Case Study No.

BUENAVISTA ELECTRIC COOPERATIVE, INC.: Masquerade

John Felix M. Limbo

May 15, 2015

I.

SUMMARY
Engineer Oscar Pascua is an Electrical Engineering graduate of FEATI University
on year 1985. He was hired as an employee of the National Electrification
Administration (NEA). He was assigned to handle different jobs in different unit until
he was promoted to Chief Planning Officer in year 1994. Engineer Pascua also attend
different training including those for management. He finished his MBA course in
1995. When the position for General Manager for Buenavista Electric Cooperative,
Inc. (BECI) became vacant in January 1996, he was nominated and in March 1996 he
was noted to start the work and fill the vacancy.
As he assumes the position, he became aware of the situations which are
appraised by his officers. These are as follows: the price of electricity of BECI is 5 th
highest in the country, 25% of electricity generated is lost without any accounts,
delays on supplies in materials, some employees do not report regularly for work and
lastly the increasing amount of uncollected accounts.
By this, he made some recommendations from the board to solve these problems
and here as follows: the dismissal of employees that not report regularly, salary
increase, hiring additional employee and formation of team to investigate the system
loss. All of these were approved by the board and in March 1997, after a year, they
evaluated that the problems were not solve thus it gets worse.
Engineer Pascua concluded that in spite of the granting of salary increase, no
subsequent improvement was seen. He is now considering more drastic measures but
he is not sure if it is the right thing to do. In addition, he is also aware that there are

II.

some employees who are qualified and dedicated to their jobs.

STATEMENT OF THE PROBLEM

What will be the best leading approach Engineer Pascua should use to
counter act the ever growing problems his unit is dealing with? Specifically, what
type of powers he is willing to implement to further strengthen his leadership?
III.

ALTERNATIVE COURSES OF ACTION

a. Redistribute the employees to other unit to see changes or removal from office to
other employees which are not being productive to the unit.
b. Use the approach of positive leadership to those who are dedicated employees and
a negative leadership to those who are not taking their jobs well.
c. Supervise all the jobs in different unit
d. Reorganize the organizational officer then delegate people with relative power
and decision making power.

IV.

JUSTIFICATION OF CHOSEN ALTERNATIVE

From the four alternatives, alternative a suggest redistribution of workers which
may lead not only to realization of work synchronization but also it can also make the
system susceptible to more problems since rotational works needs training to be made
for the workers to assume some job or work and this is also true in alternative d.
Alternative c suggest supervision to all work which may be time consuming and
tiring for Engineer Pascua.
The best alternative to be chosen is alternative b. This suggest that for the
dedicated works, they will be rewarded and praised while for those who are
unproductive will be implemented with coercive consequences such as demotion or
removal from office.
By this method, the dedicated employee will accept the leadership of Engineer
Pascua and they will be more motivated to do the work. For the unproductive ones,

they will be motivated to change their habits and be productive or they will
persecuted coercively.