Despite her lack of flexibility being a woman in the section dominated by male employees and works that need men, it remains a vital step in the right direction because it signals a shift in thinking that being a woman is not a hindrance to ambition and career advancement at CERD.
Employees in the Center had a tendency to take their work not so seriously. Control and out-of-control situations.
However, the new entrants will eventually cause decrease in overall industry profits. The development of value system is complex and has far reaching implications in so far as individual behaviors are concerned.
Alternative Courses of Action 1. Pest analyses is a widely used tool to analyze the Political, Economic, Socio-cultural, Technological, Environmental and legal situations which can provide great and new opportunities to the company as well as these factors can also threat the company, to be dangerous in future.
Change in population growth rate and age factors, and its impacts on organization. Moreover, it also helps to the extent to which change is useful for the company and also guide the direction for the change.
In contrast, her co-employees speak the opposite. Must Objective To be able to convince Sylvia Gregorio to stay with the company as soon as possible. Good opportunities that can be spotted. Recent information that Sylvia Gregorio managed to get was the center would retrench 4 employees: Sylvia Gregorio managed to negotiate a higher amount.
Only time will tell. Creates a respected organizational identity founded on vision and value systems congruent with personal ethical values of its employees. Time for work will be sacrificed for the time spent in the said activity. It takes into account the recognition of talent, efficiency at work and the values that employees must develop in order to create an organization that encourages camaraderie, rapport and team success rather than being confined to few individuals or genders.
Lacdao, she will be reassigned to another office withi CERD to convince here to stay with the center. Results to self-integration, happiness, fraternization, harmony, concern for others among employees.
May encounter resistance from entrenched value systems in the organization, making it harder to implement and monitor progress of values and ethical changes.
To make a detailed case analysis, student should follow these steps: It is a division of the Philippine Energy Company tasked with the Research and Development activities on renewable energy resources. Therefore, Sylvia Gregorio will be promoted as head of Solar section vice J.
Sylvia could also have more time for her kids. The German consultant managed to get hold of confidential salary information that was used ostensibly to force Sylvia Gregorio to report on time and avoid absences.
Sylvia can attend to various seminar and trainings which will help her to be satisfied, and excited in her job. To have a complete understanding of the case, one should focus on case reading. The management will allow Sylvia and the rest of its qualified employees to have a flexible work time.
These five forces includes three forces from horizontal competition and two forces from vertical competition. After reading the case and guidelines thoroughly, reader should go forward and start the analyses of the case.
Then, a very careful reading should be done at second time reading of the case. Employees in the Center had a tendency to take their work not so seriously. He shall ask for assistance from the Human Resource Department Head. She feels that being a woman in a section that heavily relies on men to do installation works is a hindrance to her career advancement due to her lack of flexibility.
Career achievement, that sense of accomplishment, her desire to be respected all forms part of her value system that is incongruent with the values currently in practice by other employees at CERD that unofficially makes up as the value system of the center. There may be multiple problems that can be faced by any organization.View the profiles of people named Sylvia Case.
Join Facebook to connect with Sylvia Case and others you may know. Facebook gives people the power to. Sep 18, · Sylvia Gregorio’s offer of resignation, while it appears as nothing but job dissatisfaction on surface, is actually an upfront challenge to the organization’s value system, or the lack of it.
It begs the question whether CERD is a respectable organization that allow talents like Sylvia Gregorio to flourish.
With regards to Sylvia Gregorio’s case. becoming more productive and benefiting to the company. All the hard work and labor should in return be given just and fair compensation. Another alternative applies the same thing with the Promotion of a certain employee of the company.
CASE District I > Sylvia Racca Sylvia Racca is the Executive Director of the Dartmouth College Fund – a $45 million annual fund that is considered “best in class” in the industry of Advancement.
Central Problem Job Dissatisfaction of Sylvia Gregorio Sylvia Gregorio is an Analyst at the Center for Energy Research and Development since March It is a division of the Philippine Energy Company tasked with the Research and Development activities on renewable energy resources.
Sylvia Gregorio Case Study statement What should Mr. M. Lacdao do with Sylvia Gregorio’s offer of resignation as analyst of Center for Energy Research and Development’s Solar section brought about by absence of organizational value system?Download