CIRCUMSTANCE Diagnosis And Feedback For Adhikar

 CASE Diagnosis And Opinions At Adhikar Essay

COMPANY CHANGE AND

DEVELOPMENT

MGT 4830

CASE:

DIAGNOSIS AND FEEDBACK BY ADHIKAR

GROUP MEMBERS:

 NUR SYAZWANI AHMAD

 SITI RAFIAH AYUB

 SYAIHAZLIN TASLIM

 NUR AQILAH JAMALUDIN

1114544

1117976

1111422

1137126

SUMMARY

Non-governmental organization (NGO).

Head quarted in Jharkhand, India.

Founded in 1985 by Rajan Mishra.

Against the unjust distribution of

wealth, assets or electricity.

Adhikar's Scope Of Work

Weisbord's Six-Box Unit

Q1

Based on data provided in the case, what's

your examination of the situation at Adhikar? Is

the organization in trouble? In the event so , the length of

the problem? Is definitely the organization " doing

great? ” That is certainly, are all the information presented

only symptoms of a business that is

young and growing?

Approach to collecting data:

Interviews with each of the planners

Field check out

Memos and report familiarization of the

organization

Observation

Concerns raise from the data collection:

A. Structuring

B. Goal

C. Romantic relationship

D. Management

E. Rewards

• Adhikar is not really struggling but if the

issues remain unsolved, it might affect the

health of growing business in future.

• Most of the problems raised are only a

symptoms of business that is youthful

and developing.

QUESTION two

Design the feedback conference. What is

the goal of the getting together with? What is

the agenda? How can you present the

data?

PLANNING

• Disperse copies with the feedback record in

improve.

• Consider substantive concerns in advance.

• Make sure virtually any technical question about

your data can be discussed.

• Strategy introduction to the feedback area of

the conference.

CONTENT OF FEEDBACK

Relevant

Understandable

Descriptive

Identifiable

Timely

Limited

Significant

Relative

Unfinalized

1 . Purpose of the meeting:

• To act as both mirroring (feedback) activity

as well as a forum for initiating dialogue and

communication throughout the various models and

members of the organizations.

2 . Agenda of the conference:

• To provide the conclusions from the interview and

the observations.

DELIVERING DATA RESULTS

Weisboard's Six-Box Model

PURPOSE

Agreement on objective

COMPOSITION

Lack of clearness on framework

Centralization versus decentralization

RELATIONSHIP

Lack of skill

Old or new

No proper inauguration ? introduction for new staff

REWARD

Differential Pay

Issue of Reliability

HELPFUL COMPONENTS

Role of reporting

MANAGEMENT

Acceptability of women leaders

Subsequent rung of leaders after a charismatic

beginning leaders.

ISLAMIC PERSPECTIVES

a) Fair treatment

Those happen to be your friends [workers under you] who are

who are around you, Allah offers placed these people under you. So , anybody

of you has an individual under him, he should feed him out of

what he himself consumes, clothe him like what he him self puts

in, and let him not set so much burden on him that he could be

not able to keep, [and if that be the case], then simply lend the

help to him. (Bukhari, Zero: 2359)

The Prophet (sws) also said:

I will be foe to three folks on the Last Day: one of these

being the one who, when he employs somebody who has

accomplished his work, does not provide him his thanks. (Bukhari,

Zero: 2109)

The wages in the labourers should be paid to him prior to the

sweat dries upon his body. (Ibn Majah, Zero: 2434)

b) Trust (Amanah/I'timan)

" To ye that believe! betray not the trust of Allah and

the Messenger, nor misappropriate knowingly

items entrusted to you personally. ”

(8: 27).

" Allah doth command you to render backside your

Societe to those who they are due; and when en

judge among man and man, that ye assess with

proper rights: verily how excellent is definitely the teaching which usually

He giveth you! intended for Allah is He Who have heareth and

seeth all things. ” (4: 58).

THANKS

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