GROUP IV - LIS 151

Case Analysis
Case 4: Transitioning to a New Job

Encabo, JM | Olvida, JV | Rombaon, Sam | Talastas, Yohan | Timbol, Dominique

Overview
Summary of the Case
Problems / Issues
Case Background
Solving the Case
How to Avoid These Problems
Opinions on Specific Points
Group Insight
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Summary of
the Case
 Problems and
Issues
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 Main Problem
Staffing issue: the conservative college does not want
to hire an extremely qualified transgender applicant
but doesn't know how to do it without opening the
college up to an anti-discrimination lawsuit

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Other issues
Human resource Hiring process Organizational culture
The IT specialist is Richard did not follow the The college is
about to retire soon protocol in hiring conservative leaning
and the library is in applicants; He did a and their culture seems
need of replacement background check on unadaptive to new
as soon as possible. Stephanie outside the beliefs, values and
They’ve already established hiring assumptions due to
exhausted all avenues protocol. their strong affiliation
to recruit a capable with religious beliefs.
person for the job.

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 Case Background
Facts and Assumptions on the Case

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 Hartwell Technical
College Library Stephanie Smith Richard Berman

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 Aliyah Andrews Caroline Grady

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 Legalities around the issue

Federal Level State Level

Title VII of the Civil Rights Act Georgia Fair Employment
of 1964 Practices Act

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 Solving the Case
Application of management
frameworks, models and concepts

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 Maslow's Hierarchy of needs

Management According to the case study, it seems like the

organization of Richard in the Hartwell Technical College

frameworks, Library is not yet open on accepting a transgender

person to be one of their workers or subordinates. This is

concepts where Maslow's Hierarchy of needs comes into place.

It can also help an individual to be motivated that even

and models having some differences or transitioned to another

gender they can still process and execute their work well
without judgement or discrimination

Communication : Upward
As a human resource specialist, Richard might have the
chance to suggest about how they can try to innovate
Back to Overview their beliefs, culture, and tradition especially when it
comes to qualifications and acceptance of a new
individual in their organization.
Management Doing the right thing!

frameworks, As an applicant, honesty is the key on having a good

dialogue and trust to the people around you.

concepts Richard has the right on knowing your experiences not

and models just in your work but also about your true identity.
 Richard has a limited decision making power in
the college library
Main Richard has to do whats good for the library. Not hire

Problem: Stephanie without making it an issue.

What Richard has to inform Stephanie of her job

application rejection without opening up the
should library to the risk of legal reprecussions.

Richard do?
Action: Formally and politely inform Stephanie that her
job application was rejected and give and acceptable
reason like someone else more capable was hired for the
job

Back to Overview After rejecting Stephanie's job application

Find an equally qualified applicant to hire to fill the job
opening and so as not to arouse Stephanie's suspicion
 How to avoid
these problems
What can organizations do in general to avoid
the problems presented in the case?

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How can organizations Back to Overview

avoid these problems

For the manager For the superiors For the organization

and subordinates as a whole
Be more up-front about
the organization’s values Be more sensitive and Establish policies about hiring
and hiring preferences understanding on employees based on their gender
Do background checks employees' gender identities
earlier while properly identities Promote a welcoming environment
following the hiring Practice upward to employees by raising awareness
protocol communication on such issues
 Opinions on
Specific Points
What specific points in the case do we
agree/disagree with? Why?

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 What specific points in the case do we
agree/disagree with? Why?
On the college
library superiors'
decision to not hire
Stephanie
It is morally dubious but at
the same time, reasonable
given the religious affiliations
of the college library
Negative impact of losing
grants weighed more than
losing a qualified candidate
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On the people's
response to Stephanie's
transition and her
gender identity
Rubin’s 7 Values of LIS: Tolerance:
We should foster openness and
respect towards persons of
different beliefs and statuses
The actions of Stephanie’s previous
coworkers and her superiors
regarding her situation are
concerning
 Group Insights
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 Back to Overview

Stephanie's old company did not handle

her transition with the respect and
sensitivity required.
Discrimination vs Not Discrimination
It is the best for everyone!
Richard is bound to be axed.
Go beyond the mandate.
Be out and proud!
References Back to Overview

https://www.liveabout.com/human https://www.eeoc.gov/statutes/titl
-resources-specialist-4583054 e-vii-civil-rights-act-1964

https://williamsinstitute.law.ucla.ed https://www.gradar.com/en/job-
u/wp-content/uploads/LGBT- architecture/job-titles
Employment-Discrimination-GA-
Oct-2014.pdf