Case 8:Lighthouse Insurance Company: Help Me Make It Through the Night

Introduction:

Lighthouse Insurance corporation’s problem is on how they will fill the position for Branch Manager. The
Branch Manager will be the one assigned to fill up the employees for his branch, he is responsible for the
recruitment of their employees. The vacancy for the Branch Manager had opened for now and the General
Manager had pulled out someone from the Marketing Department. But then, it opened again the next
year. Not just 1 vacancy but 6 vacancies. Human Resources Department now is having trouble placing
employees as Branch Managers since they either improve their performance or fail totally.

Learning Assessment:

1.Assess and present which part of the staffing procedure were not done properly.

There still no suitable replacements could filled the other three vacancies

2.Her human resources department typically handles an organization's hiring practices.Unorganized and
poorly planned hiring practices may lead to the employment of unqualified and inept workers

3.Position:Branch Manager 1. College Graduate

Located in Makati City 2. 25 - 40 Years Old

Job Summary:The branch manager will be responsible 3.Experience in Manegerial Departrment

for supervising and managing a bank branch. atleast 2 years

They will oversee financial reporting, hire and train staff, 4. Willing to work 8-10 hours

and grow branch revenue 5.Physically Fit

Reporting to: Ms.Emerenciana Soriano-HR 6..Benefits:

Job Duties: selling non-life policies specifically - Cash Incentives

those related to fire and allied lines, motor cars - SSS

, marine, personal accident bonds and miscellaneous lines. - Philhealth

- Pag-Ibig

-Health Card

-GSIS

-With Overtime pay

Conclusion:

Lighthouse Insurance Company is facing a big problem because they can't find someone appropriate for
the job of being a Branch Manager.Because of slowing finding a trusted person,The position wouldn’t find
a replacement in the remaining vacancies.If they are able to find a candidate atleast half of the 6
vacancies, they will have no problem after that.

CASE 9:Jupiter Drug Corporation:Crying Time

Introduction:

Each store is manned by a store manager plus nine other employees consisting of an inventory clerk, a
cashier, a utility boy, and six salespersons.Ms. Concepcion has the full authority to hire and fire any
employee within her branch except the store managers. It was one morning when she was browsing on
various documents forwarded to her, that she noticed four letters of resignation. The letters were
prepared by two cashiers and two salespersons. She thought that she must act quickly on the resignations.
The letters indicated reasons that she finds hard to accept.

LEARNING ASSESSMENT

1.Personal barriers because they make poor communication to reciever that makes all of them having mis
understanding.

2.The appopriate way of communicate for them is Listening to the receiver.Be Friendly with your
workmates with a big smile. And Lastly Be your authentic self.

3. The tecnique i have to share is:Being improve their communication as a team for avoid mis
understanding.2nd,Oral communication is the most important to make the Firm successful if the team
will cooperate as one

CASE #10:INDIANA SALES:SKYLINE PIGEON

INTRODUCTION:

When Mr. Cortes was hired, the branch was only one week old Within five years, the branch had a full
complement of twenty persons including the branch manager, a cashier, a credit and collection
supervisor, a sales supervisor, and a parts and service supervisor Mr. Cortes' record as salesclerk was
commendable and the branch manager was considering him for promotion as sales supervisor.

LEARNING ASSESSMENT

1 Mr. Cortes began to change when he knew that he will promote to become a sales supervisor and maybe
he is not interested to his promotion due to the structure of the work as supervisor. Becoming a sales
supervisor takes lot of responsibility because it is responsible for overseeing the activities of the salesclerk,
the utility boy, the driver, the records clerk, the documents clerk, and the stock clerk. Oftentimes, the
sales supervisor had to leave office at 8:00 P.M. due to the requirements of the job.

2.The motivation theory that is appropriate for Mr Cortes is Motivation-Hygiene Theory Also known as
the Two Factory theory; Frederick Herzberg developed this in 1959. It postulates that different factors in
the work environment result in either satisfaction or dissatisfaction.

3.My plan to motivate Mr Cortes to accept additional responsibility and performed as expected is to
explain to him “what a supervisor can do?, “what are the benefits of being a supervisor? “. Most of people
accepted such as responsibility of being supervisor because they expected the big benefits such as salary,
health support and others that can secure them in living.

Conclusion:Mr Cortes was contented to his position, The best solution is not to force Mr. Cortes to the
position being offered for the reason that he does not have the goodwill to take the responsibility