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? II. Objectives: 1. To be able to establish camaraderie and rapport among employees of the center. 2. To be able to continue to attract the best and brightest employees. III. Analysis This is about the circumstances why Sylvia Gregorio wants out of CERD. It not just answer the question of job dissatisfaction but also the outline the steps to take in order to align employee values with that of the organization and what its visions are.
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 gender-equality, efficiency at work and recognition of job accomplishment. At the same time, her negative behaviors about her being unsatisfied with her work as an analyst gives away to complaints and other issues about job inefficiency. IV. Alternative course of solution 1.
On promotion of Sylvia Gregorio as head of Solar section: Advantages: •Talent retention •Job satisfaction resulting in increased productivity and boredom at work. Disadvantages: •Resistance to authority due to masculine dominated workplace and lack of respect 2. On the reassignment of Sylvia Gregorio to another office within CERD. Advantages: •Talent retention •Will be upbeat on the new challenge resulting to greater productivity, less absenteeism. Disadvantage: •May create friction with new co-employees. V. Recommendation
The Term Paper on Workfare Welfare Work Job
Workfare - Welfare with a Twist Since nearly fourteen percent of all Americans live in poverty, the subject of welfare has become a political hot potato. Politicians anxious to win points by cutting welfare rolls are increasingly favoring "workfare", which mandates programs requiring those on welfare to get job training and jobs. (See Table 1) Workfare can be defined as a government administered ...
Mr. Lacadao is facing a key decision he must make over Sylvia Gregorio’s resignation offer and whether acceptance is good move that will benefit the organization. Based on the preceding analysis, we recommend Alternative Action 2. Her offer to resign made apparent a more serious issue that has developed over time: absence of organizational value system. At the same time, her negative behaviors brought about by her dissatisfaction as an analyst of Solar section have raised some issues that prompted co-employees to complain.
This reassignment will provide a fresh start for Sylvia Gregorio and may allow her career to flourish. It will also eliminate one source of friction among co-employees in the Solar section. VI. Conclusion Mr. Lacdao to call Sylvia Gregorio about his decision to reassign her to another office. Then, Mr. Lacdao will convene a meeting among division heads on the need to develop a values guided organization. The division heads will be the core wxorking group that will be tasked to identify, measure, diagnose, decide and implement core values aligned with what CERD stands for.
The development will be with the help of an outside HR expert for objectivity and expert guidance of recommendations. The division head will be directed to assess their respective employees values. Then once values are assessed, it will be diagnosed on what strong values that exist around the organization which they can build on as a foundation. After identifying those strong desirable values, the group will debate and decide what core values to implement. Once decision has been made, the embedding process will now start. Revisions to employees’ handbook/code of ethics will be made.
