Superlative Leadership – A catalyst

Abstract

Mr. Hiremath confirmed second big intercession “Samarthya†This development targeted at fusion of processes of various departments leading to the development and execution of “Systems Model†in the company. The objective of Samarthya was to ministering employees to make decisions, captivating the whole system into account, instead of centering exactly on the snags of their own department. Samarthya was advanced and executed after the remarkable feat of the first notable intervention ‘GURI’ (the first big intervention), by OD practitioners. Mr. Hiremath, with his crew associates realized the importance of being more nimble and economical in milieu of cut throat competition that SACL was stumbling upon. He proclaimed “PCGO†Providing Career Growth Opportunities’ to modify the core situation and defiance of the employees towards work. This comprised divulging leadership training and vesting employees to build decent interpersonal affiliation between managers and shop floor employees. According to his point of view, this would not only substitute healthier relationships amongst the staff but would also brand workstation an extra favorable setting to work. With prominence on shared vision, mutual respect and teamwork, the entire workforce was enthused to work with the concept “ Victories to Eveyoneâ€. The efficacy of mediations - GURI which means Aim in Kannada (2012– 2013) and SAMARTHYA (2013–14) became apparent when the attrition rate came down dramatically to 6% from 30%. This also proved great employee engagement and extraordinary organizational obligation.