sylvia gregorio
I. Problem 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?
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
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
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
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