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Question Two: Questions On Case Analysis One

The document describes a manufacturing company known for its employee welfare schemes over 10 decades. It employs over 800 workers, 150 administrators, and 80 managers. The top management views all employees equally, as seen in uniform policies. The company has two cafeterias of equal quality near the plant and administration building. It has a cordial relationship with its registered trade union. Recently, supply issues emerged around quality, packing, labeling, and timing. The HR manager found the underlying issues related not to systems but to employee attitudes. This was due to recent hires of higher-level candidates without considering internal candidates, and higher pay packages for new hires than existing employees in the same roles.

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Helen Amare
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144 views

Question Two: Questions On Case Analysis One

The document describes a manufacturing company known for its employee welfare schemes over 10 decades. It employs over 800 workers, 150 administrators, and 80 managers. The top management views all employees equally, as seen in uniform policies. The company has two cafeterias of equal quality near the plant and administration building. It has a cordial relationship with its registered trade union. Recently, supply issues emerged around quality, packing, labeling, and timing. The HR manager found the underlying issues related not to systems but to employee attitudes. This was due to recent hires of higher-level candidates without considering internal candidates, and higher pay packages for new hires than existing employees in the same roles.

Uploaded by

Helen Amare
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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QUESTION TWO

Watson Public Ltd Company is well known for its welfare activities and employee-oriented schemes
in the manufacturing industry for more than ten decades. The company employs more than 800
workers and 150 administrative staff and 80 management-level employees. The Top-level
management views all the employees at the same level. This can be clearly understood by seeing the
uniform of the company which is the Same for all starting from MD to floor level workers. The
company has 2 different cafeterias at different places one near the plant for workers and others near
the Administration building. Though the place is different the amenities, infrastructure and the food
provided are of the same quality. In short, the company stands by the rule of Employee Equality.
The company has one registered trade union and the relationship between the union and the
management is very cordial. The company has not lost a single man day due to strike. The company
is not a paymaster in that industry. The compensation policy of that company, when compared to
other similar companies, is very less still the employees don’t have many grievances due to the other
benefits provided by the company. But the company is facing a countable number of problems in
supplying the materials in the recent past days. Problems like quality issues, mismatch in packing
materials (placing material A in the box of material B) incorrect labeling of material, not dispatching
the material on time, etc… The management views the case as there are loopholes in the system of
various departments
and hand over the responsibility to the HR department to solve the issue. When the HR manager goes
through the issues he realized that the issues are not relating to the system but it relates to the
employees. When investigated he come to know that the reason behind the casual approach by
employees in work is
● The company hired new employees for a higher-level post without considering the potential
internal candidates.
● The newly hired employees are placed with higher packages than that of existing
employees in the same cadre.
Questions on case analysis one:
1. Narrate the case with a suitable title for the case. Justify your title.
2. The points rose by the HR manager as the reason for the latest issues in the organization is
justifiable or not. Support your answer with Human resource related concepts.
3. Help the organization to come out from this critical issue. If you are in the role of HR manager what
will be your immediate step to solve this case.
4. Discuss the concept of “injection new bloods” to the organization in relation to this Case

QUESTION THREE

Roger has been employed at Capital Manufacturing for 28 years, and has steadily risen through the
ranks to his current position as a senior line supervisor. Although Roger started working at the
company for minimum wage, raises through the years ensure he has a very comfortable salary now.
The company is going through some financial difficulties, and the board of directors decides that it
would be good ideas to let some of the most senior employees go, as their salaries are a large drain on
the payroll. For this purpose, Capital Manufacturing institutes a mandatory retirement age of 65,
which will leave 67-year old Roger out in the cold. Rhonda’s new employer, during her orientation,
explained that all of the employees meet in the large break room before the start of the workday, for
group prayer. The next day, when Rhonda tried to thank her supervisor for the opportunity, and said
she would prefer not to participate, she was told that the pre-workday group prayer is required of
all employees. A law firm has a single open position for a lawyer specializing in financial ases, to
which they intend to promote an existing employee. One of the candidates is a white man with a
bachelor’s degree in accounting, who has advised the firm on such cases for four years. The other
candidate is an African-American employee who has a master’s degree in accounting, and a law
degree. The firm promotes the white male candidate, altering the position to allow a junior attorney to
work together with him.

Questions on case analysis 2:

1. Identify the discrimination types these firms making and give your recommendation to
overcome such discriminatory problems.
2. Associate these cases with your/surrounding/ organization discrimination practices.

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