Group Rainbow

Case Study Report

The Stress of Caring

Submitted To:Dr. Saleena KhanAsst. Professor & Chairperson, OB & HRM AreaIMT, Nagpur (Maharashtra)

Submitted by-

Group 1: Section B

ANIMESH SINGH GAUTAM (2012065)ASHISH DHAR (2012077)CHIRAG BANSAL (2012101)DEVANSHU DIVYA (2012105)DEVOTSO MAULIK (2012106)DHARA MEHTA (2012107)ESHANI ROY (2012113)

INTRODUCTION OR SYNOPSIS OF THE CASE

The case is about Rajdhani Nursing Care, an organization facing a massive change. Founded in1972 it was originally started with only 2 nursing homes but later on the company became very successful making consistent profit building 30 more units and by today it owns 220 facilities.

As growth has continued, some problems can be easily seen which tells that there’s plenty to worry about. Like, “it’s very difficult to find well-trained people with right attitude”. Major problem which mainly thrives is not with the staff, it’s with Rajdhani’s focus on filling the beds.

When certain interviews were carried on, we came to know that there are problems which are to be addressed. Some problems were “demanding patients”, “working full day on the desk and getting aches all over”, injuries to the staff members etc. which were been in the organization.

Now it’s on Rajdhani to use such development methods as AI, asking employees about their concerns and suggestions for future, scheduling flexibility so that they could have an ease on the working environment.

OBJECTIVES OF THE CASE ANALYSIS

To understand the organization culture thriving in the Rajdhani Nursing Care.

To understand the complexities faced by the employees and how to tackle with them.

To understand how to get pace with the work effectively making some significant changes based on the AI process.

Discussion Questions

1. What do the data on the employee injuries, incidents, absences and turnover suggest to you? Is there reason for concern about the company’s direction?

2. What are the most common forms of resistance, and which would you expect to see at Rajdhani?

3. What advice would you provide to the board of directors for creating leadership strategies? What leader behaviours should nursing home directors and nurse supervisors demonstrate?

Analysis & Solutions

1. Looking towards the data, when it comes to compare over the data with the previous year one, it has shown a frequent increase over the passing year which is a matter of concern. Major changes are scene in “Incidents per Patient” & “Absentees”. There is a reason for concern about the company’s direction because the organization is indeed in a need for change towards its management else future may be very much hazardous and increasing patients might affect the efficiency of workers as well leading to more and more failures.

2. Most common forms of resistance people may face at Rajdhani are:-a. Fear of Loss- Some employees may fear losing their jobs with

impending changes if “new technologies” would be introduced to ease up with patients or even “computerized working” would also affect the people who don’t how to operate.

b. Fear of Failure- Some employees fear changes because they fear their own failure. They even fear that may be changes would result in increasing workloads, increase task difficulty and even performance expectations.

c. Politics- organizational changes might also shift the balance of power in the organization. They may be threatened to the employees aware of the technology changes which will lose them political advantages.

3. The Board of Directors should first focus on the “ODC (Organization Development Cycle)” which is carried out through 3 stages such as Diagnosis & Need Analysis, Intervention & Follow-up. They should begin by identifying where the pain in the organization is, what it is like, how long it has been happening and what has already been done about it.

The leader then should carry out a “Survey Feedback” which is a widely used intervention method whereby employee attitudes are solicited using a questionnaire.Finally they should follow the Lewin’s Change Model to carry out 3 important steps:-

a. Unfreezing- Reducing forces to status Quo.b. Moving- Developing new attitudes, values & behaviours.c. Refreezing- Reinforcing new attitudes, values & behaviours.

ConclusionRajdhani Nurse Care is a very interesting case which tells us about managing the change in the organization. Change depends a lot on the organisational culture. An organisation resistant to change does not serve the purpose of its employee. In addition to it the time required for implementing a change also affects the willingness of the firm to work for the change. If there is a high power distance prevalent in the organisation, such organisations are very resistant to change.

Managerial Learning’s

Organizations could not succeed in today’s world without making frequent making and up gradations.

There is a change of focus from care to the number of beds. The moral and ethical values of a manager should not vary just to match high profits. This will disrupt the culture of the organization and will shake the platform on which the entire organization is built upon.

Resistance to changes should be properly handled by the managers to maintain uniformity within the organization and the workers.

Adaptiveness, Flexibility and responsiveness should be the main characteristics an organization should thrive on.