Case- 01: Organizational change at Bass Taverns

Summary: Bass taverns experienced considerable change, the idea here was to create around
twenty separate pub companies. They would be loosely based on geographical boundaries. The
main benefits to be gained from radical decentralization were seen as the development of
strong local identities. Assessment criteria were not used for recruiting staff into the senior
positions in the new structure; thus the eventual outcomes of the change initiative differed
from those planned at the outset. All those processes were changed the nature and outcomes
of the Bass Taverns.
Question-1: Why did Bass Taverns initiate the organizational change initiative described in the
case study? What were its main features?
Answer: Bass Taverns initiate the organizational change initiative because of following benefits:
To be gained from radical decentralization were seen as the development of strong local
identities.
More effective team working
Increased organizational flexibility
More entrepreneurial behavior and greater innovation

Main feature of change Initiative:
Taverns initiate the organizational change initiative and their main features ware to certain
mandatory requirements though would have to be met such as among only the Bass Taverns IT
infrastructure complying with certain company requirements such as in the area of cash
management, and uploading corporate terms and condition of employment.


Question-2: What are the main implications of the restructuring process at Bass Taverns for
managing people at work?
Answer: The main implications of the restructuring process at Bass Taverns for managing
people at work would be the creation of a learning community across the twenty or so
companies.
Question-3: To what extent did power relations within Bass taverns influence the nature and
outcomes of the change process?
Answer: Obviously Power relations within Bass taverns influence the nature and outcomes of
the change process those are given bellow:
It created around twenty separate pub companies.
Each company loosely based on geographical boundaries.
It made radical decentralization that were seen as the development of strong local
identities.
Assessment criteria were not used for recruiting staff into the senior positions in the
new structure.
In this way, the eventual outcomes of the change initiative differed from those planned at the
outset







Case- 02: The implications of testing for drugs at work
Summary: Pharmaceutical Company Medwell Chemcare. They had an aim to be a market
leader in the development and trialing of controversial new drugs. Medwell has a Substance
Misuse Policy that applies to its entire staff. So that every staff stay way from drags.
Question-1: Consider the stated reasons given in the case for the introduction and
implementation of the drugs and alcohol policy at Medwell. Might there have been other
considerations at play here, and if so, what might they have been?
Answer: Medwell Chemcare has already introduced and implemented the drugs and alcohol
policy within this company. Further, they need to be implemented the some policy which are
given below:
Company may appoint psychologist
Manager may behave friendly with employees in cse of the drugs matter and giving
chance to give up the drugs.
Offer the attractive incentive for those employees who will stray way from drugs and
alcohol.
have a plan for approaching a worker who is under the influence of drugs or alcohol
provide an awareness program about the misuse of alcohol and other drugs, together
with
information about referral procedures, counselling and support services

Company may establish Random employee testing while random testing can help
maintain a drug-free workplace, employers should keep in mind that 'random' isn't
necessarily synonymous with 'surprise.



Question-2: Should organizations have the right to dedicate employee activities outside
working hours, and, if so, what considerations would mitigate an employees right to privacy
and freedom of action? Should Kathy been sacked for engaging in legal activities in
Amsterdam?
Answer: Organizations have the right to dedicate employee activities outside working hour.
Because every worker has minimum human right and they work hard work in the organization.
For this reason, an organization can be promoted globally. So every organization should provide
the legal right in work.
Retaining issue of Kathy at work place: Kathy was the sales administrators; he also tested
positive for cannabis and been dismissed. But, she had recently returned from a trip to
Amsterdam, where she had smoked legally. So organization might think about to retain her
because she gave up to take alcohol. As we know she is a experience worker.
Question-3: If you were James line manager, what actions, if any, would you take? Would you
argue for his retention, and if so what points would you make to the HR Director? If you were
the HR Director, what position would you take with regard to Kathys and James case?
Answer: If I were James line manager that time I would try to find out the cause of taking drugs
throughout the personal discussion. I would give the mental supports and motivate to give up
the drugs. In the same time, I must request to the HR Director to retain him, because he is a
talent and productive employee. And I would try to get understand to HR Director that it was a
weekend night thats why he took some beer just for recreation.
If I were a the HR Director would take some initiative in Kathys and James case.In the James, I
would try to retain him because he took just beer in weekend night which is very normal drinks
even his work performance is above the average level.
In the same time, I would dismissed to Kathy because she took cannabis which was not a
normal alcohol even her performance below the average level.

Question-4: What are the main advantages and disadvantages of Medwells drug and alcohol
policy as a tool for enhancing its business performance?
The main advantages and disadvantages of Medwells drug and alcohol policy as a tool for
enhancing its business performance are given below
Advantages
Company can use the experienced employee (after completion of a recovery program)
without having to hire and train someone new.
Reduce On-the-job Accidents.
Increase Safety for Other Employees and Customers
The employee benefits from the freedom from drug addiction as well as financially,
emotionally, and spiritually.
Protect the company from potential reputational damage.
Workers who abuse drugs pose a safety risk in the workplace
drug test employees to ensure a sense of fairness
Disadvantages:
Random workplace drug testing may foster resentment among employees who feel this
practice violates their right to privacy
Losing the revenues
decreasing the work performance
they loosing the experienced worker
it increased the recruitment cost
Initially that was very hard to handle their duties and responsibilities.




Case- 03: Recruiting and selecting staff at Thomas Cook
Summary: Thomas Cook is a travel agent, his business is very cost conscious with the quite low
margins, but staff turnover. I the same time, he wanted to promote his brand and recruit the
emplo0yee without any hassle. Therefore, he communicated with employment agency and
government employment agency to be done effective way.
Question-1: Identify other industries experiencing high staff turnover and low margins that
might operate on a similarity cost-conscious within these industries. To what extent do they
replicate these methods, and how would you judge their effectiveness in terms of securing and
retaining effective employees?
Answer: The main goal of a business is making the profit, thats why productive employee
much needed to produce product in effective way. If the turn over of employee is very high
within an organization that have great affect in producing products. So, organization always try
to minimize the employee turnover.
Some companies of Bangladesh those who are facing higher staff turnover & low margin are-
Candle factory (Shamim com. LTD.)
Polti-firm industry
Akij Bidi Mills Ltd
Agro-Fertilizer com

I have some found from research about above company that the employee turnover very high
due to less salary, less job security, irregular payment, bad working environment and poor
relationship with management, insufficient job tanning. If the employer fulfill those
requirements then employee may retained into the job.

Question-2: How effective are the approaches taken by Thomas Cook in promoting their brand
and in securing employee commitment? What might they do to improve in both areas?
Answer: Thomas Cook may take some approaches to promote their brand and in securing
employee commitment. Those booming approaches given below:
Making the recruitment process wholly on online until the interview stage. Online
recruitment is cost effective.
Always make up date update own companys website(job vacancy, different types of
offer)
Controlling employment agency costs this approach is the introduction of preferred
supplier lists.
Working with two local government funded agencies. This is useful way for the
organization to judge whether an individual might prove to be a suitable employee,
even though he or she may not have all the necessary experience on paper.
Thomas Cook may take some other approaches to avoid the recruiting and selection process
that might improve the both area. Those are given bellow:
Hire the right people for the job
Show appreciation
Do exit interviews
Offer skill testing
Hire the right people for the job
Application blanks
Written Tests
Medical examination
Application blanks

Question-3: You need to compare two companies recruitment process in Bangladesh? What
are the similarities and differences in approach? To what extent do both employers recruit for
fit or skill?
Answer: I am considering Grameenphone & Robi Axiata Ltd to compare their recruitment
process in Bangladesh. The success of a Telephone company depends largely on the quality of
services rendered to the clients. Thats why both of company try to recruit and select the
people in very efficient way those are given bellow:

Recruitment and selection process of Grameenphone:
Recruitment:
The recruitment practice is done mainly on two standard procedure of recruitment. They
usually carry out in-house recruitment and/or post online job ad posting. They
usually recruit fresh graduates and allow them to grow in the company. Applications
received are carefully filtered and usually call a handful of candidates for the post.

The Selection Process:
The selection process has two steps firstly there is a written test. Candidates are tested
basically on job related skills and their analytical ability along with some open ended questions
relating to their psychological behavior. Selected candidates are called up for an interview
within a week. The candidates must appear in front of an interview panel usually consisting of
four members: f r om t he HR depar t ment as over seen by t he MD, Chai r man,
Gener al Manager and Admi n Managers. The candidates are tested for their basic
knowledge about the subject matter, their interpersonal and communication skills,
and their abilities to work in a team environment. Candidates after final selection are
offered jobs along with the contract, which they need to sign before joining the job.

Recruitment and selection process of Robi Axiata Ltd

Recruitment:
Interested candidates within the company can apply for a vacant position but they have to
follow all the steps which are followed in external recruitment process. Robi gives
advertisement in their Robi Career Site and also in www.prothom-alojobs.com and
www.bdjobs.com. They do not take hard copy of CVs because it makes the CV sorting time
consuming. There are six steps involved in the recruitment and selection process of Robi. Upper
level recruitment is more complicated than entry level position. Candidates who have previous
work experience are preferred.

The Selection Process:
Candidates who have previous work experience are preferred. Selected candidates have to pass
the medical test for being recruited. After joining the organization, first six months are counted
as probation period. After six months, if the employee performs well then he is provided with a
confirmation letter. From this time onwards, the employee can enjoy every benefit that the
organization offers. For reducing inefficiency in the process, each step is cross checked by
another person.

Both are company very renowned telephone company even they are recruiting and selection
process mostly similar. Although, recruiting and selection process are stronger than Robi.