Unfair Promotion at the Food Chain
I. Case Study
Joel Reyes, the newly hired officer at the Food Chain, Inc. was jolted by the conversation he just had with Ria Tolentino, an employee at the counter. Ria complained that female employees were being passed over for promotion in favor of male employees who had less experience and seniority. She explained she had been passed over promotion twice since she started working at the Food Chain.
After Ria left his office, Joel began to immediately investigate her complaints, only to find out that for the fast two year or three years, more than 90% of the employees were promoted are male. Further investigations revealed that the supervisor made promotion recommendations and decisions. The company felt that the supervisor was in the best position to judge whether or not an employee was promotable. There was no system for employees to apply for promotions. Written performance evaluations were limited to office employees and by store managers.
A: Main Problem: The main problem in the case was that female employees were being passed over for promotion in the favor of male employees who had less experience and seniority.
B: Point of View of the: Student
C: Alternative Courses of Action (3 ACAs. Possible actions to solve the problem)
ACA1: HR manager may simply put the decisions on his department with regards to the conflict between the promotion of the female and male employees.
Advantage: Fair judgment
Disadvantage: It will only show that HR manager doesn’t have any capabilities handling his staff.
ACA2: Ria should personally talk with Supervisor, Line managers and the Board of Directors; have a closed door meeting with her regarding her concerns with promotion.
Advantage: Ria could voice out everything with her supervisor regarding her work concerns.
Disadvantage: Ria, doesn’t have much competence handling such task because she herself doesn’t have much background with performance evaluation.
ACA3: HR Manager should redesign a
Joel Reyes, the newly hired officer at the Food Chain, Inc. was jolted by the conversation he just had with Ria Tolentino, an employee at the counter. Ria complained that female employees were being passed over for promotion in favor of male employees who had less experience and seniority. She explained she had been passed over promotion twice since she started working at the Food Chain.
After Ria left his office, Joel began to immediately investigate her complaints, only to find out that for the fast two year or three years, more than 90% of the employees were promoted are male. Further investigations revealed that the supervisor made promotion recommendations and decisions. The company felt that the supervisor was in the best position to judge whether or not an employee was promotable. There was no system for employees to apply for promotions. Written performance evaluations were limited to office employees and by store managers.
A: Main Problem: The main problem in the case was that female employees were being passed over for promotion in the favor of male employees who had less experience and seniority.
B: Point of View of the: Student
C: Alternative Courses of Action (3 ACAs. Possible actions to solve the problem)
ACA1: HR manager may simply put the decisions on his department with regards to the conflict between the promotion of the female and male employees.
Advantage: Fair judgment
Disadvantage: It will only show that HR manager doesn’t have any capabilities handling his staff.
ACA2: Ria should personally talk with Supervisor, Line managers and the Board of Directors; have a closed door meeting with her regarding her concerns with promotion.
Advantage: Ria could voice out everything with her supervisor regarding her work concerns.
Disadvantage: Ria, doesn’t have much competence handling such task because she herself doesn’t have much background with performance evaluation.
ACA3: HR Manager should redesign a