Michael Hinske Case Summary

The case is about an employee by the name Michael Hinske who has been employed at St. Charles University in Calgary, to help with the Student Learning and Writing Services (SLWS) program. However, after being hired Hinske, does not perform according to the expectations and his job description. His interrelationship skills with other workers seem to be very poor. Hinske puts Tracy Chan, the managing director of SLWS at the University, in a difficult situation. After months in his work, Hinske emails Chan a list of faculty members he claims to have contacted for the SLWS graduate writing. However, to Chan’s surprise, the names emailed to her were what had already been started and very few of these names were Hinske’s work, from the faculty he had his Master’s degree. It was clear from the names on the list that Hinske had put very little effort in discussing the program with the departments in the campus as was expected. When he was hired six months earlier, Hinske was required to create workshops and links with the faculties within the university. This would greatly provide guidance while performing his responsibilities in the SLWS program. Nicole Duncan who is the Deputy Director in the Faculty of
By firing the employee who is unable to perform as expected in the workplace, this will offer a good opportunity to recruit another employee who fits in the position that Hinske is holding. The problem of this solution is that the offered funding could be taken away or the department would incur more expenses for repeating the recruitment process.
 Offering training to the employee. By offering the underperforming employee with the training he needs to improve performance, this could positively reflect on better fulfillment of tasks and responsibilities as given in the job description.
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