Patricia Colas BSA 4A
Human Behavior Organization
CASE 3: The Dilemma: Goodbye, Jimmy, Goodbye
1. Is there anything wrong with the manner the shortlist was prepared by Gloria?
There are significant problems with the way Gloria prepared the shortlist in "The
Dilemma: Goodbye, Jimmy, Goodbye." Gloria demonstrates clear biases throughout
her selection process, eliminating candidates based on their names, alma mater, and
geographical origin, all factors irrelevant to their ability to perform the encoder job.
This blatant discrimination is unethical and unprofessional. Furthermore, her
personal feelings and relationships heavily influence her decisions, leading to a lack
of objectivity. She favors certain candidates based on their connection to her or her
friend, ignoring their actual qualifications. This behavior not only undermines the
trust and integrity of the hiring process but also exposes the company to potential
legal consequences, as her discriminatory practices violate equal opportunity
employment laws. Gloria's actions serve as a stark reminder of how personal biases
can negatively impact recruitment, highlighting the importance of using objective
criteria and adhering to ethical principles in the hiring process.
2. What do you suggest regarding the preparation of shortlist?
To ensure a fair and objective shortlist preparation, organizations should
implement a multi-pronged approach. Firstly, defining clear and relevant criteria
through a detailed job description and a skills matrix ensures the shortlist reflects
the specific needs of the position. Secondly, a standardized application review
process, including a blind review and a scoring system, eliminates subjectivity and
ensures consistency in candidate evaluation. Thirdly, actively seeking a diverse
candidate pool through multiple recruitment channels and promoting inclusivity in
job postings ensures a wider range of qualified applicants. Fourthly, involving
multiple HR professionals or subject matter experts in the review process through a
panel review and establishing a feedback mechanism for candidates who are not
shortlisted promotes transparency and allows for improvement. Finally, providing
unconscious bias training to HR staff and enforcing ethical guidelines for
recruitment ensures fair and impartial practices. By implementing these
suggestions, organizations can create a more inclusive and fair hiring process,
ensuring that the best candidates are selected for the job, regardless of their
background or personal connections.
CASE 4: Ponciano Retailing Company: Yesterday
1. What do you thing of the reaction of the employees regarding the
decentralization policy of Patrick?
The employees' reaction to Patrick's centralized management policy in
"Ponciano Retailing Company: Yesterday" is largely negative and
understandable. The employees, particularly the store managers, had previously
enjoyed a significant level of autonomy under the decentralized system, which
Patrick's centralization stripped away, leading to a sense of powerlessness and
diminished value. Furthermore, the lack of communication and consultation
during the implementation of the new system fueled resentment and a feeling of
being disregarded. The employees, accustomed to the old system and its
established practices, experienced fear and uncertainty about the future, leading
to anxiety and resistance. Adding to their dissatisfaction was the perceived loss
of trust, as the centralized system suggested that Patrick did not believe in their
abilities or experience. This case study highlights the importance of considering
the human element in organizational change. Patrick's failure to address the
employees' concerns and anxieties resulted in negative consequences like
decreased morale, increased absenteeism, and a decline in sales. He needs to
acknowledge the impact of his decisions on the employees and find ways to
address their concerns to ensure a smoother transition and a more positive work
environment.
2. Do you think the decentralization policy is a big mistake? Why or why not?
Patrick's decision to centralize the Ponciano Retailing Company was a significant
misstep, despite his potentially good intentions. His approach, lacking
consideration for the human element, resulted in a hostile work environment
that negatively impacted the company's performance. The abrupt
implementation of the centralized system, without communication or
consultation with the employees, created fear, uncertainty, and a loss of trust in
Patrick's leadership. This, in turn, led to decreased morale, motivation, and a
decline in sales. A more effective approach would have involved open
communication, explaining the reasons for the change and addressing employee
concerns, as well as a phased implementation to allow for gradual adjustment.
Providing training and support to help employees navigate the new system
effectively would have further mitigated the negative impact. By ignoring these
crucial aspects, Patrick created a hostile work environment that negatively
impacted the company's performance. His decision to centralize was not
inherently wrong, but his implementation was a major misstep.
CASE 5: PR Motorcycles; Till we meet again
1. What, if any, did the president failed to do?
Mr. Pedro Reyes, the president of PR Motorcycles, failed to provide the necessary
support and leadership to Amelia Rivera, the HR Manager, ultimately contributing to
her resignation. He showed favoritism towards regional managers, particularly Mr.
Sotero Mantic, who openly disregarded HR policies and undermined Amelia's
authority. Despite being aware of Mantic's disrespectful behavior and his disregard
for HR policies, Mr. Reyes did not take any action to address the situation, further
eroding Amelia's position and reinforcing the perception that HR was not valued
within the company. Furthermore, Mr. Reyes approved Mantic's recommendation
for a promotion without consulting Amelia, who was responsible for the HR
department, undermining her authority and demonstrating a lack of respect for the
established HR processes. Mr. Reyes's inaction and lack of support created a hostile
work environment for Amelia, making it difficult for her to effectively implement HR
initiatives and ultimately leading to her resignation.
2. Do you agree with Amelia’s action?
Yes, I agree with Amelia's decision to resign from PR Motorcycles. The toxic work
environment created by Mr. Mantic's disrespectful behavior and Mr. Reyes's lack
of support made it impossible for Amelia to perform her duties effectively and
achieve her career goals. Mr. Mantic consistently disregarded her authority and
the importance of HR, while Mr. Reyes's inaction further demonstrated a lack of
respect for her role and the HR department. This created an unfair and
unprofessional environment, significantly limiting Amelia's career growth
potential within the company. Considering these factors, Amelia's decision to
resign was a reasonable and understandable choice to protect her own well-
being and career prospects
