The unhappy

supervisor
Presented by:
Dela Cruz, Angelica B. Dela Cruz, Janella T.
Panganiban, Irene Samson, Abielyn T.
 01
Case summary
Miss Joan Santos has been a computer programmer in Mannadel Corporation for more than 6
years. She was discussing with her manager Mr. Roderick Santiago about her salary situation
because she was unhappy because she did not receive any salary increase in the last salary
evaluation, while some employees who were recently hired got an increased office percent.

Miss Joan’s performance has been considered very satisfactory for the last 5 years and previous to
this she got a very substantial increase in salary due to the programs she made for the corporation
related to accounting and personnel matters. Mr. Santiago explained to Joan that her salary was
already way above the salary grade for her position and a salary increase was not possible,
instead, the management are considering her for an incentive bonus, which is not as much as that
of her co-workers who were new in the department. Miss Joan was still not satisfied and planned
to file a leave of absence despite the many rush programs assigned to her.
02
Time
context
03
viewpoint
Lack of communication, support and ability to empower and motivate Mr. Roderick Santiago’s
employees are the problem here. He should appreciate Miss Joan’s effort and contribution to the
company especially since she worked there for almost 6 years and Miss Joan is still unsatisfied
because of the salary increase and environment there in the company.

The manager is the one who should be dealing with all the dissatisfaction regarding his employees
making their salary fair and satisfied as their reward for being an excellent employee. But for the
manager’s side, the salary negotiation or program that was issued explained means that getting the
employee to agree on a figure that is in their budget. And lastly, he should understand more that
employees who aren’t rewarded typically lose the motivation to continue on at a high level.
04 problem
What should the management do regarding the distribution of salary
in the department to satisfy Miss Joan Santos?
05
objectives
 Short-term objectives
To prevent Miss Joan Santos from filing a leave of absence.

long-term objectives
To implement a reward system that will compensate Miss Joan Santos for her
exceptional efforts in improving the company’s purchasing system and
systematizing the inventory records.

To create a salary program that will satisfy Miss Joan Santos.

06
Areas of
consideration
Ms. Joan Santos did not receive any salary increase even though she is
almost 6 years working with the company and already made a very
satisfactory performance. It caused her to be unhappy, unsatisfied and
feel unfairness while her co-workers have already received 10% to 15%
although they just started with the company and are new in their
positions.
07
Alternative courses of
action
 Create salary charts with increments that the
employees are going to get at specific times.
ADVANTAGES:
Helps eliminate internal conflict and anger between Miss Joan Santos and the management due
to the inconsistent salary ranges.
Puts employees in control, people like to feel they are in control of their careers and this will
encourage Miss Joan Santos to stay with the company.

Increase competition and will give employees a reason to outperform the rest of the
department.

DISADVANTAGES:
Difficulty in coming up with a metric that works.

Can create greater resentment than a regular salary program can.

 Offer bonus for efficient workers who provide their time
and efforts for the well- being of the company.
ADVANTAGE:
This will not only show Miss Joan Santos that she was appreciated for her hard work, but
it will motivate her to continue to work hard for further rewards.

DISADVANTAGES:
Costly for the company.

Fairness and jealousy issues: other employees may become jealous of Miss Joan Santos’
salary which may create conflict.
 Conduct employee recognition programs to award the best
employees to increase morale.
ADVANTAGE:
Will fulfill the intrinsic need of Miss Joan Santos to be appreciated.

Creates job satisfaction.

Increases employee engagement and raises morale.

DISADVANTAGE:
Can become very expensive to recognize employees on a consistent basis.

Can create an environment where favoritism is perceived.

08
RECOMMENDATION
Since the problem is Miss Joan Santos’ dissatisfaction with her salary, we recommend ACA 1
which is to create salary charts with increments that the employees are going to get at specific
times, this will ease her dissatisfaction by giving her salary increments accordingly with her
efforts., therefore preventing the company from suffering losses if she did not perform the task
assigned to her. It will encourage her to do her best and this will also be beneficial to the
company as well because this salary program will only be given to her to other excellent
employees only at specific times which will not be costly.

In conclusion, salary dissatisfaction may lead to decreased motivation, increased turnover,

decreased morale, and poor-quality work. Salary satisfaction or job satisfaction in general is
important not only for the employees themselves but also for the company because they are
intrinsically connected.
09
PULL BACK
POSITION
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