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Case 1: Leadership Perspectives and the New HRP – Case Study – By Dr. Sarah J. Smit

BUS530_871_14_451:
‫( اإلدارة االستراتيجية للموارد البشرية‬STRATEGIC HUMAN RESOURCES
MANAGEMENT)

Names:
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Case 1: Leadership Perspectives and the New HRP – Case Study – By Dr. Sarah J. Smith

Given the information provided in the case study, the following observations can be

made:

1. Sherry's educational background and knowledge of leadership suggest that she should

possess the skills to be an effective leader.

2. However, she is struggling with a transactional leadership situation regarding the

salary discrepancy between the office manager and the office team member.

3. The lack of resolution in this matter leads to rumors circulating about Sherry's

relationship with the plant manager.

4. Corporate HR begins investigating these rumors, highlighting the high-risk nature of

the industry.

5. Sherry implements a modular training program for mandatory safety and

environmental training, but fails to maintain proper training records, stating that it is not her job.

6. Sherry discovers that other HR professionals in the region are earning more than her

and brings this issue to corporate HR and the plant manager, resulting in a pay increase.

7. Within the same year, Sherry informs corporate HR and the plant manager about

another job offer with higher pay. Corporate HR supports her decision to leave.

It appears that Sherry struggled with certain aspects of leadership, such as resolving

compensation disparities, maintaining essential records, and potentially handling rumors about

her relationship with the plant manager. However, she was successful in advocating for herself

and securing a pay increase.

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1- Of the Leadership Perspectives, as applied to HRM, select two perspectives that Sherry's

actions compromised. Explain how her choices or approaches met or failed to meet the

respective perspectives.

1. Two perspectives compromised by Sherry's actions in the case study are the

Transformational Leadership and Ethical Leadership perspectives.

- Transformational Leadership: Sherry failed to display the characteristics of a

transformational leader in handling the salary discrepancy issue. Transformational leaders inspire

and motivate their team members, fostering trust and collaboration. Sherry's lack of action and

failure to address the issue undermined trust and hindered collaboration between the office

manager and the office team member.

- Ethical Leadership: Sherry's actions raised ethical concerns. First, her involvement in

rumors about a potential inappropriate relationship with the plant manager reflects a lack of

professionalism and ethical conduct. Second, Sherry's decision not to maintain safety training

records, despite it being her responsibility, raises ethical issues as it compromises the overall

safety and compliance of the organization.

2. Do you agree with upper management’s decision to deny Sherry’s second request

for additional compensation and to pursue other career opportunities? Why or why not?

2. Regarding upper management's decision to deny Sherry's second request for additional

compensation and to pursue other career opportunities, it is difficult to make a definitive

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judgment without additional information. However, if Sherry consistently sought external job

offers to negotiate higher pay, it may demonstrate a pattern of prioritizing personal gain over

commitment to the organization. Upper management may have considered Sherry's actions as

detrimental to team morale and stability, ultimately leading to a decision to support her

departure. Additionally, if Sherry's actions compromised trust and created doubts about her

commitment and loyalty to the company, it could further justify their decision.

3. Aside from possible ethical or moral breaches, what might Sherry do differently

in her next position to encourage organizational success?

3. To encourage organizational success in her next position, Sherry could focus on several

areas:

- Building a culture of trust and transparency: Sherry should prioritize open and honest

communication with her team and colleagues, fostering an environment in which people feel safe

to express concerns and collaborate effectively.

- Taking ownership of responsibilities: Sherry should fulfill her assigned duties and

responsibilities, including maintaining necessary records. Demonstrating accountability and

professionalism will enhance her effectiveness and contribute to the overall success of the

organization.
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- Emphasizing ethical behavior: Sherry should engage in ethical decision-making and

conduct herself in a professional manner. This includes avoiding involvement in rumors,

maintaining confidentiality, and always considering the organization's best interests.

- Developing strong leadership skills: Sherry should continue to enhance her leadership

capabilities, such as building relationships, inspiring and motivating others, and effectively

resolving conflicts. These skills will contribute to her ability to lead and support the success of

her team and the organization as a whole.

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References

https://m.moam.info/strategic-human-resource-

management_5bb31bad097c4744208b45a1.html