School of Business and Management

ORGANISATIONAL BEHAVIOUR
CIA – III

Submitted By Submitted to
Maseeh Khan Prof. JOHN PAUL.
Reg No. 2123022
Class – 2BBAH A
 INTRODUCTION

The report discusses about the interview done of a HR where group dynamics and leadership
plays an important role in management of the employees in the firm. The organizational
culture of the firm is discussed. Q&A session was done with the person on an online platform
in a video conferencing. From those questions and answers, a clear idea of organizational
culture, group dynamics, and leadership is discussed.

About the Manager

The Person we interviewed is Mr. Rajeev Mendiratta. He has a B-tech mechanical degree and
he first worked at L&T from where he then went to Wipro ,DXC,GE. He has helped create
and sold a HR start-up Zwayam Digital for 61 crores and is currently running a talent
recruitment firm called Talentola.

About the Company

Talentola works with worldwide technology companies to provide a wide range of recruiting
and selection services. Talentola understands the broad and complex employment needs of its
customers. Because they recognise the need of combining talent strategy with business
strategy, their workforce solutions are designed to move enterprises ahead. Their highly
efficient network and customer-centricity have earned them a reputation as a trusted and
successful global talent search partner.
Questions and Answers Discussed

1)Introduction of the person and the company he works at.

-Rajeev Mendiratta has worked in multiple companies. His expertise is in HR and he

currently runs a company called Talentola.

2)How many people does the group he supervise consist of.

-130 Males and Females out of which 80% of them are Women and 20% are men.

3)Description of the people he supervises in terms of their backgrounds, interests, skills and
experiences and How similar to or different from each other are they.

-Mr. Rajeev’s Business is into recruitment. Recruitment is done for lot if IT people for large
companies. His Team is quite diverse in nature and more number of women are there as it is a
women centric workspace. 80 percent women and 20 percent men are there. Workers are
from different places each having their unique culture and background. Some of them are
proficient in English, some are average whereas some are college graduates passed after their
B-coms, MBAs and all. Some are also slightly experienced. Like mothers who left in
between their work life and then came back to work. People who had career breaks got also
into his company. That’s the kind of diversity they maintain in the work. It also builds up
challenge because those who are elder wants to be regarded differently and who are slightly
younger are fun loving and relaxed with some conflicts or clashes which are common and
doesn’t create any issues. It’s like a pyramid which keeps the company’s structure firm.

4) Factors that help this group of people work effectively according to the Manager.
- Clarity on responsibility- The management shows a clear path of that needs to be
done. Roles are made clear of what is expected from them in end of the day, week
month or in a year. This makes them more productive and comfortable.
 - Compensation policy- Compensation according to the rules by which work done by
them is expected. This will make them motivated enough knowing they will get paid
for work expectations. Problems arise when employee is unclear of what is expected
from him and doesn’t know the exact scenario he/she is dealing with. Employees
should always be put in the right direction so that they work and get compensated
rather than having jealousy of their colleague if they are rewarded instead of them.

5)Causes for ineffectiveness in the group.

- Choice- The type of our economy is like in which not everyone is rich so some people
have to work hard and even sometimes do not get job of their wishes and work
unhappily
- Unclarity in Role – If the roles are not clear due to management’s inefficient way of
showing the path or due to the employees understanding level, the work will be done
infectively.
- Personal clash vs Professional requirement- A person who always enjoys his life,
do whatever he wishes to but due to economic instability have to join a job then
she/he does not work productively and efficiently because it is against their wish.
Their heart and mind are in different places
- Introvert- Work done will be infective if the employee is introvert because he/she
will not be able to work efficiently and communicate with proper skills required to
communicate with the customer.

6)Mr. Rajeev’s experience where there has a conflict in the group.

-Conflicts are regular in the company. People work from Monday to Friday in the firm and
want the rest of the time as their personal time which they can enjoy but as a leader
sometimes he has to tell them that they have received an order from a customer which is very
urgent and have to be done by Saturday. This makes a conflict in the minds of the employees
as they have to work extra. They joined firm to work Monday to Friday, 8:30 to 6 PM then
they have their personal time so definitely they will ask why they should work more. Maybe
they would have wanted to go somewhere have a party, dinner or anything. These situations
come once or twice in a month but still it creates a thinking in the mind of the worker that
employer is bad and management is not good. This leads to bad relationship between
employees and employer. Conflicts also occur between the employees, like arguing on a
certain situation where one interferes in another one’s work, or someone copies somebody
else’s work. These conflicts happens naturally and are common but also the employees
gradually move on from these conflicts.

7)How the groups of people deal with the conflicts and whether they require management’s
intervention and if management intervenes then how it alleviates the crisis.

Conflicts usually require a third party to be solved. By nature if two parties are at conflict
than it automatically means a third party is required to intervene. Also conflicts are solved
when the two parties communicate or are forced to communicate. Both of them have different
views so after communication the doubts are cleared.

8)What are some of the strategies that you constantly adapt in order to ensure smooth
functioning of the group.
- Role clarity and Structure clarity- Give clarity of structure of the company and
functioning so that there is no doubts on the end of the employees and they work
efficiently.
- Building a culture- Creating a healthy working environment. Rewarding the
performances which were excellent and correcting the non-performer by mentoring or
training.
- Building positive environment- It is very hard for an employee to say thank you and
sorry to their co-workers. A positive environment creates healthy attitudes and makes
positive relationships between the employees and each one appreciation each other’s
help.

9)The factors that contribute towards a positive and conducive environment for employees.

-Appreciation-Similar like the strategies previously discussed, rewarding the employees who
excel in their work, culturally remaining humble to them, respecting their backgrounds and
commenting on their positive attitude, praising them and thanking them. These stuff create a
very conducive working environment in the company.
-Empathy- When someone has personal problem which is actually genuine and asks for
leave by the company, their grievances are heard. Empathy term became more significant
after the covid as earlier company used to think that the man is bluffing and avoiding the
work. After covid people did realise that health is very important and is more valuable.
Listening to the problems of workers creates more positive environment.

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