expert in case any conflicting situation arises. Last but not the least, distribution of powers and duties among all the high officials, staffs, working departments in an organization must be uniform. Information regarding this must be circulated properly throughout the organization before the actual functioning of the organization comes into effect.
Submitted By, Tejaswini Swain, 14010201 Subho Bhattacharya, 14010202
Soumya Ranjan Patel, 14010203 SK Sajeed Hossain,14010204 Rajendra Narayan Parhi,14010205 Ronak Bansal, 14010206 Abhilash Mishra ,14010207 Shrishti Mohapatra ,14010208 Puja Agarwal ,14010209 Debahuti Deo ,14010210
