Answer the below questions from this case study, more in detail for these questions

1) Is it possible to change the attitudes of employees? What are the methods you can use to change the attitudes of employees? Discuss in relation to the given case study. 2) Evaluate the leadership role of the Head of HR by using appropriate concepts relevant to OB

Personality & Performance

Mr. Buddhika Kuruppu assumed duties as the Head of Human Resources at Bovitiya Tea Plantations about six months ago. Over 3000 are employed in this organization. The Company has commenced new Strategic initiatives and keep changing its structure, processes, culture and almost all the facets of the organization in consistence with the new strategic direction to face the challenges of the competitive business world. The management, having felt the need to use the human resources successfully, recruited Kurupu as the Head of HR to handle the Human Resources Division of the company as the management of the company felt that proper HR policies and practices will undoubtedly be the need for effective implementation of the Strategic Plan of the Company. Buddhka is a person with determination to achieve the targets given to hm. by the company. He believes that if theres a problem there is a solution to fix it. He is generally a friendly person and has the knack to win the hearts of people. But he is also very firm when it comes to dishonesty of people.

Kurupu was able to design a proper Strategic Human Resource Plan for the company with the support of the Senior Management, Line Managers and Staff of the HR Department. Furthermore, he identified that the major targets have to be completed along with the strategic plan of the company. Of all the targets of the HR Division to be achieved, installation and implementation of an HRIS system is a very important target. It is scheduled to be finalized in about one and a half years. Although this is a very complicated difficult task, he was of the firm belief that he could carry it out confidently with his experience in his previous work place. He took this as a challenge. He realized that much had to be done according to the work schedules and targets he set for himself and his division. He discussed his plan with the staff in his division numbering over 30. The work plans were rescheduled together with their views and opinions.

He did not forget to obtain advice, guidance as well as the involvement of staff of the IT Division. At the discussion different tasks were entrusted to different officers with target dates. A committee consisting of three members of the staff was also appointed to lead supervise the completion of the project. Amila was appointed as the Team Leader of the Committee. One member of the committee was Thilanka Amarasiri from the IT division. Buddhika, explaining the importance of his share of work to Thilanka , further added that his contribution is of great importance for the success of the project. Thilanka an officer from the IT division readily accepted the responsibilities of his duties. He agreed to share his technical knowledge and agreed to work in cooperation with others. He too felt that his experiences and capabilities would enhance if he takes part in this project. Buddhika realized that the contribution of Thialnka is very valuable for the success of the project and he is keen to support the HR to complete the project as planned.

Buddhika reviewed the project at the end of every fortnight. Although the contribution of Thilanka from the IT division was excellent he realized that Amila did not contribute sufficiently for the project.

At the progress review meeting held at the end of three months Buddhika questioned Amila about his contribution. Very disgustingly he came out with the fact that he does not get the maximum support of the line managers and also that the staff of the HR division do not execute their share of work satisfactorily. After a lengthy discussion the Head of HR summoned Amila to his room. He questioned the reasons for not implementing the work as scheduled once again. staff in my division do not listen to me. They do not complete their share of work on time. Other Managers do not give the required information on time. Only 30% of the employeeinformation data have been collected so far was his response. Buddhika asked him Amila did you participate in the training given by the IT division.

Yes, sir but I cannot understand certain technical stuff

Amila but you do have an IT Diploma, dont you?

Yes, sir but since I did not use what we learnt I have now forgotten most of it? Amila replied again.

Amila we have only a little time left to complete the job we will have to work hard with more responsibility Buddhiuka advised Amila again.

Buddhika recognized that the personality and his attitudes of Amila has some impact on his performance. He also knew that a persons ability to learn, perception, attitudes and personality affect the performance of a person.