EXECUTIVE SUMMARY

Sammy Benson supervised greater Downtown’s Bank Special Check Sorting Unit, which processed odd-
sized, foreign and damaged checks. His staff of three were semi-skilled recent highschool graduates.
During the summer, Greater Downtown Bank hired low-income, disadvantaged young people for various
jobs throughout the company as parts of its Community Upbeat program. Juanita was hired and
reported to the bank for a brief induction program. Sammy then arrived, met Juanita for the first time
and escorted her back to the department. After a quick tour and passing introductions, Sammy gave
Juanita some basic instructions in her job. Juanita seemed to pick up on the work and fit in. After
working there a moth, Juanita called in sick one day. Her replacement discovered a large number of
checks with Juanita had not processed. Sammy examined the checks and realize that Juanita had
created substantial problems for the bank and its customers.

STATEMENT OF THE PROBLEM :

Long Term Problem :

Problem facing by the Management

●The three check sorting clerks or jobs which supervised by Sammy Benson were staffed by relatively
untrained, entry level individuals who graduated from High School.

●The employees who did well in these jobs were often promoted into other positions.

●Turnover tended to be high and there was fairly steady stream of employee through this unit.

●The Greater Down Bank hired low income, disadvantaged young people in various jobs ; they tend to
recruit or hire a High School graduate

Short Term Problem :

Problem facing by Sammy Benson

●Sammy failed to do his duties and responsibilities to orient and train his new staff due to his hectic
schedule.
 ●Sammy has so many responsibilities that have we seen on the case study, this means he can’t even
do his very important duty as a manager or supervisor to his new staff.

●Sammy would face customer complaints because of unprocessed checks that he left to Juanita

Problems facing by Juanita :

●Juanita was being pressured because its her first full time part time job.

●Juanita was only a High School Graduate and his degree does not suit on her new job as an employee
to a bank.

●Juanita didn’t tell the truth to Sammy when Sammy ask her if the checks that he assigned on her was
okay and was being processed.

●Juanita failed to do his duties that Sammy assigned to her.

Causes of the Problem :

Long Term Problem :

Problem facing by the Management

●The three check sorting clerks or jobs which supervised by Sammy Benson were staffed by relatively
untrained, entry level individuals who graduated from High School. The root cause of this problem
seems that the Bank is lack of well trained employees or their Human Resource Department had failed
to do their responsibilities to train and conduct performance management in order to become their
staffs productive

●The employees who did well in these jobs were often promoted into other positions. Turnover
tended to be high and there was fairly steady stream of employee through this unit. This scheme of
promotion seems not considered a valid if its consulted to a true HR Expertise. The one root cause of it,
why company practice it is because they are insufficient in staffs and their staffs were not really
productive, so they dont have a choice but to promote employees without considering the KSAO’s
 ●The Greater Down Bank hired low income, disadvantaged young people in various jobs ; they tend to
recruit or hire a High School graduate. The root cause of it must be liable to HR Department, why do
they need to recruit from High School if there was a college graduate who is more familiar and expert in
that position. As an HR, they must first look the job description of the vacant position and see if the
applicant is well suited in order, or for them to become their work arrangements efficient and
effectively.

●The management would face customer complaints because of unprocessed checks that he left to
Juanita. Because Sammy didn’t do well his duties as a manager or leader to direct Juanita as a new
employee. He was being complacent on Juanita’s work, though Juanita field on his duties, the foremost
liable on that is Sammy as his trainee or her manager.

Short Term Problem :

Problem facing by Sammy Benson

●Sammy failed to do his duties and responsibilities to orient and train his new staff due to his hectic
schedule.

●Sammy has so many responsibilities that have we seen on the case study, this means he can’t even
do his very important duty as a manager or supervisor to his new staff.

The rootcause of the problem encountered by Sammy is because their management is lack of
employees. It seems Sammy almost handled all the Sorting Jobs, due to his many responsibilities, he
forgotten some of his duties to a newly hired employee.

Problems facing by Juanita :

●Juanita was being pressured because its her first full time part time job.

●Juanita was only a High School Graduate and his degree does not suit on her new job as an employee
to a bank.

●Juanita didn’t tell the truth to Sammy when Sammy ask her if the checks that he assigned on her was
okay and was being processed.
 ●Juanita failed to do his duties that Sammy assigned to her.

The rootcause of the problem encountered by Juanita is because of Sammy lack of directive leading
most especially to her, as her job is her first full time job. Sammy must define work expectations, to train
her in the task and to check up on her performance regularly, he failed to so, that’s why the problem
exists.

These problems arises in this cases were similar from a case 13 : where in it also tackles about the issue
when it comes in the management, the leadership style and proper orientation to the newly hired
employee. If the management were failed to do their respective duties and responsibilities including the
HR Department about recruiting suitable employees in vacant job, have a performance and training
management, unable to comply to duties will resulted to a long term problem not only in their
production team, not on their staffs, but also to their customers that will resulted to closure of the
company or a business.

Decision Criteria for Success in Training Employees

1. Be clear when stating desired outcomes and performance objectives as a leader

When employees know what the end result of a training should be, it’s easier for them to understand
how to get there. They will know how each training is useful and how it adds up to completing an end
goal

2. Help employees understand behaviors

This assessment not only shows how an individual employee behaves in certain situations, it shows how
they can best interact with people of differing behavior profiles.

It creates a deeper understanding of the decisions an employee makes. This can help guide behavior in
trainings because employees understand how they are inclined to act.
 3. Don’t micromanage

One of the best ways to learn is through mistakes. According to the Association for Psychological
Science, “encountering errors during training helps to prepare trainees for real-life situations as they are
required to apply concepts learned in training.”

Additionally, no one likes to be micromanaged. If you are overbearing during training, your employees
are less likely to have breakthroughs. They are also more likely to not enjoy the training at all

4. Have employees solve problems together

At Criteria for Success, collaboration is the most important part to do in order to cope up with the
different problems in a company, if there is a problem in a staffing, it must be coordinated with the HR
Department, the HR Department also must know all the job requirements needed in a vacant position,
they must find a suitable employee who possess adequate knowledge about the job the applicant was
hiring for.

Why?

Not only does it improve communication skills between your employees, it teaches team-building skills.

This type of participation will create the type of environment to help employees solve problems
together as well as learn and grow as a team!

Two Alternative Solutions :

1. The Human Resource Department must improve their hiring process, educate employees and
assess with their behaviours , proper training program, proper orientation, proper scheme of
promotion and be clear about expectation, work on reward programs and imply to them to
work as a team
Pros : Relating to the Criteria, the Human Resource Department shall held responsible because their
function is to handle employees, so empowering the Human Resource Department such as improving all
the things that needed to improved as what stated above will make sure a brighter future on the
employees of the Downtown’s Bank, they will be having a desired outcomes and achieved their
objectives, they will work as a team and they will solve any issue or problems together.

Cons : There is no cons in improving HR Functions, specifically if its purpose is to provide good things in
the company.

2. The supervisor or a manager must execute some leadership style in order to direct their
employees. If the team are new to a task, they will need greater direction as they learn. This is
when Sammy should be more directive, telling them how to do it. As your team members learn
and develop, you will no longer need to monitor their work so closely.

Pros :

1. Clarity on expectations and rules

2.Clear rules make it easier to maintain safety and adhere to regulations

3.Inexperienced, unorganized teams get structure.

4.Decisions can be made very fast

5.It creates clarity within role expectations.

Cons : There is no cons in directive leading, specifically its purpose is to provide good things in the
company, but then if the directive leading is so harsh amd cause pressure in the employees, therefore it
will cause a another problem in the company.
Recommended Solution for the Case :

Juanita has a low level of work maturity. She has no prior work experience, no prior training in the task
to which she is assigned and limited ability to manage her work processes.

Sammy should have used a directive leadership style with Juanita. This would involve significant efforts

●To define work expectations

●To train her in the task

●To check up on her performance regularly

According to Ben Brearley (2019). If your team are new to a task, they will need greater direction as they
learn. This is when you should be more directive, telling them how to do it. As your team members learn
and develop, you will no longer need to monitor their work so closely.

After a while, you may be able to leave them to work more autonomously. The less skilled your team is,
the more likely they will need direction to complete the work successfully.

In addition, motivated people may require less direction, because they tend to take greater pride in their
work. If you have somebody who is skilled and motivated, you can often provide them with greater
autonomy to get the job done.

When it regards to checks, Sammy should take care of any particular critical special checks immediately.
When Juanita returns, he should meet with her and let her know how the checks were discovered and
ask for her explanation. It is desirable to make this discussions as non-punitive as possible. Sammy
should then undertake a better orientation process, he should also spend more time training with her
beginning by going through the left over checks to determine why she had problems with them.

Directive Leading is very essential to this case because It provides structure to unstructured tasks.
Directive leaders are most effective when their experience and knowledge can be used to implement
specific structures for others. When a team is inexperienced with the duties a project requires, this
leadership style can step it. The leader will implement specific tasks or duties that must be followed to
the letter. In this way, the experience of the leader can be transferred to each worker, allowing a
positive outcome to be achieved.

It also creates clarity within role expectations. Workers who have a directive leader are not left
questioning what their assignment will be. There is always clarity provided for a worker’s role in every
project. The directive leader will offer clear expectations to follow. Enforcement of these expectations is
often done through rewards and consequences, which can lower the stress levels for workers who try to
avoid creative job functions. This clarity often leaders to improved performance levels for a team as
well.

Recommended Solution for the Case :

Long Term Problem :

Problems facing by the Management

●The three check sorting clerks or jobs which supervised by Sammy Benson were staffed by relatively
untrained, entry level individuals who graduated from High School.

●The employees who did well in these jobs were often promoted into other positions.

●Turnover tended to be high and there was fairly steady stream of employee through this unit.

●The Greater Down Bank hired low income, disadvantaged young people in various jobs ; they tend to
recruit or hire a High School graduate

●Downtown's Greater Bank would face customer complaints because of unprocessed checks that he
left to Juanita.

Problem facing by Sammy Benson

●Sammy has so many responsibilities that have we seen on the case study, this means he can't even
do his very important duty as a manager or supervisor to his new staff.

Solution for Management Problems :

The Human Resource Department must improve their hiring process, they must hired an applicant who
is more capable in doing his or her job responsibilities. Adding more employees if they were in shortage
so the other manager or employee will have their own corresponding duties and responsibilities where
in they will focus with. Recruiting a college graduate who possessing an adequate knowledge, skilss and
attitude, educate employees about the rules and regulations about the company, the business
etiquette, and assess with their behaviours so the management can effectively manage their
behaviours , proper training program for those newly hired employees so they can do their duties
efficiently and effectively , proper orientation about the job description, the organisational chart. Proper
scheme of promotion where in before it got promoted it must be undergo through exams or
demonstration and and imply to them to work as a team so they can solve any issues that will
encounter in their area.

Problems facing by Juanita :

●Juanita was being pressured because its her first full time part time job.

●Juanita was only a High School Graduate and his degree does not suit on her new job as an employee
to a bank.

●Juanita didn't tell the truth to Sammy when Sammy ask her if the checks that he assigned on her was
okay and was being processed.

●Juanita failed to do his duties that Sammy assigned to her.

Solution for Juanita's Problems :

Sammy should have used a directive leadership style with Juanita. This would involve significant efforts

●To define work expectations

●To train her in the task

●To check up on her performance regularly

According to Ben Brearley (2019). If your team are new to a task, they will need greater direction as they
learn. This is when you should be more directive, telling them how to do it. As your team members learn
and develop, you will no longer need to monitor their work so closely.

After a while, you may be able to leave them to work more autonomously. The less skilled your team is,
the more likely they will need direction to complete the work successfully.

In addition, motivated people may require less direction, because they tend to take greater pride in their
work. If you have somebody who is skilled and motivated, you can often provide them with greater
autonomy to get the job done.

When it regards to checks, Sammy should take care of any particular critical special checks immediately.
When Juanita returns, he should meet with her and let her know how the checks were discovered and
ask for her explanation. It is desirable to make this discussions as non-punitive as possible. Sammy
should then undertake a better orientation process, he should also spend more time training with her
beginning by going through the left over checks to determine why she had problems with them.

Directive Leading is very essential to this case because It provides structure to unstructured tasks.
Directive leaders are most effective when their experience and knowledge can be used to implement
specific structures for others. When a team is inexperienced with the duties a project requires, this
leadership style can step it. The leader will implement specific tasks or duties that must be followed to
the letter. In this way, the experience of the leader can be transferred to each worker, allowing a
positive outcome to be achieved.
It also creates clarity within role expectations. Workers who have a directive leader are not left
questioning what their assignment will be. There is always clarity provided for a worker’s role in every
project. The directive leader will offer clear expectations to follow. Enforcement of these expectations is
often done through rewards and consequences, which can lower the stress levels for workers who try to
avoid creative job functions. This clarity often leaders to improved performance levels for a team as
well.