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                  SEMESTER  SPRING  2013

        HUMAN RELATIONS (MGMT611)               ASSIGNMENT NO. 02

Due Date: July 11th, 2013

Marks: 20

 

Assignment:

Mr. Omer left the company when his boss refused to reward his outstanding performance with managerial responsibilities. Mr. Omer a determined and intellectual employee has been working as a customer relationship representative with Vibes, a small software firm in Karachi. At Vibes, employees are encouraged to increase and attain detailed knowledge of what they love to do. Mr. Iqbal, the President of Vibes says that, “We strongly believe in hiring of those people who have thirst of becoming a skilled worker rather managers. We compensate people who perform duties that are nearer to their actual work. Vibes provides competitive compensation package to its employees.

Vibes makes sure that every employee must contribute towards the product development by coordinating their work activities and making decisions freely. Tag-line “Experience: The Heart of Effective learning”, acts as the major benefit for employees by strengthening their resumes. Their appraisal’s major points are based on completing their actual task on time, readiness to accept difficult assignment and being creative and proactive in their actual work.

But as the number of employees was slightly increasing, the company had to ponder upon the matters which previously were ignored such as elevations to higher levels. For this purpose, company promoted few of its extraordinary employees to managerial level. In the customer relationship management department, one of the outstanding employee was delegated the responsibility of supervising the group. He was assigned to review the support system by making sure that customers are getting immediate and appropriate responses and by delivering the report of customers’ requirements to prescribed departments for abridging gaps. 

But this setup did not work out for the company. It was analyzed that this manager role was needless and so employees must keep working as a group by transferring leadership responsibilities among themselves monthly. This work setup did not create any conflicts between employees. The President said that, “When you promote one employee from a group of capable employees, it makes the rest of the employees feel stuck in the queue, causing a lock to upward movement. But as our company encourages continuous skillful learning, we are offering expansion in careers for everyone. Although we must have to think about the long term prosperity of our employees and company but, elevation may not be a reason enough right now.”

Questions:

Identify the career path of Vibes? Which career advancement strategies or attitudes Vibes is focusing on to achieve the desired career path? Explain with reasons in context of the given case.

Which component of new model of career advancement is adopted by Vibes?

 

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Replies to This Discussion

Initially you used to move from lower ranks to upper ranks in an organization. This strategy has undergone

a change now. Now the emphasis is given on learning new skills instead of relying only on skills you already

have. As the change in environment help learning new things, that is why you should learn to appreciate the

change of doing different jobs in the same organization

  • Self Assessment Tools: This is the first technique that is widely used by organizations in their efforts to career management of their employees. This is a career exploration tool where individuals complete self-assessment exercises and fill information about their skills, interests, competencies, work attitudes and preferences, long and short term goals and obstacles and opportunities. The whole exercise helps them understand their own desires and aspirations and likes and dislikes.

these are advancement tools dera

that vibes is using in career advancement

I think the question is wrong.

Only people can have career paths, how can an organization like Vibes have a career path. It is a trick question to fool us.

U R right amjad

this teacher have nothing idea to question

lets see

1.carrer path chose by employee himself

2. aik hi question ko 3 dafa aik he sentence mein pooch raha hai

is ki pehli assignment bi fazool thi madam sahaba kee

I think all 4 components of the new model for career advancement are justified.

what are the 4 components. kindly share

in lecture  number 31

New model of career advancement

1. More emphasis on horizontal growth, with a focus on new learning.

2. More emphasis on temporary leadership assignments.

3. Climbing the ladder of self-fulfillment

4. Being promoted as much for learn-how as know-how.

not all 4  will used

according to   assign case these  t9ow bets   fit

1. More emphasis on horizontal growth, with a focus on new learning.


4. Being promoted as much for learn-how as know-how.

ya   wali opt ( 2. More emphasis on temporary leadership assignments. ) used nai ho  ge   because in case

the company had to ponder upon the matters which previously were ignored such as elevations to higher levels. For this purpose, company promoted few of its extraordinary employees to managerial level. In the customer relationship management department, one of the outstanding employee was delegate the responsibility of supervising the group. He was assigned to review the support system by making sure that customers are getting immediate and appropriate responses and by delivering the report of customers’ requirements to prescribed departments for abridge gaps. But this setup did not work out for the company.

and jub hum is opt (1- More emphasis on horizontal growth, with a focus on new learning.) ko follow kartay hain to ya wali use nai ho ge (3. Climbing the ladder of self-fulfillment ) because they are againist each other one is  increase then other is low

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