Michael Fernandes at Nicholas Piramal Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Supervision

The reporting of the daily business activities were a problem in the company. Ananth was made the supervisor of the two companies representatives namely Ian Grundy from Avecia, whereas, Veronica Scherrer-Pangka from Torcan. It was noted that before the acquisition of the two companies by Nicholas Piramal, Torcan, a Canadian firm was acquired by Avecia. Even at the particular point of time, the practices and the work performed by Torcan was not interfered by Avecia. The two companies worked independently but there always remained a coordination between the two companies. However, in this case the situation is different. Nicholas Piramal wants every details regarding the business development of the two firms and reporting from two representatives. Ian Grundy feels that he has been demoted from his original position and is frustrated by the company’s movements. Although, Scherrer-Pangka is dissatisfied regarding the company’s involvement in its business practices.

Relationship with Boss

Apparently, the role of the Director or the CEO of the company has not been defined, but the role of Ananth as the supervisor has been described. Ananth is the Director of the global business development department for Nicholas Piramal which deals with the company’s customers all around the world. Ananth has seven personnel working in his team in the United States. He has 15 years of experience in the same company and has been working in the similar position which provides him the command over his job responsibilities. However, Ananth had a manufacturing strategy of ‘cradle to grave’ which was very much acknowledged by its overseas customers. He can be sometimes impatient and hustle up the work to increase the pace of the work. However, the particular work attitude is not been liked by Ian Grundy nor Scherrer-Panka. The management philosophies of both the West and the East have been underlined in the particular scenario as Grundy despises the particular strategy from Ananth, whereas, Ananth wants everyone to report him of the company’s progress through any means without considering the management philosophies of both the companies (Schermerhorn, Hunt, & Osborn, 2011).

Working Conditions

The working conditions are tense as Nicholas Piramalrequires the work to be according to the company, whereas, Avecia and Torcan wants their companies to be left alone and shall only be accountable for their own piece of work. Overall, there are safe working environments that do not needs the requirement for safety and health measures (Schermerhorn, Hunt, & Osborn, 2011).

Salary

The element of salary or remunerations are no concerns for either of the party involved in the potential conflict. The two individuals did not specifically mentioned about the payments issues which resulted in the conflict and are satisfied with their particular payment structures provided by the company and it is considered as a positive sign (Schermerhorn, Hunt, & Osborn, 2011).

Relationship with Peers

The relationship of Grundy, Scherrer-Pangka, and Ananth is not good for the future of the company as it poses threats in the progress of the company because their job responsibilities require making customers and to offer them the respected deals. Grundy’s and Ananth relationship is below satisfaction level as Grundy does not like the Indian action-oriented policy applied by Ananth. He believes that a particular decision in the business development requires thorough analysis and a certain period of time while evaluating the entire decision process. However, Ananth believed in more rigorous and aggressive approach in which hustling concept is very much inevitable. Therefore, Grundy involves the head of the Custom Manufacturing Operations (CMO) in to the particular problem and complies with him about making Avecia as a separate entity in which Grundy shall be provided full responsibilities. Grundy wants power in his firm so he could manage the operations his way. He considers that the concept applied by Ananth in dealing with customers would probably tends to decrease the amount of customer. The relationship of Scherrer-Pangka was not severely intense, however there were reporting issues and the lack of sharing of knowledge from the both sides. Scherrer-Pangka was a hardworking and a dedicated individual and wanted full attention to her clients (Schermerhorn, Hunt, & Osborn, 2011).

Security

The job security was not well defined by Nicholas Piramal, however the company did not released the employees of the company when it had the chance of changing the management of Avecia and Torcan. The company believed that the change in the management would cause further distractions inside the organization which would not allow the companies to perform effectively. Therefore, the element of being recruited away or to get frustrated from the original position can cause the individuals to leave the organization which was worrying Michael Fernandes.....................................

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