AGV Crisis at The Top
Transcript of AGV Crisis at The Top
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AGV: CRISIS AT THE TOPYushan Tuo
Wang Yuan Adebukola Adewunmi.H
Lila AlkhmisNikhil John
Gouthaman Rajendran
OCT 21, 2015LEADERSHIP
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PROBLEMS ASSOCIATED WITH THE CASE
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Employee Attrition
Unprofessional Conduct
Administration Lack of Amenities
Interpersonal Conflict
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1. Employees assessment2. Mediation3. Cross-cultural Management
ALTERNATIVES
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Employees Assessment
ALTERNATIVE 1PROS
• Less time consuming
• Customized to understand individual concerns
CONS
• Standards and results are subjective
• Reduce employee morale
• Lack of experience from new employees
• High cost in dismissal
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Mediation
ALTERNATIVE 2PROS
• Confidentiality/ Privacy of results
• Impartial decision
CONS
• Uncertainty in Time/Cost
• Both parties must agree to mediate
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Cross-Cultural Management
ALTERNATIVE 3PROS
• Better understanding of org. policies
• Clear job descriptions
• Boost employee morale
CONS
• More time consuming
• Not focusing deeply on individual concerns
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Alternative Analysis Matrix
Alternatives
Decision Criteria & Weighting FactorWeighted
ScoreTime Expense Employee Morale
Ease of Implementation
Attention & Recognition
0.2 0.2 0.3 0.2 0.1
Employee Assessment
4(4*0.2)
2(2*0.2)
1(1*0.3)
4(4*0.2)
5(5*0.1) 2.8
Mediation 3(3*0.2)
3(3*0.2)
2(2*0.3)
2(2*0.2)
3(3*0.1) 2.5
Cross-cultural Management
2(2*0.2)
4(4*0.2)
5(5*0.3)
3(3*0.2)
2(2*0.1) 3.5
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Time Frame
AGV
• Mission Statement Core Values (From Day 1)• Orientation program (1 week)• Cultural training ( Once a week for 6 months)• Administrative Training ( Side-by-side once a week
for 6 months)• Conduct cultural events (During respective ethnic
events)• Reporting and documentation of all events must be
done (Every month)• Mentorship program (Free Time)• Team Retreat ( Once a year)• Rewards and Recognition ( End of the fiscal year)
Implementation
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Orientation Program:• Core values• Mission statement• Company policies (Printed in English, Odia and Manipuri)
Cultural training:• Teaching about the both cultures core values and beliefs• Sort out similarities between the two cultures and highlight them• Encourage outsiders to learn Odia and insiders to engage in teaching• Building up employees cultural training
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Administrative Training:• Restructuring- Assigning clear duties and responsibilities to every
employee• Documentation of incidents occuring in the organization• Periodic checking of duties and documentation
Cultural Events:• Conduct cultural events and festivals of both Odia and Manipuri
cultures.• Encourage employees to participatein the events. (During the
respective cultures ethnic events)
Mentorship Program:• Senior doctors will be given responsibility to manage the junior staff
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Contingency Plan bhjb
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ABOUT SERVICES CONTACTS
THANK YOU
AGV
HOMEArmaan Gramin Vikas Society
QUESTIONYushan TuoWang Yuan
Adebukola Adewunmi.HLila Alkhmis
Nikhil JohnGouthaman Rajendran
OCT 21, 2015LEADERSHIP
Created by Yushan Tuo.All rights reserved.