Dear HR’s Pls find the attachment .
10th August 2008 From India, Pune
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File Type: doc Case Study Sheila.doc (25.5 KB, 6051 views)

India, Pune
Hr Executive
India, Ludhiana
India, Pune
Manager Hr
+4 Others

hi .............
nice case study...........
i don't think sheila is utilizing delegation...............
as she always busy i doing administrative work...........why she should not appoint a clerk to do all that.........or assigning the work if clerk is already available in the work...............she should attend onle imp visitor rest can be attended by her 'quiet time' is lunch time when you want no interupption during it...............she should not assign all her work but do the imp things herself and assign to others what she think can be done by other departmental members..................
10th August 2008 From India, Ludhiana
hi manna
You have explained very nicely
i m agree wid u c shuld be hire a clirk for all general work like attending phone calls,drafting of letters nd others gen work..nd c no need to meet every visitors,c must be believe on their juniors as in certain cases we found boss doesnt believe on their subordinates.
and i think ...c must be prepare action plan,make plans to follw up frm their juniors wat they have assigned nd wat they have completed ( In a specific time)...
i hope for more nd more comments on ths.

10th August 2008 From India, Pune
I think she is not making effective use of delegation. Delegation is does not mean just to assign the task and get it done by the employees is more about to empower the employees so that they can become capable to perform their job effectively. After delegating particular task or responsibility she should identify the key points of the project or dates when she want feedback about progress. She need to assurance that the delegated task or project is on track. And identify the measurements or the outcome she will use to determine that the project was successfully completed. (This will make performance development planning more measurable and less subjective, too.) In this way she can be able to do effective delegation and at the same time it will help her to do the employees performance review
11th August 2008 From India, Pune
8-)thr is another case study on time mgnmt, can u pl share ur views................
22nd August 2009 From India, Ahmadabad
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File Type: doc Generl Management.doc (130.5 KB, 1435 views)
Hi I could not download the case study about Sheila fully some portion seems to be missing. Could you please repost it Regards Ahmar
11th October 2012 From India, Delhi
Dear Members,
Whoever has posted the case studies on Time Management has committed a very big crime. These case studies have been prepared by me Archana Bhatt for a customized training on Time Management for a Corporate House in Ahmedabad. I am sure that the person who has posted these have undergone my training on Time Management. These case studies were discussed in class for the purpose of training.
The case studies are Shaila, Mr. Prabhakar, and all others. The ids are of members who have posted are abhi16march and mit123.
This is unethical and I request the gentlemen to stop such practices and publicly apologize for such action to me. My mail address is I hope this message will be taken seriously by the two members.
Archana Bhatt
Soft Skills Trainer and HR Consultant
8th December 2015
Hi Manna,
Thanks for your beautiful answer. But one thing I don't angree with u about "quiet time". For my opinion, "quiet time" should be there in the morning, for the first hour of your working day. It's the time manager need a quiet momment to sit, plan and decide what should be done for whole of working day. "Quiet time" and "break time" is definetely different. Especially, manager should open his door in the lunch time to go our, relax, and contact with subcoordinates, employees, to talk openly and friendly to them, to understand even about their lives beside works.
1st November 2016 From India, Bengaluru

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