Case 1: How Come They Make More Than Me?

Comilang, Allyah Mae C. - 21-54754

BSBA MKTMGT – 1107

I. Background of the Case

Part of being a person is about helping others – Regis Murayi. Judy actually
receives help from Fran. She didn't notice since she assumed Fran was simply
increasing her task and torturing her. Yes, Fran made a mistake by adding extra task
to Judy’s work, but the extra task will help her develop the skills and abilities she will
need in the future. Wednesday morning, Judy hand a job-posting application form in
front of Fran. Fran is aware that the Metro job evaluation system was up to date and
that Judy's desired position requires further background experience, skills, and
responsibilities. He didn’t want to lose Judy because she was a good employee.
The purpose of this study is to tell us to value what other people do to us. Do not
look for the salary only but also on its corresponding responsibilities. And do not
believe what others say until you haven’t experienced it yourself.

II. Statement of the Problem

- Main Problem
The problem indicated in this study is that Judy wants to switch her job in the
branch management division because she thinks she should be paid more for the work
she does.
- Sub-problems
The sub-problem is the misunderstandings between the Supervisor and the
Secretary. Judy thought it would be easier to work there because she had time to
sit and do nothing. And she will receive a higher salary than her current position.
III.Analysis of the Problem
Judy believes in her friend that is working in the branch management division that
she still had time to sit and do nothing and at the same time she still receives a high
salary. Judy hands a job-position application form because of what she believes. One
reason why Judy starts to complain about her salary is that she does the job that is not
listed on her job description
The misunderstanding said in this study is the additional task that Fran gave to
Judy. For Judy, the jobs that she does are for the administrative aide and not for a
secretary. And that misunderstanding led to the secretary thinking of switching jobs.

IV. Existing HRM Strategies or Existing Solutions

What the supervisor did is helping her secretary to become ready in the future. He
knows that the secretary’s desired position required an additional background
experience, skills and responsibilities.

V. Recommended Solution, Justification & Implementation

- Recommended Solution
Analyze the job and the job description and if needed, do the redesigning of job.
The job description must be aligned on the salary grade. As a head or supervisor, you
shouldn’t use your power to order employees, especially when it’s not work related.
About the salary, Farn can increase her salary since she doesn’t want to lose Judy
and he gave Judy a job that wasn't really listed in her job description.
In Judy’s case, Farn should explain the difference between the grade salary and
the corresponding job and responsibilities. Give Judy an opportunity to experienced
what does the branch management division do and let her decide if she will stay or
she will go. Work smarter not harder.
- Implementation
The Supervisor should suggest to the head or owner that her secretary's
wage be increased so that she may stay and no longer complain. In addition, the
manager can maintain a valuable person in his department.