TELS 3340 Case Studies

Topics: Decision making, Employment, Decision theory Pages: 9 (2950 words) Published: December 3, 2013
Narmin Azizli
Case Study 2-B
TELS 3340

1. What is Marilyn’s responsibility to her present employer regarding her knowledge that several employees are planning to seek positions with the new company?

Marilyn is an experienced supervisor, and she is responsible to report if there are any problems with employees. In my opinion, she should inform middle or top management that there is possibility that some employees might leave. By doing this she is not telling on her employees. She is making sure that management will be prepared if someone leaves. In addition, if Marilyn informs top management about the issue, they might consider higher pay rates and better benefits in order to keep their current employees.

2. How should Marilyn reply to the recruiter who is asking her to come in for an interview? Does this constitute an ethnical decision for her?

This does constitute and ethical decision for Marilyn. First, she needs to decide if she wants to stay with her current employer, or work for a new company. I believe that it is not unethical to take a job interview, or find out more about benefits this new company might offer her. In my opinion, she needs to inform her current employer that she is considering other options before taking an interview.

3. Is it ethical for one company to receive funds to move into an area when other companies struggle to keep jobs from going offshore or from being lost to automation?

First, the company that is moving into an area specializes in computer parts. Other companies which struggled with job losses were in the textile field. There is a possibility that computer parts manufacturing plant has better chances of succeeding in that town than textile company. So why not? I don’t think this is unethical. Especially, if new jobs will be created in a small town that was hit hard with job losses. Community will benefit if there are new job opportunities.

Case Study 3-B

1. Outline the specific steps Cliff should have taken with Sonja prior to their meeting with Cindy to ensure the meeting went smoothly with no surprises.

First, if the company had problems with Cindy’s performance at work they needed to follow certain procedures. Supervisor needs to identify the problem, once it is clear, so is the procedure to handle it. Procedure is a standardized way of responding to repetitive problems. Cliff is the corporate property manager; Sonja is corporate assistant property manager. Cliff should have been the one talking to Cindy, not Sonja. In my opinion, Sonja was not even supposed to be in the room. In this case, Cliff was supposed to tell Sonja if she wants to sit in, she can, but he will be the one talking to Cindy. He has the firing power, not Sonja. In addition, it was just simple meeting to discuss sales expectations for Cindy. Cliff showed that he is a weak supervisor by letting his assistant to fire an employee during sales expectations meeting.

2. As supervisor, what should Cliff have done when it became apparent Sonja was overstepping her authority during the meeting with Cindy?

Cliff was supposed to stop Sonja and let her know that she doesn’t have that power. Moreover, he also could ask her to leave the room. He did not follow company protocol during the dismissal, which is very bad for company image.

3. What steps do you believe Heather should take with Sonja? With Cindy?

I believe that Heather, as a seasoned veteran of HR needs to talk to Sonja and let her know that she needs to apologize to Cindy, and never overstep her authority again. In addition, I also think that it would be appropriate for Cliff and Cindy to have another meeting, where Cliff should apologize for what happened to make sure that this incident does not affect the company and all members of the executive committee.

Case Study 4-A

1. Explain how work specialization is important to Jack as a building and grounds supervisor.

Work specialization means that rather than an...
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