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O.B Interview

The document discusses an interview conducted with Megha Rajgarhia, the owner of a textile production firm. The interview covers how she handles conflicts within her team by listening to both sides, trains underperforming employees by providing new skills and technologies, and gives bonuses during Diwali to motivate employees while avoiding conflicts.

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kimice5490
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34 views8 pages

O.B Interview

The document discusses an interview conducted with Megha Rajgarhia, the owner of a textile production firm. The interview covers how she handles conflicts within her team by listening to both sides, trains underperforming employees by providing new skills and technologies, and gives bonuses during Diwali to motivate employees while avoiding conflicts.

Uploaded by

kimice5490
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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ORGANIZATIONAL BEHAVIOUR

CIA III

ANAND RAJGARHIA

2BBAHONCR A

22211211
Report/Individual Analysis

With the assistance of my group, I did a fascinating and


educational interview with a really resourceful person.
He provided us with some insightful and useful
recommendations based on his knowledge and skills in
his field. Megha Rajgarhia is who she is. She and her
husband currently live in Surat, where they launched GP
Fashion and Farmers as a textile production firm. At
present, this business has grown to include three more
branches, one of which is in Surat. There, they have two
factories that make textile embroideries, as well as a
retail store where they also conduct business wholesale.
They have a staff of about 40 people working them.

During the Interview, I observe that Ma’am has good


communication skills, Knowledge of work, Empathy and
self-confidence and will-power which make her a very
good Leader.
AIM

The assignment's goal is to comprehend the


different types of challenges a manager faces
when managing a team of more than five
individuals with diverse backgrounds and
cultural perspectives. It also aims to provide
managers with solutions to these challenges
and help them better understand the dynamics
of their teams in a real-world organisational
setting.
Q.1 Conflicts happen unusually but certainly can be
resolved. So how do you handle conflicts which
happens within your team and has it ever happened a
situation where you successfully resolved a conflict.
Her answer on this was very simple and easy to understand,
she stated that in her company, conflicts have not been
frequent, but if a conflict arises, they believe in hearing both
parties' perspectives before concluding. They believe that
conflicts always happen between two parties and that it is
essential to identify the issues and take a standard approach to
resolve them. The person emphasizes the importance of
listening to both parties and not giving an answer based on
apparent statements. Conflict can arise due to power struggles,
personality issues, poor communication, lack of clarity with
expectations or guidelines, lack of clear jurisdiction, personality
differences, and time constraints. The person's approach to
conflict resolution aligns with the philosophy of hearing both
parties' perspectives before concluding, which is a crucial
aspect of conflict resolution.
Q.2 What procedures do you follow to help
underperforming team members improve?
Ma’am gives the answers by an example that their company
has opened a new factory, and with the new factory, they need
to have new skills and technologies. Embroidery machines are a
significant tool that requires a month of training to understand
how to use them. The person mentions that they have regular
designing training for the designing teams and core workers to
uplift their skills. The company believes that they need to have
all the latest machines in their factory to be competitive in the
market. The statement highlights the importance of having the
right skills and technologies to be competitive in the market.
Advances in technology may displace certain types of work, and
people need to have the skills that will be needed in the job
market of the future. Employers expect employees to pick up
new skills regularly, and workers will require reskilling of six
months or less. Workers can improve their performance by
learning more skills, paying more attention to productivity and
quality, taking better care of all machines and equipment,
avoiding absences and lateness, and working harder. The real
change will not be the stereotypical model of technological
unemployment, with robots displacing workers in the factories,
but increased employment in small shops, quintessentially
human skills.
Q.3 Have any changes in team composition or
leadership have affected team dynamics?

Ma’am shared one incident about Diwali, that bonuses are


essential to keep employees motivated and confident.
However, giving bonuses to one person and not to others can
create conflicts and make them feel bad. The company needs to
have a mechanism to award bonuses based on the
performance to avoid conflicts. Employee benefit incentives,
such as bonuses, are used by companies to reward employee
achievements and maintain high productivity levels. To attract
and retain the best employees, companies provide a package
that includes compensation, incentives, and benefits.
Recognizing and celebrating holidays of other cultures and
religions is an important aspect of creating a diverse and
inclusive workplace. Celebrating Diwali at the workplace has
emerged as one of the annual workplace traditions in Indian
workplace. Companies like Bajaj and Infosys do give appraisals
at the end of March and bonuses in April. In contrast, the
company gives bonuses during Diwali to employees.
Recognizing and respecting employees' beliefs and cultures is
essential to creating a positive work environment and
promoting diversity and inclusion.
LEARNINGS FROM THE INTERVIEW:

• She has excellent communication skills and a rapid


reaction, which was the first thing I discovered and
observed about her. In order to become a
successful leader, aim to always enhance your
leadership-related talents.
• Make decisions based only on evidence and
reasoning.
• Try using the advice to alter your behaviours.
• Team members must work effectively together
and interact for the shared organisational goal to
be accomplished.
• Personal growth and organisational growth are
favourably correlated. Instead of working alone,
we learn and acquire experience when we operate
as a team.
Problems that we as group has faced

• We had five people working on the project with us,


thus there was a coordination issue. The primary
issue was that the manager's interview was
scheduled at the exact same time as ours. We had to
modify, which was challenging, but we managed to
do so.

• Inadequate equipment: We have to do screen


recordings because Google meetings do not allow to
everyone do it at once. Sometimes there was a
sound problem also.

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