Case Study: Analyzing Conflicting Values at Parivar IT Services Firm

This case study solution discusses the conflicting values within Parivar, an IT services firm, highlighting issues such as differing leadership philosophies, lack of formalization, and high employee turnover. The analysis suggests Sudhir Gupta should formalize the organization, hold regular meetings to address employee concerns, and provide thorough training for new recruits. The solution recommends a team structure design and a simple structure design to foster collaboration and manage the organization effectively. The case study emphasizes the importance of balancing a voluntary culture with a structured approach to ensure employees follow ethical guidelines and work towards common goals, ultimately improving employee retention and organizational performance. Desklib offers a variety of resources, including similar case studies and solved assignments, to support students in their academic endeavors.

Running head: CONTEMPORARY MANAGERS CASE DISCUSSION 1
Contemporary Managers Case Discussion
Student’s Name
Institutional Affiliation

CONTEMPORARY MANAGERS CASE DISCUSSION 2
Several conflicting values are evident in the outlined case in regard to the organization
design. To start with, the leaders seem to view Sudhir’s philosophy as expensive. They also do
not seem to agree on both the professional and personal matters which prevail. Moreover, the
managers do not seem to have effective listening skills as is expected and do not show the new
recruits the right ways of behavior in the company. Clearly, there lacks formalization in the
organization as the employees and the managers engage in casual talks and they also seem to
argue on the issue of formalizing culture. Also, there is dismal in the case as retention of
employees at Parivar is also a problem that prevails as they exit after a short period of time. In
addition, the culture at Parivar is voluntary hence the employees do not listen to some of the
senior managers.
I would offer some advice to Sudhir Gupta in regard to solving values that conflict in the
organization. For instance, I would advise that Sudhir should ensure there is a formality in the
organization so that the employees can listen to all senior managers’ regardless young or old.
Also, Sudhir should ensure they hold regular meetings to identify issues affecting them to
minimize the rate of employee turnover. Also, new recruiters should be undertaken through
training to ensure they familiarize with the policies and regulations at Parivar. Moreover,
friendly relations should be enhanced to increase the competitive advantage in the organization
(Williams, 2015). The voluntary culture should not be upheld to ensure that the employees
follow the strategic code of ethics to ensure they all work towards a common goal (Burton, Obel
& Håkonsson, 2015). Also, Sudhir Gupta should not overdo his love for culture to ensure that an
attentive and caring climate is facilitated. In that case, the needs of employees will be met hence
there will be high retention.

CONTEMPORARY MANAGERS CASE DISCUSSION 3
Based on my background knowledge, it is evident that there are several organizational
designs which can be proposed in any organization. Therefore, in regard to the case provided, I
think the team structure design is the most suitable at Parivar. Clearly, a team structure design
involves where employees work as a team towards a common goal (Santos, Pache & Birkholz,
2015). Every organization has groups which are assigned duties to perform specific functions in
an organization (Foss, Lyngsie & Zahra, 2015). Therefore, since Parivar has a voluntary culture,
it is important if the teams work as they decide on effective ways of conducting tasks. Therefore,
Sudhir Gupta should ensure that other is a team leader in every group who monitor the
innovations. Another suitable design at Parivar is the simple structure design. This type of a
structure involves low departmentalization, little formalization, centralized authority, and a wide
span of control. This type of design is suitable for a small organization where the manager is the
owner who controls every activity. However, in future, Parivar will develop and move out of this
simple design and be more complex.

CONTEMPORARY MANAGERS CASE DISCUSSION 4
References
Burton, R. M., Obel, B., & Håkonsson, D. D. (2015). Organizational design: A step-by-step
approach. Cambridge University Press.
Foss, N. J., Lyngsie, J., & Zahra, S. A. (2015). Organizational design correlates of
entrepreneurship: The roles of decentralization and formalization for opportunity
discovery and realization. Strategic Organization, 13(1), 32-60.
Santos, F., Pache, A. C., & Birkholz, C. (2015). 5 Making hybrids work: Aligning business
models and organizational design for social enterprises (Paper IV). Christoph
Birkholz, 153.
Williams, C. (2015). Effective management. Cengage Learning.