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Presented by:Anurag Verma (2016MB25)Kavita Yadav (2016MB22)Nirbhay Soni (2016MB06)Priyam Srivastava (2016MB20)Praveen Tyagi (2016MB15)Shivesh Singh (2016MB27)

"CASE STUDY ON ORGANISATIONAL BEHAVIOUR"

Conflicts at Maharashtra Association of Resident Doctors (MARD)

SummaryThis case deals with the strike called on by the Resident Doctors at MARD for the increase in their remuneration .The strike was called on by the collective organ called Maharashtra Association of Resident Doctors.Dr. Satoskar had called on Dr. Ranjan, a striker, for explanation on the Complaint made by Dr. Tilve against the latter.However the resident doctors held out an outpatient department for helping the outpatients.Strict Disciplinary actions were taken against a Junior Lady Doctor for taking out the medicine for the outpatient department by the Asst. Dean Dr. Satoskar.

Such actions by the Asst. Dean added fuel to the fire.She was gheraoed by the Junior doctors and was abused by her own students which included the female students, the toppers and the pg students as well.However they did not gherao the Dean Dr. Parulkar.The services of two leaders were terminated however the same was quashed down by the High Court in a suit against such dismissal.Departmental and criminal proceedings were initiated against 33 junior doctors irrespective of the apology made by MARD.This led to unrest and agitation in other medical Colleges as well.The situation worsened and the patients and the public were the main victims of the case.

Characters InvolvedDr. Rajan Shelatkar, a striking resident doctor whose complaint was made to the Asst. Dean.Dr. G.H. Tilve, supervisor of Dr. Shelatkar, who made the complaintDr. S. R. Satoskar , the Asst. Dean who was abused by the strikersDr. G.B. Parulkar, the DeanA junior lady doctor, who was taking the medicine out of the hospitalDr. Santosh Karmarkar and Dr. V. Murlidhar, who were leaders of the strikers whose services were terminated for abusing their seniors

Theoretical BackgroundINDIVIDUAL AND GROUP BEHAVIOURIndividual Behaviour:To understand organizational behaviour, we need to focus on individuals. No two people perform a job in exactly same way. They differ in terms their values, attitudes, perceptions, motives, and personalities. Human behaviour is directly affected by individual difference. It will have an impact on how a person perceive things and respond. As a result, individual behaviours impact effectiveness of teams.

Group Behaviour:Group dynamics can be described as the impact of the role of one person within the group on the group as a whole. A group with a positive group dynamic will be easily identified by the behaviour of team members together and their commitment toward a common decision Whereas, a negative group dynamic may lead to conflict, low performance and the difficulty to come with the same decision. Like in this case, the misbehaviour shown by gherao towards Dr. Satoskar was negative, and different from their expected individual behaviour and led to conflicts.

Cause and Effect RelationshipAcause-effect relationshipis a relationship in which one event (the cause) makes another event happen (the effect). One cause can have several effects.Like in this case, Dr. Satoskars (Dean) behaviour towards junior doctors by taking the extreme actions during the sensitive environment of strike was the main Cause of the misbehaviour of junior doctors towards her particularly, hence this was the Effect.

Identification of the ProblemMAJOR PROBLEM: EMPLOYEE JOB DISSATISFACTION: The resident doctors were on strike demanding an increase remuneration and the conditions were sensitiveMINOR PROBLEM: CONFLICTS DUE TO AUTOCRATIC LEADERSHIP AND IMPULSIVE DECISION MAKING: Conflicts between the senior doctors and junior doctors occurred during the strike especially a situation in which Dr. Satoskar was gheraoed by junior doctors who misbehaved with her.

Alternative Solutions and EvaluationMAJOR PROBLEM: EMPLOYEE JOB DISSATISFACTION

ALTERNATIVE 1:Proper Employee Grievance Handling protocolPros:1.Mutual satisfaction of both striking doctors and authority.2.Effective medium to express feelings, discontent and dissatisfactionopenly and formally.3.Future management policies are developed.Cons:1.Time taking and sometimes it is tough to reach a unanimous decision.

MAJOR PROBLEM:EMPLOYEE JOB DISSATISFACTION

ALTERNATIVE 2: Strictly warning the striking doctors about the bad consequences of revolting against the authority, like termination of their service.Pros:1.This will demotivate majority of the striking doctors to stop the strike.Cons:1.This will bring about autocratic leadership.2.Employee dissatisfaction and loss of employee loyalty.3.It can further worsen the scenario when employee demands are not met.

MINOR PROBLEM: CONFLICTS DUE TO AUTOCRATIC LEADERSHIP AND IMPULSIVE DECISION MAKINGALTERNATIVE 1: Bridging the communication gap between the seniors and juniors.Pros:1.Democratic leadership2.All aspects of a problem are considered from all view points.Example, junior lady doctors motive behind her action should have beenconsidered before taking a strict action against her.Dr. Shelatkars past performance should have been considered before taking action against him.3.Curbs hierarchical dominance.Cons:1.Creates informal working environment.

MINOR PROBLEM: CONFLICTS DUE TO AUTOCRATIC LEADERSHIP AND IMPULSIVE DECISION MAKINGALTERNATIVE 2: Reconsidering and reviewing the actions taken by Dr. Satoskar during the sensitive environment of strike.Pros:1.Junior doctors were particularly targeting Asst. Dean implied that something is irrelevant with her behavior towards junior doctors.2.This might make the environment less tensed.Cons:1.This might overpower the juniors over seniors.2.This might also solve the problem only for a time being.

MAJOR PROBLEM:EMPLOYEE JOB DISSATISFACTIONBEST SOLUTIONEmployee Grievance Handling

MINOR PROBLEM: CONFLICTS DUE TO AUTOCRATIC LEADERSHIP AND IMPULSIVE DECISION MAKINGBEST SOLUTION Bridging the communication gap between the seniors and juniors.

QUESTIONS AND ANSWERS

What would have been the real nature of individual behaviour of the junior doctors in the context of their personal background (top ranker, the cream of the society, or people belonging to goo d families, i.e., good heredity and environment)? Ans.1Expected individual behaviour was supposed to be:Ethical (by not torturing a female lady doctor)Professional (in expressing grudges)Decent (as they were highly educated)Respectful (towards their seniors)Peaceful (as actual sufferers were the patients)

2. How far their group behaviour, as revealed in the gherao, differed from the expected individual behaviour?Ans.2 They were both contradicting each other.

GROUP BEHAVIOUR SHOWNEXPECTED INDIVIDUAL BEHAVIOUR1. Unethical as they tortured Asst Dean for 3.5 hours1. Ethical, judgment between right and wrong.2. Violent, Unruly, Rash through the gherao2. Peaceful, Decent as they were highly educated.3. Took the matter personally against Dr. Satoskar.3. Should have behaved more professionally.

3. For a better behavior from the juniors, what would have been the approach of both the seniors and the administrators?Ans.3 Democratic leadership: Dr. Satoskar should have taken opinion of juniors to know the real cause of the multiple problems prevailing, this would have bridged the communication gap between the juniors and seniors.Effective Decision Making : Dr. Satoskar should have thought about the consequences of taking stringent actions in sensitive environment of strike. The decisions should have been Reanalysed by the Dean.Proper Employee Grievance Handling to curb the strike and take remedial measures to prevent it in future.