CASE ANALYSIS

I. Title: Team Conflicts at Bangalore R&D Center

II. View Point: Human Resource Manager

III. Time Context: 1997

IV. Problem Statement: Confusion as well as clear lack of leadership in the team worsened by the general negative attitude among the

members and lack of camaraderie among the whole members that really takes away a good bit of performance among the members.

V. Statement of Objective: To be able to build good working relationship among 10members of the team who are appointed for a project on a

‘shampoo’ line

VI. Areas of Consideration:

Strengths:1. There is a proper structure in the organization as a whole with Suranjan Sircar heading the team as Principal Research Scientist with the support of Vikas Pawar, Aparna Damle, Jaideep Chatterjee, and Amitava Pramanik as Research Scientists.

2. Aparna, a new member of the team, appears to be a very an intelligent girl and she seems to convey a very positive and a strong urge to perform on the job

3. Vikas is honest, hardworking and apparently one who is on the lookout for new ideas as he was the one who came up with one idea during the brainstorming session and also he had done some research on his own regarding the same.

4. Jaideep and Amitava appears to share good relationship between them. They are positive minded people.

5. Even though Aparna takes way the credit that was supposed to be for Vikas, it is highly appreciable of Vikas that he lays aside his ego and works with full dedication for the better of the group.

Weakness:1. The group leader/ head Suranjan Circar is too haughty to accept any suggestions from his subordinates.

2. There is the dissatisfaction among Vikas and his friends for Vikas’ credit being snatched away by Aparna.

3. Punam and Suresh seem to lack the urge and capabilities to work at the acceptable standards.

4. The members do not seem to be committed enough towards their work. They are somewhat casual towards their work.

5. There is a clear lack of able leadership skills in the team.

6. Aparna is really intelligent but appears to be a very ambitious, very opportunist.

7. There is delay in the completion of group’s task because of the wrong attitude of the group members towards their work.

Opportunities:1. The professional competitiveness of the members of the group benefits the organization by creating a good image.

2. In terms of competition, if the problem between the scientists is settled, they will be more efficient and highly competitive in providing services to clients.

3. If they improve the services, they will be able to compete with other competitors and get more clients.

4. Company’s good reputation as seen by its client, Unilever, and other companies as well

Threats:1. If the conflict worsens, competitors might take the situation as an opportunity to get the company's market share.

2. When there is conflict, people are forced to take sides, which can ultimately ruin business and personal relationships and can even result in a downward spiral of the organization.

3. Negative atmospheres may also have harmful effects on the family lives of those involved and damage the organization's reputation.

VII: Assumptions: None

VIII: Alternative Courses of Action:

ACA 1: Launch an Open Forum – In the open forum, the members of the team may exchange information and ideas as well as find out about a specific issue, reach a resolution on a controversial subject, or interact with each other.

ACA 2: Organize a Team building activity - Team building helps a team to create a clear and shared vision of what its members are trying to achieve. Team members also identify the practical issues they face, tackle them together and learn how to work together.

ACA 3: Re-organization of duties and responsibilities – The reassignment of duties may resolve the conflict among the scientists.

IX: Analysis:

ACA 1:

Launch an Open Forum – In the open forum, the members of the team may exchange information and ideas as well as find out about a specific issue, reach a resolution on a controversial subject, or interact with each other.

Advantages: 1. All the issues / points of the members of the team will be will be cleared out during the open forum. By understanding the issue and taking positive action, they will be able to solve the problem.

2. It is the easiest way to solve the problem.

3. It feels good when another person makes an effort to understand what you are thinking and feeling. It creates good feelings about the other person and makes you feel better about yourself.

4. This will cut the conflict off in its early stage.

5. The scientists will feel comfortable and enhance the positive aspects while minimizing the negative aspects of disagreement.

Disadvantages:1. Anything that has been opened earlier can end up being thrown back in the face of the other in order to hurt him / her.

2. It is the easiest but the least effective way to solve a problem.

3. Sharing the emotion / feelings may cause permanent damage in the relationship with the person.

ACA 2:

Organize a Team building activity - Team building helps a team to create a clear and shared vision of what its members are trying to achieve. Team members also identify the practical issues they face, tackle them together and learn how to work together.

Advantages: 1. The members of the team will have the opportunity to enjoy and play while building friendship, teamwork / cooperation with each other.

2. It gets people focused on a single goal.

3. Makes tasks and objectives easily accomplishable.

4. It helps the people to identify ways to improve the problem solving and decision making skills.

5. It helps them assess their personal effectiveness and strengths.

Disadvantages: 1. It is difficult to assess the performance of an individual's role in a team.

2. Some of the members might be free riders.

3. Coordination costs are very high while team building as management has to spend a lot of costs to find and put together appropriate team members.

ACA 3:

Re-organization of duties and responsibilities – The reassignment of duties may resolve the conflict among the scientists.

Advantages: 1. By reassigning duties and reorganizing the responsibilities of the employees, the Bangalore R&D Center will be able to continue to provide a quality service to its client(s).

2. Reassignment of duties may solve the dispute in the team of the scientists because they will be given new tasks / duties to be done.

3. Productivity may increase if the job duties that employees are unable to perform will be reassigned to others who can do those duties.

Disadvantages: 1. Productivity may decrease because of unfamiliarity of new duties, less time for old duties, and survivor's remorse.

2. Team members may disagree with the re-organization of duties and responsibilities because they still want to do their current duties and responsibilities and they have been used to it and been doing them for years.

3. This may not solve the problem right away because they will still be seeing each other in the office and the dispute will still remain.

X: Conclusion:

Variables:

Cost Effectiveness – means economical in terms of tangible benefits produced by money spent

Sustainability of objectives - Capacity to bear and support the fulfillment of the set objectives.

Timeliness – occurring at a suitable time; well timed

Easy implementation – the leniency of the action to be carried out, executed, or practiced

Rating System:

1 being the lowest and

3 being the highest

Decision Matrix:

ACA Cost Effectiveness

Sustainability of objectives

Timeliness Easy implementation

Total

ACA 1 3 1 2 2 8

ACA 2 1 3 3 3 10

ACA 3 2 2 1 1 6

Conclusion:

I therefore conclude that ACA 2, which is the organization of a team building activity, will improve the working relationship of the scientists in their team as well as learn to develop the leadership, problem solving and decision making skills.

XI: Plan of Action:

Activity Person Responsible

Period Covered Budget

PLANNINGSet up a meeting a) Tell team members about the importance and rationale of the activity.

b) Set up committees and delegate responsibilities

c) Determine all the things that you need to bring during the activity like food and drinks, projectors, kitchen utensils such as spoon and fork or customized tumblers

d) Decide where the team building activity will take place

e) Determination of the budget. This will include the accommodation, transportation, supplies, and budget for prizes for the games.

Team Leader

Team Leader

Team Leader

Team Leader

Team Leader

Organizing a team building activity

outside the workplace will take 1

to 2 weeks only.

For a group of 10-12 persons:

Food: @P700 each

=P8,400

Venue:P5,000 to P10,000

Prizes and other things:

P3,000 to P5,000

Transportation:P3,000 to P4,000

(van)

Total:P27,400 or

approximately P30,000

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PAMANTASAN NG LUNGSOD NG MAYNILA (University of the City of Manila)

Intramuros, Manila

GRADUATE SCHOOL OF MANAGEMENT

Human Behavior in Organization

Team Conflicts at Bangalore R&D CenterCase Analysis

Submitted By:

Alfaro, Adalane N.Calma, Karen Z.

Fuentes, Rosemarie L.Gabarda, Gregson L.

Gualberto, Aubrey Erika C.Gutierrez, Ma. Jennalyn F.Mallari, Cristina Marie P.

Mapaye, James Kristoffer A.Pader, Vincent Alvin

Santiaguel, Ariane JoyVenturero, Cristina

Submitted To:

Dr. Honorata M. Pagaduan

Team Conflicts at Bangalore R&D Center

Hindustan Lever Research Centre (HLRC) was set up in the year 1967 at Mumbai. At that time the primary challenge was to find suitable alternatives to the edible oils and fats that were being used as raw materials for soaps. Later, import substitution and export obligations directed the focus towards non-edible oil seeds, infant foods, perfumery chemicals, fine chemicals, polymers and nickel catalyst. This facilitated creation of new brands which helped build new businesses. HUL believes in meritocracy and has a comprehensive performance management system, which ensures that people are rewarded according to their performance and abilities. Almost 47% of the entire managerial cadres are people who have joined us through lateral recruitment. Over the years many break through innovations have taken place. Hindustan Lever Research gained eminence within Unilever Global R&D and became recognized as oneof the six global R&D Centers of Unilever with the creation of Unilever Research Indiain Bangalore in 1997.

At Bangalore R&D center, a team of 10 scientists were appointed for a project on‘shampoo’ line. Suranjan Sircar heading the team as Principal Research Scientist with the support of Vikas Pawar, Aparna Damle, Jaideep Chatterjee, Amitava Pramanik as Research Scientists. Suresh Jayaraman & Punam Bandyopadhyay was Research Associates. Vikas Pawar came up with an idea of pet shampoos during brainstorming with the team. “Hey, why don’t we target the pet care segment because in India, pet industry is being seriously looked at as a growing industry? I had been working on this concept for a few weeks & have done some initial research as well”, said Vikas. “I think we should just focus on the dog segment & bring out a range of shampoos that are breed specific” contributed by Aparna Damle, who was a new unmarried scientist in the company. “Oh that’s a really great idea, a breakthrough” said Jaideep & Amitava appreciating Aparna.

The idea given by Aparna got support from both colleagues & head. Vikas was although not comfortable with his credit being taken away. He also felt that creating brand specific shampoos would not be a profitable innovation thus, no point concentrating efforts on that. With this in mind he put his point forward but couldn’t gather consensus. After the discussion, Jaideep & Amitava being friends to Vikas, consoled him & showed confidence in his plan & thoughts. “We understand what you are going through. The idea was yours & Aparna took all your credit. Don’t worry we are with you & be careful fromnext time.”

Nevertheless, in the meeting Aparna presented her proposal for the idea mentioning requirements & chemical details. The meeting began with motivational speech & plan of action by the head of the team. A lot was discussed in detail & tasks were allotted alongwith deadlines.Immediately after the presentation Jaideep & Amitava approached Aparna & eulogized her research & proposal reiterating the importance of breed specific range of shampoos. Vikas lay aside his ego & went ahead with full dedication & commitment, however

during the tenure of the research he noticed poor attitude of team members. Punam wasnot regular with deadlines; she submitted her research on breeds four days after deadline. Suresh was asked to coordinate with members looking into chemical research but Vikas observed him most of the times in the recreation room, so he asked him “Hi, so what’s the progress in chemical research so far?” Suresh replied that he had done whatever he was asked to do by senior scientist.He reported this lack of commitment & proactive attitude to Suranjan Sircir & asked for an action against them. “Hmm… I know what’s happening in the team. I have worked for 20 years in this industry and from my experience I know what to do and when to do”, he retorted back. Finally the project got completed 4 months after deadline. Vikas went back to the lab-sitting & wondering at the flaws in the group.

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