EWC IOB Case Analysis

Case Study Analysis: - Indian Overseas
Bank
Q1. What were the challenges perceived by Jain at IOB?

 Yogaish Chand Jain, National banking general Manager at Indian Overseas
Bank handling all the operation of Northern region was not satisfied with the
working ways of Workplace and Office. So, he decided to bring change, but
during the process of change, he perceived many challenges to make the
Workplace more effective.
 The first challenge he faced was the bridge gap between old employees
and the new recruiters as it was creating a lot of problem in bank. The new
recruits were excellent with the academics but they lacked competence and
were not ready to take the responsibility. Whereas on other hand, old
employees’ expertise in taking responsibility were withdrawing themselves
from the same. There was reluctance to interact from both sides. New
employees were not ready to take the help from older employees for their
problems and neither older employees were having any interest to help them.
Both generation lack Imagination which is an important factor for
organizations’ growth.
 The second challenge for him was to use the human resource creatively
and come up with innovative business models that could reach to the vast
segment of underserved customers and ensure the increment in revenue.
Maintaining revenue and utilization of employees goes hand in hand.
Deregulation and competition from private players had made customer
market and approaches innovative.
 The third problem he faced was that customers were distrusting and were
removing their saving bank account because of frustration that they were
facing in the service of the bank. Customers are the most important factor of
business. And therefore, by maintaining the good customer relationship, the
success rate of business will increase. It is a crucial factor for the success of
business. Stabilizing the customer relationship was very important too.
Critical areas were manpower, recruitment, career planning, training and
skill development, reward management. All of these problems were caused
due to lack of motivation. By providing incentives, recognizing the work
done by the employees will boost their performance.
 Therefore, to improve the condition of the organization, Jain had to faced

many challenges and had to tackle all the challenges. It was difficult for him
to convince them to stay energetic while at work.
Q2. How does the Rang de Basanti campaign help employees raise their
performance level?
 Rang de Basanti is a movement for self-improvement. This was started to
motivate employees towards their work. “Youth of the year” award was
given to the best employee every year under this campaign. The main motive
behind the campaign was to bring change the change through exemplary
courage and enthusiasm. Jain introduced this campaign and to be surprised,
all the employees were really excited to work.
 The employees were given the score on the basis of their work performance.
They were rated 1 to 10 accordingly. They were rewarded with the
incentives or employees of the week tagline. Everyday brought new element
of surprise, new product was launched. It led to increase the competition
among employees and the change for good cause can be seen in the
environment. To maximize their own point, employees came up with
different strategies. This bought an innovation in every area of the business.
 Employees were able to convince the customers. They were not only able to
convince them but were also to open the various account in their bank which
has led to increment in the sales of the bank. And it has also led to increase
in the bonding between customers and employees. Also, employees learn the
concept of cross-selling and up-selling which had lead to long term customer
relationship.
 This at the end, boosted the confidence in the employees and also led to the
reduction in the gap between old generation and new recruits. It has brought
many innovations and also helped to increase the revenue of the bank.
Q3. How does interpersonal relation play a significant role in improving

performance?
 Interpersonal relationship explains the link or bond between the people
working together. These association can be between the team members or
between the co-workers of the firm. It is important to maintain and build
relations with other employees. Communication makes the bond stronger. It
directly effects the performance level of the employees. Easier the
communication is, effective and higher the performance. An organization is
the place where decision is not taken by a single person. Everyone consent is
necessary for that. And to get the consent, the communication needs to be
simpler. Working in isolation can find their job very tedious and boring.
 Peers can positive as well as negative impact on one’s performance. It

depends on the co-workers or the team members. Every members of a group
can play the role of a critique for each other works. Increasing the efforts can
improve the end results.
 Another reason for maintaining good interpersonal relation is to create

harmonious relation and healthy work culture in the workplace.
 In case of IOB, we saw that there is lack of co-ordination among employees

which has led to reduction in the sales and has affect the organization.
Interpersonal relation was hampered somewhere in the organization. When
Jain introduced the Rang de Basanti Campaign, whole workforce strived
with the energy and were working towards the betterment of the
organization. Diverse workforce turned into a unity workforce. A discipline
was created in the organization. Every employee strived for higher
performance reward as healthy competition was raised.

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Case Study Analysis: - Indian Overseas

Q1. What were the challenges perceived by Jain at IOB?

 Therefore, to improve the condition of the organization, Jain had to faced

Q3. How does interpersonal relation play a significant role in improving

 Peers can positive as well as negative impact on one’s performance. It

 Another reason for maintaining good interpersonal relation is to create

 In case of IOB, we saw that there is lack of co-ordination among employees

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