FAR EASTERN UNIVERSITY

Institute of Accounts, Business and Finance

BUSINESS ADMINISTRATION DEPARTMENT

BUSINESS CASE STUDY

REPORT
A Final Paper in MGT1104 Organizational Behavior Course

ANGEL DIAZ | FRANCES ENRIQUEZ | SHYRA LABAO MGT1104 | BUSINESS CASE STUDY REPORT

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 FAR EASTERN UNIVERSITY
Institute of Accounts, Business and Finance
BUSINESS ADMINISTRATION DEPARTMENT

Table of Contents
Table of Contents…………..……………………………………………………………………………….2

Executive Summary………………………………………………………………………………………...3

Overview of the Company………………………………………………………………………………….3

The Case Study……………………………………………………………………………………………..3

Viewpoint and Time Context…………………………………………………………………………….3

Case Facts……..…………………………………………………………………………………………4

The Problem……….…………………………………………………………………….……………….4

Objective…………………………………………………………………………………………………4

Alternative Courses of Action/Criteria………………………………………………………………...5-7

Recommendation……………………………………………………………………………...……….…7-8

Conclusion…………………………………………………………………………………………….……9

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 FAR EASTERN UNIVERSITY
Institute of Accounts, Business and Finance
BUSINESS ADMINISTRATION DEPARTMENT

Executive Summary
Company’s first option of ensuring the high-level performance of the organization is through
hiring the right people who would fit and has a capability of doing the tasks efficiently and effectively.
Without proper guidelines, rules, and sufficient knowledge about the possible effects of the influence a
worker can make, future operation of the business might be at risk. Exploring the world of diversity in the
workplace and finding solution through it can be a big help to improve and develop the procedures of
hiring or promoting supervisors in the Christian Corporation. Considering the surface-level and deep-
level diversity in knowing the values, decision-making styles, etc., will help to maximize each potentials
and skills which contributes to the overall effectiveness of the corporation. Trainings, seminars, and new
strategies in hiring employees were suggested as solution for the problem.

Overview of the Case

The department manager of Christian Corporation schedules a regular staff meeting together with
the section heads. Every meeting, they discuss one relevant problem.

On a certain day, the main subject of the meeting was about the set of poor-performing
supervisors. During the meeting, the department manager asks what factors the head have considered in
recommending and hiring the candidates. According to them, they have only accounted factors which
they think was the most important to fulfill the job requirement. Without looking at the bigger picture,
taking different perspectives and considering other aspects which can contribute towards achieving the
short-term and long-term goals of the company, this ineffective procedure in staffing leads to a low
success rate of selecting productive supervisors.

Viewpoint
The viewpoint of this case study tells us that
The department manager looks for possible considerations in improving the quality of selecting
employees/supervisors. The department manager is the one who needs or who is capable to give the
solution.

Time Context
The time context of the study tells us when the problem was observed.

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 FAR EASTERN UNIVERSITY
Institute of Accounts, Business and Finance
BUSINESS ADMINISTRATION DEPARTMENT

On a certain date, a regular staff meeting was held by the department manager together with the
four section heads. It concerns a situation noticed beforehand, about the twenty supervisors under their
management that were performing poorly.

Case Facts

The business was currently facing a problem about multiple poor-performing supervisors because
of the factors considered by the section heads in recommending and hiring them.

I. There are twenty supervisors

a) Five or six of them have outstanding performance but many are performing
ineffectively.
II. Only several factors are accounted
b) The technical skills and competence, seniority, getting along with people, making good
impressions, capability for further promotion, and exacting responsibility. It resulted to a
40% failure of selecting supervisors.

The Problem
 Poor quality method or strategy of selecting or hiring supervisors resulted into low rate of
excellent performance which highly affected the effectiveness of the whole organization
 Lack of knowledge and information about the possible long term and short-term effect of diverse
culture and differences of the supervisors and lack of expertise/methodologies on how to identify
individual’s deep-level diversity.

Objectives
The general objective is to have a more effective and efficient performance for current and future
supervisors alongside improving and providing a better workplace for everyone in the corporation. The
objective is not limited to one and is categorized in short-term and long-term objectives:

Short-term Objective
- To enhance strategic decisions in hiring future employees/supervisors
- To maximize potential of each employee and increase satisfactory rate

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 FAR EASTERN UNIVERSITY
Institute of Accounts, Business and Finance
BUSINESS ADMINISTRATION DEPARTMENT

Long-term Objective
- To ensure attainment of future goals and plans of the corporation
- To promote coordination with deep understanding about the diversity in workplace

Alternative Courses of Action/Criteria

 Everyone in the corporation must have a seminar about the importance of the diverse culture in
workplace and how it would affect the organization negatively and positively. During the
seminar, the department manager must release guidelines and rules during the procedure of hiring
employees.

Advantages:
i. Each individual will have enough knowledge about the diverse culture alongside its effect
in their workplace which will help them become more comfortable with their peers and
also help them in enforcing and exceeding expectations.
ii. Having respective guidelines and rules will help each section head to have a certain
criterion in hiring employees for uniform employment.

Disadvantages:
iii. It takes a lot of time to prepare for seminars both for the speaker and the employees
without the guarantee of them learning the importance of diverse culture in the
corporation.
iv. Seminars are costly and add up to the expenses of the corporation.

 The current supervisors with low satisfactory rate can undergo seminars and cross-cultural
trainings to improve skills and productivity. During the training, feedbacks from their workmates
will be considered as basis for their performance grade or level. Certain criteria must set which
needs to achieve by the supervisors.
Advantages:
i. Having cross-cultural trainings with seminars helps employees to exceed expectations
and increase their satisfactory rate.
ii. Considering the feedbacks from their peers in grading their performance helps them and
their peers in assessing the person they work with and having a criterion helps them
prevent slacking off.

Disadvantages:

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 FAR EASTERN UNIVERSITY
Institute of Accounts, Business and Finance
BUSINESS ADMINISTRATION DEPARTMENT

iii. Trainings are costly and adds up to the expenses of the corporation.
iv. Some trainings are full of lectures instead of application which sometimes makes the
training seminar boring for the employees.

 Include a set of behavioral set of questionnaire and situational questionnaire during interview to
have a quick glance of the interviewee’s values, attitudes, decision-making styles, goals, and
personality. Let the interviewee also have the idea of what kind of culture or diverse workplace
does your company have to ensure his/her capabilities to work efficiently and effectively.
(includes the opinions of the other members of each department)

Advantages:
i. Having questionnaires help in quickly having a candidate for the position and helps the
department have an idea on what kind of employee the candidate is.
ii. Giving situational questionnaires also challenges the decision making of the interviewee
in certain situations that may happen in the corporation and may help them in thinking of
the best solution for each decision.

Disadvantages:
iii. Some individuals find it hard to express themselves through writing or answering
questionnaires.
iv. There is no guarantee of honesty in the answers of the interviewees and sometimes they
have different perceptions and understanding of the questions and situations.

Recommendation
Every corporation strives to succeed in their workplace and maximize their capabilities to grow
and reach their goals. To properly pick an alternative course of action, each possible solution is ranked
according to the most effective and most attainable for the corporation.

Ranking:

1) Everyone in the corporation must have a seminar about the importance of the diverse culture in
workplace and how it would affect the organization negatively and positively. During the
seminar, the department manager must release guidelines and rules during the procedure of hiring
employees.

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 FAR EASTERN UNIVERSITY
Institute of Accounts, Business and Finance
BUSINESS ADMINISTRATION DEPARTMENT

2) Include a set of behavioral set of questionnaire and situational questionnaire during interview to
have a quick glance of the interviewee’s values, attitudes, decision-making styles, goals, and
personality. Let the interviewee also have the idea of what kind of culture or diverse workplace
does your company have to ensure his/her capabilities to work efficiently and effectively.
(includes the opinions of the other members of each department)

3) The current supervisors with low satisfactory rate can undergo seminars and cross-cultural
trainings to improve skills and productivity. During the training, feedbacks from their workmates
will be considered as basis for their performance grade or level. Certain criteria must set which
needs to achieve by the supervisors.

Alternative Course of Action no. 1 ranked first and is recommended for the corporation because
as stated in the case, each section heads had different views and criteria in recommending and hiring
supervisors. Some base on technicalities, while others base on age and applying guidelines and rules will
help avoid confusion and implement uniformity in hiring employees. Having seminars will also help
everyone in the corporation to discuss their views in certain situations. It guides them in knowing what to
expect, what to do, and how to implement solutions effectivity while being productive and reaching their
end goal. After executing the most recommended course of action and seeing enhancement in the
workplace, the following suggestions may be carried on for better results and continuous development.

Conclusion
Christian Corporation experiences poor employee evaluation that hinders their goal in exceeding
satisfactory level for their employees and environment. For the corporation to achieve their objectives in
hiring employees, they must set certain procedures, rules, and criteria for uniformity. Having these
guarantees that each of their employees are competent and are striving to achieve their end-goals.
Conducting seminars about the repercussion of their decisions is also encouraged for it will help in
identifying each individual's deep-level diversity. This will enhance the potential of each employee and
increase their knowledge and information about the diversity in their workplace. Through this, each
department will attain the vision of the management and create a better sense of productivity and
efficiency for the corporation.

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References
There are no sources in the current document

Appendices
Letters /Correspondences/Pictures

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