HRMN 495-Mini Case Study 5

1 word document and 5 PowerPoint Slides. Please read the instructions carefully and follow the rubrics

Introduction to Organization

During this course, you will be analyzing case studies for a fictional organization, ParlaTech. As we move through the course, you will learn more about the organization, its employees, and the issues that arise related to HR.

ParlaTech  is a technology company that specializes in machine to machine (M2M) communication. They offer solutions that allow a remote set of machines to send data back to a central hub, where the data can be measured and analyzed. ParlaTech's headquarters are in Maryland, but they have clients all over the world. Most of their engineers and R&D employees work in the US, but they also have a call center in Bangalore, India. 

Mini Case Study 5 Instructions

You have been called to a meeting with CEO Jacob Zielinski and Calvin Wright from Legal to discuss an issue that involves culture and conflict resolution.

First, prepare a one-page brief explaining the source of conflict and the cultural dimensions behind it. Then, you will prepare PowerPoint slides to provide employees with information about Parlatech's performance-based promotion system (as you envision it). Your presentation should clearly 

· identify characteristics of organizational and societal culture, 

· explain the conflict, 

· discuss the relevant differences in cultural values behind the conflict, and 

· describe how Parlatech will implement your performance-based system that prioritizes equity and rewarding high performance. 

Support your explanations and your promotion system with evidence from your readings and/or other research.  

Transcript from the Memo Instruction-video:

Transcript

CEO:  Thanks for meeting with me today. I asked Calvin to join us today just to make sure we are complying with Indian labor laws. We are having some conflict among the managers and employees, and I don't quite understand it all.

Legal: No problem. Glad to help.

CEO: What I'm hearing is that we can't use our normal performance evaluations to promote employees to managerial positions. Apparently, some employees are frustrated that some of the managers are younger than they are. They believe it is the result of discrimination, and they feel embarrassed at reporting to a younger person. It's not everyone, but just enough employees that we've had some conflict.

Legal: Obviously we are concerned about the age discrimination issue, but we also want to maintain our standards for promotion. I have done some research and we are legally covered to continue to use our performance evaluations and award promotions based on merit. We do need to have someone communicate this, however, and address employees' concerns.

CEO: We were thinking that you would be the best person to do this. You could travel to Bangalore and have some kind of training or workshop with the employees about the system. You would explain the performance evaluation system and how they can be promoted. You would also address their concerns about seniority and age.

Legal: Obviously, to make sure we are complying with all relevant laws and regulations, I would like to see a draft of your presentation before you travel.

CEO: Yes, and please include some background information so I can fully understand the cultural context our employees in Bangalore are operating in and differences from our organizational culture. I hope that when these employees understand our organizational culture, they can respect our emphasis on equity and performance-based promotion. 

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· CAREFULLY FOLLOW THESE RUBRICS-CRITERIA TO MAX THIS CASE STUDY

Criteria	Exceeds Standard 37.5 points
Describe impact of culture and sources of conflict.	Brief identifies and explains the differences in cultural dimensions between the US and India that relate to the source of conflict, using the literature to support the explanation.
Propose solutions to conflict.	Presentation explains clearly and in detail how Parlatech will implement a realistic performance-based system to promote and reward employees. Supports the description of the system with relevant literature.
Propose best practices for cross-cultural communication.	Explanation of performance-based system takes into consideration and directly addresses the cultural issues thoughtfully.
Communicates information clearly and professionally with appropriate supporting evidence, formatting, and grammar.	The information MUST be clearly and professionally presented, without errors in grammar or mechanics. Citations MUST be used appropriately, and the formatting MUST be correct for APA style.