Assistant Manager Human Resources
Learning & Teaching Fellow (retired)

Dear Senior,

pls help me to solve below case study..

Joseph a plant level worker has been twenty years of experience, in Zeal Zink Ltd, a large scale industrial establishment in Maharashtra. He is hard working, competent, punctual and reliable employee of Zeal Zink Ltd. He is having good interaction and interrelation with his superiors, co-workers and other members in the organization. The management has better impression and appreciation about his performance and commitment. The only disagreement the management has on him is his affiliation to one of the trade unions in the organization. Management didn’t have any impression towards the existence of trade unions within the organization as they believed that trade unions are to mislead and exploit the work force and a big hurdle in the smooth progress of the organization.
To make Joseph more work oriented, management decided to promote him to supervisory level. The promotion decision is beyond his expectation. He found himself very happy with the situation and felt obliged to the management. Only hard working, competent and skilled employees are promoted to the higher position. The supervisory positions in the organization have better compensation packages, power and authority in relation to the responsibilities. Joseph highly motivated to work for the organization and felt highly obliged towards the management. He acquired better acceptance and recognition in the supervisory position from his superiors and co workers within short span. He performed his duties in accordance with the expectation of the management.
As per the official communication, Joseph met one of the senior level officials Mr. Kiran in his cabin. Kiran detailed new responsibilities and tentative targets to Joseph, inducing management expectation on him. After making some formal discussions, Kiran started informal discussion with Joseph enquiring employee’s welfare, satisfaction level and many other topics. He enquired about Josephs family members also. During the conversation Kiran also enquired about Joseph’s trade union activities and his strong affiliation to them. He informed Joseph that management is unhappy about his trade union affiliation, as he performs a managerial role in the organization. He demanded the gradual separation from the trade union and asked him to work for the management for better career. Kiran asked him to think about it and take a decision without loosing time. Reserving his comment on Kiran’s demand, Joseph returned to his plant.
Kiran’s demand to quit the trade union membership was really disappointing to him. He has of the feeling that to protect his rights and privileges; all along trade union has been with him. With the existence of trade union, employees feel safe and secure in their job. Many questions aroused in his mind, that “shall I quit the trade union? Is it fair to quit the trade union as they supported to me in many contingent situations? Will the management support me in my future? Do they follow their promises? Who am I, a Worker or a Manager?… as there is wide disparity between employees and employers? As many employees have similar experience in the past, is it safe to do so? Many conflicting thoughts made him more confused to take appropriate decision in this matter.
Though he had plenty of information about management approach towards employees in the organization, he decided to take a decision in favor of management, considering future prospects. As an initial step he started getting aloof from many of the trade union meetings and activities in the organization. The trade union has close observation about their party men. They observed the changes in the attitude and behavior of Joseph. Trade union leadership demanded clarification from him. Joseph continues to get aloof from the trade union activities by showing some personal grounds and engaging himself more on work activities. He informed management that he started his gradual separation from trade union. Management become quite happy about his decision and extended full support in his occupational career.
Having a peaceful mind, with a decision to involve the work more, as a managerial supervisor, he started his newly allotted task. His new task required more members and that to be accomplished as a team. Supervisors form different department also took part in the task performance. Though the members worked as a team there they had to follow the timely instructions of the senior managers. They don’t have that much of freedom and autonomy to take decision on production and to take initiatives to achive the target with better alternative measures. As per the guideline of the top management they have performed their duties and responsibilities. Joseph and other supervisory members worked hard to get the predetermined result, as expected by the management.
The annual production statistics published. The department where Joseph has been working reported low level performance. The inspectors pointed out problems that related to quality level. The top management as usual flayed junior – middle level mangers and supervisors who are in charge of the department, low level performance. While the middle and junior level managers, as usual, redirected those allegations to the supervisors and members in the department, showing their sheer negligence and lack of commitment on their part. The supervisory members especially Joseph who all along worked hard to get better output, disagreed with the allegation made by the superiors. He has of the impression that, after all they simply followed the instructions of their superiors. The supervisory members decided to meet top management to inform them the real facts. They drafted a memorandum and handed over the same to the top management officials, indicating the real situation that went on poor outlay.
After two days top management asked Joseph to meet Kiran, the Senior Manager in the organization for further discussion of the problem with due consideration to the memorandum. Kiran informed the top management decision about the issue that they totally dissatisfied with the performance of the supervisory members. During the meeting, Kiran informed Joseph that, as a step to curb the situation and maintain the quality of the production, top management decided to transfer few of the supervisory members to the other departments and taken decision to transfer a few members from this organization to the sister concern. The transfer list contains Joseph’s name also. Kiran informed Joseph that, his knowledge and competency are not sufficient to handle new responsibilities as it require more training and attention that he required to get it from other organization. Kiran also informed Joseph that management decided to withdraw extra incentives that extended to them as the nature of transfer is more of a training program and punishment one.
Joseph shocked to hear management decision in this matter. He got totally depressed about the management decision. He felt that here management has shown their vested interest, partiality to protect middle and junior level managerial members. They try to protect management members from negative consequences and corrective measures from the top. He management decision to transfer him and his fellow supervisory members to different departments in other sister concerns is a measure to marginalize and victimize them. He could not find any justification on the part of management. Joseph felt that instead of understanding the problem in an impartial way management tried to resolve the issue by developing new strategies that safe guard the management and victimizes the members. He felt that the attitudes of the management always behave as ‘big bosses’ and never going to change. He felt that mangers do not have any intention to support employees in their crisis.
Joseph became more aggressive decided to continue his membership in trade union and forwarded the complaint to trade union indicating the victimization.
1. Is the management’s attitude towards the trade union justified?
2. Does the annual decline in the yearly production reflect Joseph’s inefficiency as a Manager?
3. “Business World indulges in Organizational Politics by showing carrots of Career Planning”. Comment.
4. Does this case reflect Joseph as a poor decision maker?
5. How theory of equity and theory of expectancy related to this case study?


From India, Thana
Please do not expect others to find solutions for you. However, if you make an attempt and post your answers, someone might be kind enough to give you some feedback.
From United Kingdom
Dear Renuka, Don’t shed your load to others. Gandhiji is our farher of nation, you must read book about his life. Hope this will help you in your life. Regard’s Shaikh
From India, Bhubaneswar
Dear Shaikh,
i knew Gandhiji is our Father of nation,definitely i will go for your suggestion,as an MBA student i know that to solve the case study i need to put my effort first.
i have solved some questions below pls suggest me the accurate solution for this.even i am unable to solve question no.5
5. How theory of equity and theory of expectancy related to this case study?
pls guide me for this...
1] No, Management didn’t have any impression towards the existence of trade unions in the organization. They believed that trade unions are to mislead and exploit the work force and a big hurdle in the smooth progress of the organization. In Joseph’s case management do not have any intention to support employee in their crisis. In this situation trade union not only help employee in their crisis but also to ensure the workers security of employment by realizing retrenchment and victimization likely to them. Trade union play major role to protect the workers interest and more specifically to avoid their exploitation, even trade union improve the workers working condition by securing compensation and other welfare benefits.
Hence, this case deals with the management attitudes towards the low and middle level trade union. They took Joseph a plant level worker to supervising level but Joseph doesn’t understand the management strategies to eliminate trade unions. Management should understand today trade union can get best professional assistance. There has to be fair treatment from the Management to trade union. If the proper coordination is made between trade union and the management of the organization the smooth conduct of the business activity is assured.
2] The annual decline in the yearly production does not reflect Joseph’s inefficiency as a manager. Joseph’s is hard working, competent, punctual and reliable employee of Zeal Zink Ltd because of his performance and commitment management promoted him on supervisory level. He performed his duties in accordance with the expectation of the management. He is very efficient worker of the organization even to complete his newly allotted task he took support of different department supervisor. Through all has worked as a team there they follow the timely instruction of senior manager. As per the guideline of management they performed their duties and responsibilities.
Joseph and others work hard to get the predetermined result as expected by management but annual production shows Joseph’s team low level performance. The Inspector describe the problem which are related to quality level but the middle and junior level manager blame Joseph’s team for annual decline of production. It doesn’t mean that Joseph is a inefficient worker. He was working as per instruction of his superior, which is quality assurance department’s responsibility to check the quality of production.
4] Yes, Indeed Joseph is a poor decision maker. Management offered Joseph promotion but for that they demanded the gradual separation from the trade union. Joseph knew that trade union protect rights of employee, giving security to their employment and even supported them in contigent situation but then also he decided to go to favour of management, When management blame Joseph’s team for low performances then he came to know about management view towards worker.
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From India, Thana
dear Simhan,

As per my knowledge i have describe both the theory below..

Equity Theory--Equity Theory attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships.it is considered as one of the justice theories.The belief is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co-workers and the organization.Equity is measured by comparing the ratios of contributions and benefits of each person within the relationship
The three primary assumptions applied to most business applications of Equity Theory
# Employees expect a fair return for what they contribute to their jobs, a concept referred to as the “equity norm”.
# Employees determine what their equitable return should be after comparing their inputs and outcomes with those of their coworkers. This concept is referred to as “social comparison”.
# Employees who perceive themselves as being in an inequitable situation will seek to reduce the inequity either by distorting inputs and/or outcomes in their own minds (“cognitive distortion”), by directly altering inputs and/or outputs, or by leaving the organization.

Expectancy Theory--
expectancy theory says that an employee will be motivated to exert a high-level of effort. The theory focuses on three relationships.
1. Effort-performance relationship:
The probability perceived by the individual that exerting a given amount of effort will lead to performance.

2. Performance-reward relationship:
The degree to which the individual believes, that performing at a particular level he or she will attain the desired outcome or expectations of his employer.

3. Rewards-personal goals relationship:
The degree to which organizational rewards satisfy individual personal goals or needs and the attractiveness is of those potential rewards for the individual.
a lot of employees think their maximum effort will not be recognized in their performance appraisal. The reasons are their skill level may be deficient, which means that no matter how hard they try, they are not likely to be a performer. The organizations performance appraisal system may be designed to assess nonperformance factors such as loyalty, initiative, or courage, which means more effort will not necessarily result in a higher evaluation.

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Have a nice Weekend.


From India, Thana
Dear all,
Please note that it is essential that students read, digest and summarise in their own words to demonstrate that they can not only read and understand but apply, analyse and synthesise the information that they have read (preferably, with an example). Merely reproducing information found on the web like in the above message, is not enough. For example, Equity theory was found at
Equity theory - Wikipedia, the free encyclopedia
and Expectancy theory at
http://citeman.com <link updated to site home>
Please see bloom's taxonomy of learning domains - bloom's learning model, for teaching, lesson plans, training cousres design planning and evaluation for defenitions of different stages of Cognitive Learning.
Have a nice day.

From United Kingdom
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