Case Analysis Worksheet

Name: Sheryl Anne Bayacal, Christine Laurise Bedruz

Case Study Title: Supervisory Style at Jones Narra Inn

1. Recognize potential issues. List terms or phrases that seem

to be important for understanding what the case is about.

• “no-nonsense approach”
• Demotivating effect
• Family like
• Abused
• impersonally
• interdependent

2. Brainstorm for connections. Briefly discuss the following

with thegroup.

What is this case about?

• The case is all about the suitable supervisory style that will maintain the
good productivity of employees and the inn.

What are its major themes?

• Its major themes were all about the two supervisory approaches both at
extremes end of too professional and the other with too much leniency. The
first supervisor was using a “no nonsense” approach wherein employees
would be treated without regard to their feelings and the approach that Sally
applied wherein she emphasized the importance, respect, and teamwork of
the employees.

Keep track of major issues and questions that arise with the Know/Need To
Know chart.

What do we already know? What do we still need to know?

• The status of the inn is excellent as • Did the supervisor conduct
to the location and appeal.
• “No nonsense” approach had been
used by the previous supervisor.
• Previous issues resulted in to “No-
nonsense” supervisory approach.
• Sally uses a supervisory approach
wherein she emphasizes respect
and teamwork which resulted in
taking advantage of the employees.
personnel profiling before
implementing her choice of
supervisory style?
• What is the specific cause of
demotivation of personnel in
the previous supervisory style?
• Did Sally use a “no-nonsense
approach” to get things back on
track?

Fabregar,JR.F.,andAlitagtag,J.B. (2021). EMGT215CaseAnalysisWorksheet.

 Identify one question or issue from the “need to know” list that
your group wants to explore.

• The issue from “need to know” that our group wants to explore is the first
question which is “Did the supervisor conduct personnel profiling before
implementing her choice of supervisory style?”

3. Obtain additional references or resources to help answer or explore

questions. These may include print resources, informational articles,
data sets, RAs, maps, interviews, etc. List four different resources you
think would be useful:

• Readings on Supervisory Approaches -

https://developmentalsupervisionhugu2013.weebly.com/supervisory-
approaches.html
• https://www.middletowncityschools.org/cms/lib/NY01913810/Cen
tricity/Domain/58/rettig_lampe_garcia.pdf
• https://www.aao.org/eyenet/article/five-steps-of-supervision-
part-one-establish-respo
• https://www.dartmouth.edu/hr/employment/student_employment
/for_employers/supervising.php

4. Potential ACAs. List down all ACAs (Alternative Course of Actions

using this chart and evaluate them for your decisions.

Alternative Advantages Disadvantage Decision

Course of s
Actions

Know the Supervisor can It will require a With the end

personnel combine all lot of effort to goal of
supervisory the supervisor maintaining
approaches in to profile her high
consideration to personnel. productivity, a
the personnel humane
while personal touch
implementing can magnify
work legal SOP, the morale of
rules and other personnel.
legal guidelines.

Set Goals Supervisors can Goals that are As a supervisor,

set goals for the too far above to maintain
employee so that an employee's the quality
it can give them skills and and
the ability to competencies productivity
focus on their can have a of the
priorities. negative effect employees,
on the we must set
employee's goals wherein
performance it can give
and motivation them greater
Fabregar,JR.F.,andAlitagtag,J.B. (2021). EMGT215CaseAnalysisWorksheet.
 to complete the direction,
goal. greater focus,
Specifically, it and higher
can cause them levels of
unnecessary motivation. It
stress and can also help
pressure. the
employees to
feel a greater
connection to
the
institution.

Have a Supervisors It will require a To maintain

monthly can be able to lot of effort from high
meeting with understand the the supervisor productivity,
your main reason to understand Supervisor
employees. why the each personnel. needs to set
employees are remarkable
being inactive goals and
and why they tasks to make
are failing to do them more
their job if they productive
have a monthly and have a
meeting. little token for
their action.

Set rules and It can provide Although strict As a

regulations our employees rules may be supervisor,
with successful in setting the
knowledge completing a right rules
about what is goal, they may and
expected of also lead to regulations
their disrespectful can help us to
performance behavior, maintain the
and behavior anger, and low quality of the
and what will self-esteem institution
happen if they issues. and avoid a
violate the Furthermore, chaotic
rules and due to having environment.
regulations. It too much rules
can make an and regulations,
organized employees tend
environment to make
wherein decisions on
employees feel their own.
safe to come
to work.

Fabregar,JR.F.,andAlitagtag,J.B. (2021). EMGT215CaseAnalysisWorksheet.

 5. Final recommendations. List down your final
recommendation/solution to the major problem identified andbriefly
discuss your implementation plan.

• Definitely, there is no one size fit all supervisory approach that can
be applied to all aspects of personnel management, especially if there
are a lot of employees to manage. Diverse personnel needs to
maintain efficient productivity is the most challenging part, yet if the
supervisor can be flexible to get firm if needed and can also
compromise at some point to make the employees feel being cared is
the game for all supervisors.
As human beings are not machines and robots,
their health and motivation should be the prime consideration of
the supervisor at all times to make all work done at its best.

• Engage in honest, open communication- always communicate

with your employees and ensure the clarity and visibility of goals.

• Set rules and regulations- by setting rules and regulations in

an institution, the work is done in an organized manner.

Fabregar,JR.F.,andAlitagtag,J.B. (2021). EMGT215CaseAnalysisWorksheet.

 Scoring
Rubrics

Case Analysis (weight=70%)

1. Presentation of point of views/facts 10%

2. Recognition of potential issues/problems 20%
3. Obtaining additional resources to help answer 10%
4. Identification of alternative course of actions 15%
5. Analysis of ACAs 15%
6. Final recommendation made 20%
7. Plan of implementation 10%
TOTAL 100
%

Case Presentation (weight=30%)

Fabregar,JR.F.,andAlitagtag,J.B. (2021). EMGT215CaseAnalysisWorksheet.