netrashetty
Netra Shetty
Ecolab, Inc. (NYSE: ECL; known as Economics Laboratory prior to 1986)[1] is a St. Paul, Minnesota based sanitation supply company founded in 1923.
The company provides sanitation and pest control supplies, foodservice equipment repair and parts, food safety services and consulting to restaurants, hospitals, food and beverage plants, laundries, schools, retail and commercial properties.[2] With sales of $5.5 billion and more than 26,000 sales-and-service associates, Ecolab Inc. is the global leader[3] in cleaning, sanitizing, pest elimination services, food safety and infection prevention products and services. Ecolab delivers comprehensive programs and services to foodservice, food and beverage processing, healthcare, and hospitality markets in more than 170 countries.
Ecolab sells chemical products used by beef and poultry processors to reduce pathogens, such as E. coli and salmonella, on uncooked beef and poultry
Role competition adds an element of nastiness to role overlap conflicts. Groups come to see themselves in competition with each other and no longer believe there is a solution to their conflict. They are ready to fight, to beat the other guy, or seek revenge for past insults. This happens between the group of Cottingham and Dancer. Since the group of Dancer believes that the group of Cottingham has nothing to do with their responsibilities, problems or conflicts arise.
Aside from interpersonal conflict between Dancer and Cottingham another conflict that can be seen in the case is intergroup conflict. This conflict refers to the collective incompatibility between two or more divisions, departments or subsystems in connection with tasks, resources, information and others. In the case of TVN, intergroup conflict is present between the group of Cottingham and the group of Dancer. has rightly indicated that, “while intergroup conflict implies each member of a group is in conflict with those of another, quite often the actual dispute is carried out between representatives (e.g., department heads, or labor-management negotiators)” . Like the conflict between Cottingham and Dancer.
A “law of intergroup conflict” states that all groups are in partial conflict with each other. Intergroup conflict is inevitable in complex organizations. “In complex organizations having differentiated subsystems with different goals, norms, and orientations, it appeared that intergroup conflict would be an inevitable part of organizational life
Not only do human resources provide the competitive edge, but several recent studies have
confirmed that the quality and innovation of HR practices impact business results. These studies
were able to draw a correlation between increased quality of HR practices and increased business
success. Among other benefits, HR alignment with mission accomplishment increases HR’s
ability to anticipate its customers’ needs, increases the agency’s ability to implement strategic
business goals, and provides decision-makers with critical resource allocation information.
Finally, HR alignment is a vital process to advance agency accountability. By defining, main-
taining, and assessing HRM goals and measures, communicating them throughout the agency, and
using the information to make management decisions, agencies are able to ensure that the
management of human resources contributes to mission accomplishment and that managers are
held accountable for their HRM decisions in support of mission accomplishment.
HR Mission Statement at PTC:
To lead the organization in enhancing its human capital and creating a winning
environment where everyone enjoys contributing to the best of one’s ability.
PTC will achieve this by:
• Inspiring and motivating its people.
• Developing its people to strive for higher standards.
• Driving an open minded and enterprising corporate culture where people through
leadership at all levels dare to dream, dare to try, dare to fail and dare to succeed.
• Attracting and recruiting the best talent fulfilling customer’s expectations.
Human resource department will continue its effort towards nurturing a winning
corporate culture and building organizational capabilities by ensuring that its people at all
levels are both able and willing to perform at consistently exceptional levels. At PTC the
people have been empowered to a large degree by minimizing out dated rules /regulations
and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and
talent .The top team continue to play its role in providing the guidance and support to
people at all levels. The HR (people’s) function ensures that it leads the transformational
change by nurturing a climate, which would help in converting the huge potential at
disposal of the company into world-class performance.
The active and effective role played by HR in people development at different levels
organizational, departmental and individual is considered in PTC to be one of the most
critical factor leading to the development of a winning corporate culture. The effort
continues to be directed towards developing the skills of the shop floor employees,
improving competencies of Business Support Officers (BSOs), and enhancing the
leadership qualities of managers.
Plan for People Development:
• Continue to nurture strong, open minded and caring leadership at all levels with an
enterprising spirit of “Dare to dream… Dare to try to try…dare to fail …and dare to
succeed”.
• Ensure to develop people at all levels, both in terms of skills to undertake
challenging assignments and the “will” to take greater responsibilities.
• People at all level take charge for their development and constantly look fo
The company provides sanitation and pest control supplies, foodservice equipment repair and parts, food safety services and consulting to restaurants, hospitals, food and beverage plants, laundries, schools, retail and commercial properties.[2] With sales of $5.5 billion and more than 26,000 sales-and-service associates, Ecolab Inc. is the global leader[3] in cleaning, sanitizing, pest elimination services, food safety and infection prevention products and services. Ecolab delivers comprehensive programs and services to foodservice, food and beverage processing, healthcare, and hospitality markets in more than 170 countries.
Ecolab sells chemical products used by beef and poultry processors to reduce pathogens, such as E. coli and salmonella, on uncooked beef and poultry
Role competition adds an element of nastiness to role overlap conflicts. Groups come to see themselves in competition with each other and no longer believe there is a solution to their conflict. They are ready to fight, to beat the other guy, or seek revenge for past insults. This happens between the group of Cottingham and Dancer. Since the group of Dancer believes that the group of Cottingham has nothing to do with their responsibilities, problems or conflicts arise.
Aside from interpersonal conflict between Dancer and Cottingham another conflict that can be seen in the case is intergroup conflict. This conflict refers to the collective incompatibility between two or more divisions, departments or subsystems in connection with tasks, resources, information and others. In the case of TVN, intergroup conflict is present between the group of Cottingham and the group of Dancer. has rightly indicated that, “while intergroup conflict implies each member of a group is in conflict with those of another, quite often the actual dispute is carried out between representatives (e.g., department heads, or labor-management negotiators)” . Like the conflict between Cottingham and Dancer.
A “law of intergroup conflict” states that all groups are in partial conflict with each other. Intergroup conflict is inevitable in complex organizations. “In complex organizations having differentiated subsystems with different goals, norms, and orientations, it appeared that intergroup conflict would be an inevitable part of organizational life
Not only do human resources provide the competitive edge, but several recent studies have
confirmed that the quality and innovation of HR practices impact business results. These studies
were able to draw a correlation between increased quality of HR practices and increased business
success. Among other benefits, HR alignment with mission accomplishment increases HR’s
ability to anticipate its customers’ needs, increases the agency’s ability to implement strategic
business goals, and provides decision-makers with critical resource allocation information.
Finally, HR alignment is a vital process to advance agency accountability. By defining, main-
taining, and assessing HRM goals and measures, communicating them throughout the agency, and
using the information to make management decisions, agencies are able to ensure that the
management of human resources contributes to mission accomplishment and that managers are
held accountable for their HRM decisions in support of mission accomplishment.
HR Mission Statement at PTC:
To lead the organization in enhancing its human capital and creating a winning
environment where everyone enjoys contributing to the best of one’s ability.
PTC will achieve this by:
• Inspiring and motivating its people.
• Developing its people to strive for higher standards.
• Driving an open minded and enterprising corporate culture where people through
leadership at all levels dare to dream, dare to try, dare to fail and dare to succeed.
• Attracting and recruiting the best talent fulfilling customer’s expectations.
Human resource department will continue its effort towards nurturing a winning
corporate culture and building organizational capabilities by ensuring that its people at all
levels are both able and willing to perform at consistently exceptional levels. At PTC the
people have been empowered to a large degree by minimizing out dated rules /regulations
and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and
talent .The top team continue to play its role in providing the guidance and support to
people at all levels. The HR (people’s) function ensures that it leads the transformational
change by nurturing a climate, which would help in converting the huge potential at
disposal of the company into world-class performance.
The active and effective role played by HR in people development at different levels
organizational, departmental and individual is considered in PTC to be one of the most
critical factor leading to the development of a winning corporate culture. The effort
continues to be directed towards developing the skills of the shop floor employees,
improving competencies of Business Support Officers (BSOs), and enhancing the
leadership qualities of managers.
Plan for People Development:
• Continue to nurture strong, open minded and caring leadership at all levels with an
enterprising spirit of “Dare to dream… Dare to try to try…dare to fail …and dare to
succeed”.
• Ensure to develop people at all levels, both in terms of skills to undertake
challenging assignments and the “will” to take greater responsibilities.
• People at all level take charge for their development and constantly look fo
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