Fran Hayden is a recent graduate from the University of Waikato, where she completed her Bachelor’s in Management Studies (BMS). In the final year of her degree she applied to Dairy Engineering Ltd. which had its headquarters in Hamilton, New Zealand. She was invited for an interview and then offered an assistant accounting position. She was unsure if it was the right position for her. On her first day of work, Fran found out that there was no vacancy in the Cost Accounting Department she had been hired to work in, and she was assigned to Management Information Services (MIS) instead. Her job included compiling information for the monthly report which was termed as the ‘Big Brother’ in the department. The Chief accountant Rob Poor, offered for Fran to attend a management workshop on performance measurement. She capitalized on the opportunity even though her boss Peter Burton was away. Rob said he will tell Peter about the workshop when he returned, and that she did not have to ask his permission. However, Peter was angry when he found out that Fran went to the workshop without his permission. He felt that his authority was being undermined by her actions, and that she had connived behind his back. She sought help from Rob and he assured her he would settle the matter. Unfortunately, evidence in the case study showed that Rob did not keep his word. Later, the Chief Cost Accountant Vernon Moore asked her what the matter was, after seeing Fran looking miserable. Once he learned about the situation she was in, he took her to see Rob and explained the situation to him. Rob told Fran to write a report on what has happened since she joined the company, and that this would be brought up during the senior management meeting. Peter however took up so much time presenting his plan for revising the ‘Big Brother’ during the meeting that Fran’s concerns were overlooked. Fran was very upset about her job and regretted that she ever made the decision to join this company. Her disappointing experience at work started affecting her personal life. After that she decided that she wanted to meet with Vernon and had two options of either transferring or resigning. Fran chose the alternative of applying to a position in cost accounting which would be vacant in three weeks’ time. Fran went to the Chief Accountant Rob with the application and he said that she shouldn’t have done that before letting him try dealing with the situation. Peter confronted Fran after visiting Rob’s office and scolded her saying angrily that she was done with the company. In this case HR would be looking closely at Peter’s behaviour towards Fran. Fran is clearly dissatisfied with her job already, and any more pressure would really demoralize her. Facilitating effective communication between all the parties is necessary to avoid these kinds of issues. If there had been good communication in the organization, this conflict wouldn’t have taken place. It should be the Human Resources Department’s focus to deal with these issues in a much more effective manner.
Strength Weakness Opportunities Threats (SWOT) for Dairy Engineering Strengths
Progress in 5 years
No Mention of an HR Department
No proper hiring method
Many recent graduates in local job market •
Can create a core workforce
Inter-departmental conflicts •
Bad work environment
Issues and Symptoms
To perform their job well an employee has to have accurate role perception. The recruitment process was chaotic, with Fran not even being expected upon her arrival at work, and even finding out that the job she thought she was being hired for didn’t even exist. Additionally, Fran was never given a formal job description when she arrived the first day. Furthermore, when we see Fran wondering whether or not MSI even requires four people, it is clear that she is uncertain as to what...
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