Recognizing Influential Mentors

TABLE OF CONTENTS
Page Number
01. Acknowledgement 02
02. Executive Summary 03 - 05
03. Problem Statement 05 - 06
04. Answer for Question (a) 07 - 09
05. Answer for Question (b) 10 - 13
06. Answer for Question (c) 13 - 14
07. Annexure I 14 - 16
08. List of Group Members 17
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01. ACKNOWLEDGEMENT
In performing our assignment, we had to take the help and guideline of some respected
persons, who deserve our greatest gratitude. The completion of this assignment gives us
much Pleasure. We would like to show our gratitude Mr. C. H. Liyanage, Module I
lecturer, IPM for giving us a good guideline for assignment throughout numerous
consultations. We would also like to expand our deepest gratitude to all those who have
directly and indirectly guided us in writing this assignment.
A special thank of us goes to my colleague or team members who helped out in
completing the assignment, where they all exchanged their own interesting ideas,
thoughts and made this possible to complete our assignment with all accurate
information. We wish to thank our parents for their personal support or attention who
inspired us to go our own way.
At last but not the least we want to thank our friends who treasured us for our hard work
and encouraged us and who made all the things possible for us till the end. We thank all
the people for their help directly and indirectly to complete our assignment.
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02. EXECUTIVE SUMMARY
The purpose of this report is to recapitulate how Rolex Mudalali was managing his
businesses towards accomplishment of his goals with 2000 employees under his
Paternalistic leadership skills, how his retirement plan was taken place, Pre and post -
retirement strengths and drawbacks which resulted falling down his Empire at the end.
Rolex Mudalali’s School education has confined up to grade 6 only and never has read
management books or doctrines written by management gurus. However, at his age 50 he
is the leading businessman in the hill country owning the largest and one and only state of
art biscuit manufacturing plant in country with over 2000 employees working for him.
His product had a 70% market share in the local market and exported his products to 20
countries. In addition to his main business, he had many other business interests in couple
of trade lanes. He always believed in people and treated his employees are the best assets
he possessed. This could be the main secret behind his success. He maintained many
financial and nonfinancial tools to keep his employees influenced. Inspired motivated and
retained in the organization in accomplishment of goals and objectives. Some of tools he
used for this purpose are as follows.
 Distribution of dry rations pack worth Rs. 1000 to his employees every month
 Payment of employees above the market rate and 3 months’ bonus before Sinhala
and Tamil new year
 Grant of Soft loans for employees who have completed more than 5 years in the
company in order to purchase motor bikes and Gifting of the best employees a plot
of land each year
 Awarding of Scholarships for children of employees who are selected to
universities and distribution of school books and other accessories for most needy
children of employees to help them in education
 Maintaining of open door policy for his employees
 Not recruiting of professional managers to run his business but to trust on his
existing senior most staff deploying them as supervisors
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 Visiting of production floor every morning with his white attire exchanging a few
words with workers he meets
With above he always maintained Love and affection by his employees towards him and
kept them worked very happily delivering max results
While taking his utmost effort to keep his business growing well, he was dreaming to
hand over his business empire to two children who were send to India for their mastery
education in IT and Fashion Design upon their return and enjoy his retirement. Though
he is a conventional business personality, this would clearly prove his visionary thinking
of the future market requirement and its volatile nature by selecting above courses for his
children. However two main failures highlighted in his story are as follows.
1. Not training and developing of his employees for the next level after his retirement
and this is clearly proven during his post retirement period after handing over the
business to his educated children
2. Appointment of his IT qualified son as Director Operations and Fashion Design
Qualified Daughter as Director Marketing and overnight handing over them almost
100% responsibility of his business without proper training and orientation
program.
During the pre-retirement period of Rolex Mudalali his business went all along well but
after handing over the business to his two Children it started falling down owing to the
following reasons in addition to the above two main reason
 Hiring of various employees at senior and manager level without aligning it to
financial, Human resources and prevailing business strategy.
 Spending Rs 1m for fixing a digital sign board showing the Vision of which no
Mission has been properly focused to accomplish same.
 Mixing of Foreign consultants with people in the production line which was
perfectly fine before
 Employees to attend Series of seminars and devoting their time for endless
meetings in the work floor with various disciplines
 Introduction of incentive scheme based on individual productivity and announcing
of performance appraisal based annual bonus scheme in lieu of existing systems
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