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Advertising Case (20 Marks) ”A while ago UK’s Advertising Standards Authority (ASA) told Liverpool-based Halewood international that their ad part of a 2 million pound campaign for their Lambrini drink was too sexy.ASA issued guidelines suggesting they use balding paunchy, middle-aged men instead of someone attractive and desirable.”The ad is in danger of implying that the drink may bring sexual/social success because the man in question looks quite attractive and desirable,”   Answer the following question.   Q1. Give an overview of the above case.   Q2. 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Essential of Management   CASE STUDY (20 Marks)   A Regional Administration Office of a company was hastily set up. Victor D.Cuhna a young executive was directly recruited to take charge of the Data Processing Cell of this office. The data processing was to help the administrative office in planning and monitoring. The officer cadre of the administrative office was a mix of directly recruited officers and promoted officers (promotion from within the organization). Females dominated the junior clerical cadre. This cadre was not formally trained. The administrative office had decided to give these fresh recruits on-the-job training because when results were not up to the expectations blame was brought on the Data Processing Cell. Victor D.Cuhna realized that the administrative office was heading for trouble. He also realized that certain functional aspects of the administrative office were not clearly understood by various functionaries, and systems and procedures were blindly and randomly followed. Feedback was random, scanty, and controversial, and the Data Processing Cell had to verify every item of feedback. Delays were inevitable. D.Cuhna sought the permission of senior management to conduct a seminar on communication and feedback of which he was an expert. The permission was grudgingly given by the senior management. Everyone appreciated the seminar. Following the first seminar, D.Cuhna conducted a one-week training course for the clerical cadre, especially for the junior, freshly recruited clerks.   Q1. Diagnose the problem and enumerate the reasons for the failure of D.Cuhna.   Q2. What is Training? Explain the different methods of training.

CASE STUDY (20Marks)   A recently released survey report of Govt. of India reveals that the employability of the graduates passing out from universities is very low. Even all the graduates passing out from the Engineering Institutes are not employable. The reason cited for the same is that the requisite skill required by the various industries including mini, small, and medium enterprises, has not been incorporated in the curriculum of the universities and Institutes. Though the curriculum is good for the sake of knowledge, there is nothing for the skill development of the students. This may be because of the poor interaction between the industries and academicians. Keeping in view the large young population of India, Govt. has decided to impart skill development training to all eligible candidates in the following 3 parts (i) Basic training, for freshers and (ii) Upgrading skills training, by providing on-the-job training who are employed. (iii) World-class skill development training, for supplying skilled manpower to the world by providing world-class training.   Q1. What is the difference between education and skill?   Q2. Discuss the problem given in the above case study, and suggest the remedial measures.  

Human Resource Management   CASE STUDY (20 Marks) A project involved the creation of a Wage & Salary Program. The company had over 25 different positions without any salary structure or career ladder for the employees. Our first task was to identify the Anchor Jobs of the business, which were the positions that best represented the core competencies of the organization. We then bench-marked these positions using regional data, and in a few cases national data, and ranked the salaries of the employees in the Anchor Jobs to this data. Using an objective point system that we created, we had the managers assign points using 9 compensable factors for the Anchor Jobs and then all company positions. Next, we tallied the points for each position and assigned jobs to specific pay grades. Finally, we met with senior management to: 1. identify the company’s compensation philosophy moving forward, 2. develop a Wage and salary Manual to train managers in the new system, 3. create a methodology for adjusting salaries in the future as determined by the market conditions that affect the Anchor Jobs, 4. implement a point system for objectively assessing whether additional or changed responsibilities of a position would be eligible for a salary increase, 5. confirm our assignment of positions to the pay grades, and 6. determine how to handle Green Circle Salaries that were below the minimum of a pay grade and Red Circle Salaries that were above the maximum of a pay grade. This project was designed to use Human Resource job analysis strategies to improve the cash flow of the business. We flowcharted the process and conducted an extensive job analysis of the work required to process invoices. Usually, such invoices are mailed to clients within the first 5 to 10 business days of the new month. In this firm, invoices sat on the desks of the 15 Engineers waiting for approval for 30 to 60 days, which pushed Accounts Receivable (AR) for this firm into an AR average of 85 days. By changing the way information was gathered for the invoices and by implementing specific incentives, disincentives, and consequences for Engineers, the firm began sending out 90% of invoices within the first 10 business days of the new month, starting with the second month after the implementation. Answer the following question.   Q1. Give an overview of the case   Q2. Analyze the project work in the case and opine how the firm began sending out 90% of invoices within the first 10 business days of the new month.

Principles and Practice of Management   Case Studies Case (20 Marks) A Market Research organization was looking for a way to assess employee behaviors that were unrelated to actual job performance. In other words, every employee has a responsibility to be a “good corporate citizen” beyond doing his/her job. This firm was interested in a methodology for assessing an employee’s impact on the culture of the organization. We worked with the firm to implement our proprietary Behavior Assessment Program by working with its management to identify the attributes and values that management wanted to reinforce. We also trained the managers to implement the Behavior Assessment within the company. Answer the following question.   Q1. Discuss the importance of employee behavior assessment.   Q2. Debate the impact of employees\’ behavior on the culture of the organization  

Business Communication   CASE STUDY (20 Marks)   A high-level US executive from New York, who was being groomed to be the next CEO of a Japanese company, had a very strong New York accent. Usually, we only work with international executives, but because they needed results fast and I knew the hiring manager, we agreed to work with him. Problem: Due to his heavy accent he was perceived as less educated here in California, even though he was very smart and had an MS degree from Cornell University. To make matters worse, he worked for an Asian company whose executives came to hear his “State of the Company” speech twice a year, and they always had to pay special attention when he spoke. Answer the following question.   Q1. Give a solution to the above problem   Q2. Give an overview of the case.

Marketing Management Case Study (20 Marks) A French company Allen Sunny Perfumes has introduced a perfume under the brand name RK, named after the charismatic celebrity Ranbir Kapoor. The perfume is available in two variants, RK Silver for men and RK Gold for Women. The perfumes are priced at Rs. 5000 for a 100ml pump spray bottle. The strategy may be to capture a large number of consumers who are oriented toward film celebrities. Advertising is planned through television satellite channels and magazines. Answer the following question.   Q1. Analyze the decision taken by the company to have Ranbir Kapoor as the brand ambassador of the perfume from the viewpoint of “reference group behavior.   Q2. Discuss how the company could segment, target, and position its market.   Q3. What type of pricing strategy will you suggest for the product?   Q4. What alternative promotional media do you suggest to the company for its better placement?

International Human Resource Management   Case study (20 Marks) A Food specialty is presently headed by Nandan Vinayak. The company is doing business very well and its profits are on a continuous rise. The company has maintained a steady profitability, sales, and performance track record. The employees are mostly less paid and less educated. Most of them are semiskilled and come from nearby rural areas. Mr. Nandan is quite happy with the existing situation. He has recently launched an expansion program that has fetched him grand success. The new products of the company are highly appreciated. In discussion with his closest colleagues, he decided to institute a program of employees rewarding employees with silver potteries. The types of silver wear were to vary from employee to employee depending on his tenure of service and cadre in which he has served. Mr. Nandan felt that he would receive a grand reception on this announcement. The announcement was made on 12th October to offer Diwali Gifts to the employees. Instead, after he cheerfully presented his plan, he faced a silent group of weary workers staring back at him in near disbelief. Most of them were nervous and unhappy. They thought that this was not what they expected for the tremendous labor put in as a reward. Mr. Nandan was puzzled at the pathetic response of the workers. Answer the following question.   Q1. Analyze the case   Q2. Was the incentive scheme wrong in any way? Winning with Bureaucracy at McDonald’s (20 Marks)