Eezee Business Machine Case Study

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Company overview:

Eezee Business Machines (EBM) is a sole proprietor firm established in 1990 and owned by Mr Ravi Bhatia.
EBM is a 25-year-old hardware, IT sales & services, and premium business partner of Hewlett & Packard, and IBM; and a brand retailer of Compaq, Sony, CISCO, Dell, Microsoft, D-Link, Cyberoam, and Samsung. The company also provides licensed software, Audio-Visual systems, and computer peripherals.
This assignment focuses on the human resource department of the company to analyse and evaluate its efficiency, and the extent of its contribution to the organisation’s success.
The author assisted Ms. Jahnvi, EBM’s Human Resource head to evaluate and analyse the following tasks.

Introduction:

In any organisation, people
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At EBM, the team working under the leader is inspired and motivated by the promising ways and a realistic vision shown by the leader to bring a change in the company. Just by stating tasks and telling people what to do doesn’t inspire the employees to get up and achieve their goals, the company’s common goal – this is what separates leadership from management at EBM.
Focus
Work focus: Since even managers get paid, too, considering they are subordinates to others (owner of EBM, directors of EBM), they tend to be more work focused. They finish a certain task because they get something in return (pay, rewards)
People focus: Leaders at EBM are people focused, in a way that they are able to get people under their umbrella. Not too friendly with their team, but enough to influence them and make them work under the leader. This also does not mean that they are not work focused.
Out-take on tasks
Comfort: Managers or management style at EBM seeks comfort, that is, they do what they are told to do and their methods go by the books. Initiative taking and risk taking is
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Money is needed for them to be able to fulfil the need for food, water and shelter. The leaders at EBM cannot utilise this space much to motivate its employees. It’s not in the owner’s hands to instil that motivation to satisfy physiological needs.

¬ Safety needs:
Encouragement of a sense of safety and security in the team by letting them know that their efforts are appreciated.
At EBM: If mistakes are made, it is considered as the employees’ learning experience and they’re comforted or encouraged to right their errors and try again. By doing this, the owner at EBM avoids the employee feeling unconfident and wondering if he/she may get fired, that otherwise may decrease the motivation and productivity.

¬ Social needs:
Work place is not a social event, but people who work together must be friendly and kind, and at the very least courteous, polite and civil.
At EBM: Lets say at EBM if the owner is managing a team of its employees, he knows that his behavior and actions are represented and looked forward to. Promotion and appropriate treatment of each other by simply being nice to people is shown by the leader or the owner at

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