Scribd
Upload
1K views16 pages

Jun Unson CASE

a case presentation in MBA 202--Human Behavior in an Organization at Recoletos de Bacolod Graduate School by Francis Louie Mangubat & Zeny Maquiling

Uploaded by

mangubs
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
1K views16 pages

Jun Unson CASE

a case presentation in MBA 202--Human Behavior in an Organization at Recoletos de Bacolod Graduate School by Francis Louie Mangubat & Zeny Maquiling

Uploaded by

mangubs
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 16

Recoletos de Bacolod Graduate School

University of Negros Occidental – Recoletos

A Case Analysis: Demotivation case of Jun Unson of MANTEL

MBA202 (Human Behavior in an Organization)


Prof. Ariadne Cordero

By: Francis Louie C. Mangubat


& Zeny Maquiling

August 22, 2009


1st term A.Y. 2009-2010
Problem

How will the management of MANTEL address


the employee demotivation case of Jun
Unson?
Point of View:

 We will address this case in the point of view


of Ms. Pat Javier Pad, the new Human
Resource manager of MANTEL
Objective:

 Our objective is to create and implement an


action plan to make Jun Unson effective
again in the organization
Areas of considerations:

 Jun Unson is expectant of the promotion as


HR manager after the resignation of the HR
manager.
 The HR department then came under the
supervision of the vice-president for HR, who
was very strict and not impressed by the
performance of the whole department and in
Jun Unson’s performance in particular
Action Plans:

 ACA #1: Transfer Jun Unson to another


department, which fits his expertise.
 Advantage: Jun will be relieved from the
“picky” boss who had never seen anything
good in everything that Jun did.
 Disadvantage: Jun might not like the idea of
being transferred which may cause another
problem. It is just a way of running away
from the problem.
Action Plans:

 ACA #2: Give Jun Unson a leadership role in


a certain project within the HR department
such as leading a project team which will
create plan to improve HR internal process.
 Advantage: This may motivate Jun to give
out his best since he is very expectant of
being in the lead role.
 Disadvantage: Jun has problem dealing with
his co-workers in the department
Action Plans:

 ACA #3: Give Jun Unson an additional responsibility


within the HR department, such as being a part of
the HR training team other than just being as
compensation and benefits analyst.
 Advantage: This will help Jun boost his ability.
 Disadvantage: Jun is contented with his work being
compensation and benefits analyst. He never
complains about it. Giving Jun another responsibility
may give more pressure to him
Action Plans:

 ACA #4: Give Jun Unson the postponed anniversary


salary increase.
 Advantage: This is one of the causes of Jun’s
demotivation. Giving to Jun what is due to him will
surely uplift his spirit to soar high again and be
effective in his work (an extrinsic factor according to
Herzberg and the basic need according to Maslow).
 Disadvantage: An add-on cost to the company
Action Plans:

 ACA #5: Let Jun Unson undergo an outside


seminar, and let him recreate the seminar
within the organization.
 Advantage: A seminar may give him a break
from the work routine he is doing in the
company. He may gain new knowledge that
may be applied in the company.
 Disadvantage: Sending someone to
seminars may be costly.
Recommendation

 We recommend ACA#4 because it was the


root cause of Jun Unson’s demotivation. He
became dissatisfied when the VP who was
then the officer-in-charge of HR was his
direct boss. His problem is half-solved
because he is now under a new HR manager
but he still remains to be ineffective and
indifferent because of the postponement of
the giving of his anniversary increase
Detailed Action Plan Framework

ACA 4

ACA 5 ACA 2

EVALUATE PERFORMANCE

ACA 1

EVALUATE PERFORMANCE MONITOR


PERFORMANCE,
TAKE ACTIONS
CAREER COUNSELING IF NEEDED
& ADVISE TO RESIGN
Conclusion or Insights

 Some cannot work when he/she is not


appreciated, accepted, recognized & justly
compensated.
Let us remember that when dealing with
people, we are not dealing with creatures of
logic, we are dealing with creatures of
emotions.
Answers of the guide questions:

 Characterize Jun Unson’s expectations of himself,


his job, and his future in the company.
 Jun is very confident of himself. Being smart and
with a good educational attainment, he knows he
can do the job well though it was not actually his
line of specialization. He is even expecting to be
the future boss of the department. He perceives
the company to be stable. He even plans to stay
for good. He is contented with his salary which is
above industry norms.
Answers of the guide questions:
 What can happen to Unson’s motivation to work if any of the
above expectations are frustrated?
 Once expectations are frustrated, the normal tendency to
happen is the employee’s demotivation. According to
Herzberg’s Motivation-Hygiene Theory, there are
motivators/intrinsic factors that may be the sources of
satisfaction: 1) Achievement, 2) Recognitions, 3)
Challenging, varied or interesting work, 4) responsibility, and
5) Advancement.
 In Jun’s case, he became frustrated because his boss
never recognized his work no matter how much effort he
exerted just to please the former. He has an unhappy
relationship with the officer-in-charge of his department (an
extrinsic factor or source of dissatisfaction).
Answers of the guide questions:

 Why did Jun Unson’s performance decline?


 His performance declined because his
expectations were not met. He had a hard
time with his new boss who was never
pleased with his work.

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy