RIZAL TECHNOLOGICAL UNIVERSITY

College of Business and Entrepreneurial Technology

Department of Human Resources Development Management

A case study analysis entitled

“The Unhappy Supervisor”

Submitted by:
Bermejo, Rom Cris

Submitted to:
Mr. Jessie Sergote

2021
 I. INTRODUCTION

THE UNHAPPY SUPERVISOR

Miss Joan Santos, a computer programmer in Mannadel Corporation for more than six years
now, was discussing her salary situation with Mr. Roderick Santiago, her manager. Miss Joan
was unhappy because she did not receive any salary increase last salary evaluation, while some
employees who were recently hired got an increase from ten to fifteen percent.

Miss Joan’s performance has been considered very satisfactory for the last five years and
previous to this she got very substantial increases in salary due to the important programs that
she made for the corporation related to accounting and personnel matters. She made a lot of
improvements in the purchasing systems and systematized inventory records in materials
management.

The management had recently started a comprehensive job evaluation program and some
positions are aligned within the salary grade approved by the management committee, where Mr.
Roderick Santiago is also a member. Mr. Santiago explained to Joan that her salary was already
way above the salary grade for the positions evaluated and allocated in the salary plan; hence,
she will not get any increase at the moment until salary range can catch up to her level in the
salary plan. Mr. Santiago also explained that she is the most senior among the programmers and
that instead of cutting her salary back to the job range, they are considering her for an incentive
bonus, which is not a substantial as that of her co-worker in the department who are new in the
positions.

Miss Joan is not satisfied with the program explained by Mr. Santiago. The whole night she
planned to file a leave of absence despite the many rush programs assigned to her.
II. Point of View

Top Management

III.STATEMENT OF THE PROBLEM

Miss Joan is a computer programmer in Mannade Corporation and serving the company
for more than six years now. Miss Joan is an unhappy supervisor and wanting for a salary
increase. The company cannot be able to provide the salary raise demand that Miss Joan is
asking for. Her Manager, Mr. Roderick Santiago explained that the reason why the company
can’t be able to provide her demand is because of the reason that her salary is already above of
the salary that the company has allocated in her position. As an alternative, Mr. Santiago, rather
offer her for an incentive bonus that she refused to agree.

IV. STATEMENT OF THE OBJECTIVES

1. To concisely clarify the reason why the company can’t grant the employee’s demand
for salary increase.
2. To adjust the salary range and grade
3. To offer an additional incentives that will complement the demand of the employee

V. AREAS OF CONSIDERATION

Strength

1. Employee seeking for progress considering their worth.

2. Granting the demand lead to a better performance of an employee
3. Employee’s aware of their value as an employee

Weakness

1. Forced the company to adjust their salary range

2. Encourage other employee to demand
3. Biased Treatment
 Opportunity

1. To improve the salary plan

2. To develop a specific and concise standard for salary
3. Reevaluate the company offers in their employees

Threat

1. Resignation of Employee
2. Losing employee asset and competent talents
3. Reduction to company’s competitive

VI. ALTERNATIVE COURSE OF ACTION

1. Adjust the company’s salary range and grade
Advantage:
Updates the ranges and grade of salaries in accordance to employee’s skills and
performance
Disadvantage:
Time Consuming and Costly
2. Further explain the detailed information of the incentive bonus
Advantage:
Clarifies the agreement and further understand the point of view of the managers
Disadvantage:
Can lead to misunderstanding and worsening the situation
3. Offer more incentive
Advantage:
New and motivating to employees
Disadvantage:
Costly and threat to company’s budget allocation.
VII. STRATEGY FORMULATION

Strategy Formulation is a very important part of a case study analysis because it helps the
beneficiary to choose the best recommendation to fulfill the gap in company’s operation due to
issues. The situation in Mannadel Corporation is a common instance that every company has
encountered. This strategic mission is to successfully settle the demand of salary rise. After the
study, the researchers suggested the company to apply the first Alternative Course of Action or
Action Plan in any applicable scenarios. The researchers recommend implementing the
Alternative Course of Action three to solve the issue in the company. This would help the
person in charge to solve an employee issue especially that it is regarding a supervisory
position and employee.

VIII. ACTION PLAN

Activity Objective Person Involved Timeframe and Feedback

To concisely clarify - Counsel
the reason why the - Human Resource
company can’t grant Manager
Arrange a meeting
the employee’s
demand for salary 1 week
increase.

To adjust the salary - Human Resource

Conducting range and grade and Department 6 month/s
meet the demand of
Appraisal Report
the employee

To offer an - Human Resource

Development of additional incentives Department
that will complement
Employee Payroll 1-2 month/s
the demand of the
employee
IX. CONCLUSION

After conducting a study, the researcher concludes that the success of solving the issue in this
case is most likely to be successfully reachable. The researcher believe that issue will be
resolved and will be at ease after the company or Human Resource Management Manager
further explain the very detailed information that includes to the proposal. The employee just
misinterpreted the situation and has not understood the bonuses. The researcher holds come
out with strong alternative, but consider the most realistic and reachable mean in most
possible time. Lastly, the researchers uplift other researchers to seek more study, and analyze
more study with connection to this study in order to fill all the gaps that has not been
included in this paper.