RASHMI JHA(SECTION- E, 432/2018.

YEAR -1)

ISHITA SINGH(SECTION- F, 502/2018.YEAR -1)

DEVANSH JAIN(SECTION- F, 506/2018.YEAR -1)

BINDU GOSWAMI(SECTION- F, 512/2018.YEAR -1)

GOPAL COTTON MILLS LTD CASE STUDY

STEPS IN CRITICAL THINKING/ PROBLEM SOLVING MODULE

STEP – I PROBLEM IDENTIFICATION

● Lack of effective communication between the supervisor and workers

● Stubborn attitude of workers
● Overload of work on supervisor
● Lack of leadership skills in supervisor
● Mill’s overemphasis on production, less concern for on workers
● Disproportionate wages.

STEP – II Establishment of the problem.

Justification of the identified problem will establish it as a reason for concern. The root of all
problems is insubordination which in turn results in an unorganized working environment. The
workers Lack sufficient knowledge and are technologically handicapped which makes them
static and not readily accepting to changes.

STEP – III Objective related problem.

The objective is to have a seamless transition from non-automatic looms in the old loomshed to
the automatic looms in the new loomshed.also to ensure higher productivity to cover the losses
incurred in raising the capital for cost of construction and machinery.

STEP - IV Generation of alternatives

1 ​Wages-

a) To increase the wages of the worker- an increased wage is as strong a motivator as any.
Higher wage or a higher position provides a sense of responsibility among the workers and they
might feel obliged to do better for the company because inadvertently it is improving their

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quality of life. This can cause an initial spurt in the business but might fade away with time since
the higher salary is already achieved.

b) To not increase the wages, instead provide them with incentives, additional benefits like
retirement scheme, easy loan facility etc. – this would ensure that the workers stay motivated and
proactive all year round. This would also establish a sense of competition among the peers which
would highly affect the output of the loom shed and performance of the workers.

c) Monetary appreciation according to their output – basically entails awarding workers

monetarily. This would ensure that the workers stay motivated and proactive all year round. This
would also establish a sense of competition among the peers which would highly affect the
output of the loomshed and performance of the workers. It would drive them to produce
maximum output and give their best which would result in good quality products as well.

2 ​Sponsor their technical education instead of increasing their wages ​– skills of the workers will
increase exponentially. This will result in better quality products, good performance, easier
organization etc. it will also help the workers achieve proficiency which they can use anywhere.
Thus it can also be considered as an incentive by the workers.

3 ​Hire a group manager with better communication skill​ – good leaders always bring out the best
in their subordinates. The manager can keep the workers motivated and ensure higher production
rates. Due to better education and a different skill set the manager will have a different
perspective and approach to situation arising in the workplace. He will ensure that the work is
done efficiently and in an organized manner.

4 ​Recruit new workers​ – recruiting new workers will ensure that the old disorganized manner
doesn’t carry over to the new workplace. This will pull out the insubordination and lack of work
ethics from the roots.it will also help establish new set of rules and regulations resulting in an
improved working environment without any friction.

5 ​Considering the needs of workers-

a) Provide certain percentage profit to the workers. Part of company sense of belonging work
with vigor

b) Give time to workers to rethink by shutting down the mill for a few days.

STEP - V Development of criteria.

a) Time

b) Cost

c) Long lasting

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STEP - VI Evaluation of alternatives against criteria.

Criteria Time
Cost Long lasting Score
Alternative

Not time
consuming, Not cost Long 5+2=
1
therefore effective. lasting. 7
effective.

Time
consuming,
Cost Short-l
2 therefore 4
effective. ived.
not
effective.

Not time
consuming, Cost Short-l
3 6
therefore effective. ived.
effective.

Time
consuming,
Cost Long
4 therefore 9
effective. lasting.
not
effective.

Time
consuming,
Cost Short-l
5 therefore 4
effective. ived.
not
effective.

STEP – VII Prioritization of alternatives.

Priority 1 ​→​ alternative 4

Priority2 ​→​alternative 1

Priority 3 ​→​ alternative 3

Priority 4 ​→​ alternative 2 and alternative 5

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STEP – VIII Action Plan.

According to our analysis we reached on the conclusion of opting alternative 4 which entails
recruiting new workers as our action plan. This solves the issues of –

● Insubordination.
● Proper hierarchy among workers.
● Lack of initiative.
● Procrastination.

STEP – IX Contingency plan.

Since our last two plans (2​nd​ and 5​th​) have the same score, they are on the same level. but if the
business has to choose between these two, we would choose the 5​th​ plan. This is because when
the workers are given time to rethink they realize that it is important for them to work for their
survival and they will resume their work.