MICROSIGN: ENGAGING IN BUSINESS WITH A CONSCIENCE
CASE STUDY SOLUTION
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SYNOPSIS
In October 2021, Nisheeth Mehta, the founder and chief executive officer of Microsign Products Ltd.
Sa
(Microsign) in Bhavnagar, Gujarat, India, was planning to expand the company, but wanted to ensure
consistency for employees with disabilities. Microsign was planning to increase its list of products and
expand its market by partnering with foreign companies. Despite his expansion plans, Mehta wanted to
continue his company’s mission to “Able the disabled.” Microsign had been committed to social
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responsibility since it was launched in 1987 by hiring individuals with disabilities. Mehta was now
wondering if he needed new employee policies to support his vision of hiring people with disabilities into
tio
mainstream workplace positions and promote career growth for his employees. How would Microsign’s
expansion plans affect the company’s work culture? How could Mehta be sure to retain the “family”
workplace model he had always promoted?
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OBJECTIVES
• Understand the challenges and opportunities of integrating social responsibility into a business model.
• Gain insights into the unique needs and perspectives of employees with disabilities in the workplace.
• Analyze the impact of government policies on inclusive employment practices.
• Explore strategies for managing organizational culture change during expansion.
The Case Solution Starts From page 4
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ASSIGNMENT QUESTIONS
1. What challenges did Microsign face in hiring people with disabilities?
2. How has Microsign been able to create a positive and inclusive work environment for people with
disabilities? What is the role of the human resource function in facilitating this environment?
3. Develop a plan for how Microsign can maintain its “family” culture during expansion.
4. Recommend strategies for ensuring career growth and development opportunities for employees with
disabilities as the company expands.
The Case Solution Starts From page 4
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ANALYSIS
1. What challenges did Microsign face in hiring people with disabilities?
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Encouraging Employment Opportunities
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The initial challenge faced by the company was persuading people with disabilities to consider employment
with Microsign. Many individuals with disabilities were hesitant to apply for job vacancies, worried that
they would face stigma and adverse reactions from prospective co-workers.2 Mehta overcame this challenge
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by personally seeking potential employees with disabilities for his new company, which fostered confidence
among these and other people with disabilities to join the Microsign workforce.
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Education
The second challenge Microsign faced was the lack of education opportunities for individuals with
disabilities.3 Lower social acceptance and limited educational institutions meant that many people with
disabilities in the 1980s in India did not attend school or dropped out after primary education. Microsign
applied an employee training policy of “Nothing more, nothing less” to ensure that workers with disabilities
were provided with the core job requirements to achieve zero-defect quality standards. Microsign’s
approach was consistent with the United Nations report “The Millennium Development Goals (MDGs) and
The Case Solution Starts From page 4
CASE STUDY SOLUTION
e
pl
m
SYNOPSIS
In October 2021, Nisheeth Mehta, the founder and chief executive officer of Microsign Products Ltd.
Sa
(Microsign) in Bhavnagar, Gujarat, India, was planning to expand the company, but wanted to ensure
consistency for employees with disabilities. Microsign was planning to increase its list of products and
expand its market by partnering with foreign companies. Despite his expansion plans, Mehta wanted to
continue his company’s mission to “Able the disabled.” Microsign had been committed to social
n
responsibility since it was launched in 1987 by hiring individuals with disabilities. Mehta was now
wondering if he needed new employee policies to support his vision of hiring people with disabilities into
tio
mainstream workplace positions and promote career growth for his employees. How would Microsign’s
expansion plans affect the company’s work culture? How could Mehta be sure to retain the “family”
workplace model he had always promoted?
lu
So
OBJECTIVES
• Understand the challenges and opportunities of integrating social responsibility into a business model.
• Gain insights into the unique needs and perspectives of employees with disabilities in the workplace.
• Analyze the impact of government policies on inclusive employment practices.
• Explore strategies for managing organizational culture change during expansion.
The Case Solution Starts From page 4
, e
pl
m
Sa
n
tio
lu
So
ASSIGNMENT QUESTIONS
1. What challenges did Microsign face in hiring people with disabilities?
2. How has Microsign been able to create a positive and inclusive work environment for people with
disabilities? What is the role of the human resource function in facilitating this environment?
3. Develop a plan for how Microsign can maintain its “family” culture during expansion.
4. Recommend strategies for ensuring career growth and development opportunities for employees with
disabilities as the company expands.
The Case Solution Starts From page 4
, e
pl
m
Sa
ANALYSIS
1. What challenges did Microsign face in hiring people with disabilities?
n
Encouraging Employment Opportunities
tio
The initial challenge faced by the company was persuading people with disabilities to consider employment
with Microsign. Many individuals with disabilities were hesitant to apply for job vacancies, worried that
they would face stigma and adverse reactions from prospective co-workers.2 Mehta overcame this challenge
lu
by personally seeking potential employees with disabilities for his new company, which fostered confidence
among these and other people with disabilities to join the Microsign workforce.
So
Education
The second challenge Microsign faced was the lack of education opportunities for individuals with
disabilities.3 Lower social acceptance and limited educational institutions meant that many people with
disabilities in the 1980s in India did not attend school or dropped out after primary education. Microsign
applied an employee training policy of “Nothing more, nothing less” to ensure that workers with disabilities
were provided with the core job requirements to achieve zero-defect quality standards. Microsign’s
approach was consistent with the United Nations report “The Millennium Development Goals (MDGs) and
The Case Solution Starts From page 4
