COXS BAZAR INTERNATIONAL

UNIVERSITY

Case Study - 1

Employee recognition VS Employee

equality
Human Resource Management
Submitted to,

RAJIDUL HOQUE
Head of the Department, Lecturer
Faculty of Business Administration
Coxs Bazar International University
Submitted by,

MD RIFAT ZAHIR
BBA 2nd Batch
ID: 2014201004
Faculty of Business Administration
Coxs Bazar International University

Date of Submission: 3/7/2016

Question: 1
Narrate the case with suitable Title for the case. Justify your title.

Answer to the Question no: 1

Employee equality is not an issue for every hour. As we learned from the case given, Watson
Ltd had availed all the facilities to employees at each level equally. But yet the employees are
causing issues like quality issues, a mismatch in packing materials, incorrect labeling of
material, not dispatching the material on time etc.
HR manager of the company found the major problem is that the policy of hiring new
employees for higher post ignoring old potential employees. According to him, employees are
not being recognized for the potential rather company has gone for new recruitment. As a
result, the company is facing such problems.
Agreeing with the HR manager, the title of the case should be Employee recognition VS
Employee equality.

Question: 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.

Answer to the Question no: 21

Human beings are social animals as popularly
According to HRM philosophy
So, human minds seek for social recognition, self-respect, consideration, etc. for their work
and performance.
So yes! The points raised by the HR Manager are justifiable.
In the above-said case, even the company provides and stands for the concept employee equality
when it fails to recognize the potential talents of existing employee they felt dissatisfaction towards
the organization and they showed in the way of quality issues and slow down production.

Related Human Resource concept.

Slow Down Production:
Slowing down the production is a form of strike, strategically done by employees. The
industrial history has several examples of this kind of action. Employees follow to slow down
strike as a strategic move when the employees want to show their dissatisfaction with the
management rather than stop working or strike. The impact will be realized by the
management after a period of time.

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Employee Recognition:
Humans are fond of recognition. So they can easily be motivated through proper recognition.
In this case, the employees are dissatisfied as they are not recognized though there are all
other availed facilities.
Hawthrone Experiment:
Elton Mayo conducted a four staged test on employees of several companies. The phrase he
introduced as Remarkable Hike in production is actually generated from the employees
perception regarding the management decisions regarding them.
In this case, we can see the same issue has emerged. Employees would have avoided such
issues if the management consulted the employees with an open-ended discussion.
Hygiene Factor:
The theory of hygiene factor suggests that there are certain factors related to employees the
presence of which will not create a major impact, but the absence of such things will lead
employees to demotivation. Employee recognition is one of those hygiene factors. When the
management fails to do so, it will lead the employees towards the demotivation.

Question: 3
Help the organization to come out on this critical issue. If you are in the role of
HR manager what will be your immediate step to solving this case.

Answer to the Question no: 3

Solution:
I am the HR Manager & I am supposed to help my organization Watson Ltd to solve this
problem. So here is what I would do.
As an HR manager, I will try to discuss the issue and ask for the reason from the management
for new recruiting rather than consider available potential talents. I will personally analyze
the reasons provided by management and if acceptable I will discuss the same with the
employees.
Everything is possible when the discussion is done. So I will discuss and convince the
employee that this won't happens again in the organization. I will also initiate the collective
bargaining process for a reasonable salary hike for the existing employees.

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