RHEA O.

LUCERO

Subject: Human Resource Management

Schedule:

Professor: Dr. Bernadette Velasco Abella

CASE STUDY: “DEAR HEART”

1.

A. Notice of violation and sanction to Ms. Heart

TO : MS. HEART

FROM : MR. JUAN DELA CRUZ

RE : NOTICE OF VIOLATION AND SANCTION

DATE : MAY 2, 2019

=====================================================================

This refers to the reports that have reached the management concerning you. As you may

be aware, these acts constitute sufficient ground for disciplinary action, including suspension and

termination from service.

In this light, you are required to explain in writing within forty-eight (48) hours from

receipt of this Notice why you should not be sanctioned for your acts of Failure or delay in

carrying out instructions; Failure or carelessness in performing assigned work; Insubordination,

disregard of directive; refusal to comply with proper order, and/or Discourteous conduct toward

supervisors, co-workers and guests. Failure on your part to submit a written explanation within

the given period shall constitute a waiver of your right to be heard.

In addition, considering the nature and gravity of the offenses you committed, and the

nature of your possession, the Company deems your continued employment to pose a serious
threat to the life or property of the Company and/or of your co-workers. As such, you are hereby

placed under preventive suspension for five (5) to fourteen (14) days pending investigation of

this incident, effective upon your receipt of this letter.

Your written explanation shall form part of the records of the case. After due deliberation,

a decision shall be rendered based on the available records.

For your strict compliance.

JUAN DELA CRUZ

General Manager

Noted by:

RHEA O. LUCERO

HR Manager

B. Training Needs for Ms. Heart

 Interpersonal skills training – this is designed for managers and staff who wish to

increase their self-awareness and improve the way they relate to others in order to work more

effectively and to sustain high quality working relationships.

 Communication skills training – this training develops individuals’ interpersonal skills

and build rapport with others in the workplace. It covers effective communication strategies to

enhance understanding and verbal communication with others.

 Teamwork – this training improves people’s teamwork behaviours and the team’s

performance.
 Customer service – it is the training and teaching that employees undergo to improve

customer support and satisfaction. It’s an iterative process that involves teaching skills,

competencies and tools needed to better serve customers so they derive

2. Types of Management Leadership Styles of the Characters

 Mr. Chiz (boss of Ms. Heart) - Laissez-Faire Management Style

The Laissez-Faire type of management style requires two things: an extremely laid-back

attitude and a great deal of confidence in your staff. If you possess these two traits, you might be

well-suited for a laissez-faire style of leadership.

This method is effective because laissez-faire managers don’t busy themselves with

micromanaging employees. At the same time, employees appreciate the autonomy they’ve been

given and will often show more initiative than if they were being told exactly what to do and how

to do it. Although laissez-faire leadership can empower employees by trusting them to work

however they'd like, it can limit their development and overlook critical company growth

opportunities. Therefore, it's important that this leadership style is kept in check.

 Ms. Annabelle (boss of Mr. Rambo) – Authoritative Management Style / Autocratic

Leadership

In this leadership style, the leader makes decisions without taking input from anyone who

reports to them. Employees are neither considered nor consulted prior to a direction, and are

expected to adhere to the decision at a time and pace stipulated by the leader. But having an

authoritative style of leadership doesn’t mean you need to be rude—remember that you can give

orders with a smile and a “please.”

Leadership style impacts the organization by affecting employee morale, productivity,

decision-making speed, and metrics. Successful leaders carefully analyze problems, assess the

skill level of subordinates, consider alternatives, and make an informed choice. By choosing the

most appropriate leadership style for the situation, an effective leader provides a lasting impact.

Productivity

Using the participative leadership style, a leader engages with employees to figure out the

best way to accomplish the company’s strategic goals. This type of leader recognizes that those

working closest to problems usually have the best insight for recommending process

improvements that lead to productivity gains. This includes decreased errors, minimized waste,

and increased customer satisfaction. Participative leaders run team-building exercises to promote

cultural awareness and diversity, which can improve productivity by allowing the team to

recognize each other’s strengths and value.

Decision Making

When leaders use the democratic leadership style, they accept input from their

subordinates to make key decisions. They encourage feedback and suggestions from everyone, at

every level of the company. This process takes a while, so even though employees feel more

empowered, decisions can take a considerable length of time. When leaders use the laissez-faire

leadership style, they delegate all responsibility to their subordinates. If the team has

considerable experience, its members can make their own decisions quickly and this works out

well. If the team lacks the skills and knowledge to make appropriate decisions, chaos usually

ensues.
Metrics

An effective leader sets a clear direction, communicates the goal, and ensures that

subordinates align their own objectives to the strategic plan. This leads to long-term profitability

and growth. For example, to ensure high rates of customer satisfaction, a successful leader

encourages subordinates to eliminate any processes that don’t ultimately benefit the consumer.

This helps focus the entire company on gathering comprehensive requirements from sponsors

and stakeholders, prioritizing work with the greatest impact, and optimizing processes so the

company makes money. When leaders don’t establish clear priorities, subordinates focus on

different metrics. This often causes conflicts between departments and results in a dysfunctional

company.

4. How Does Leadership Style Influence Organizational Productivity

Your approach to leadership impacts your organization’s ability to meet its obligations.

An effective leader motivates, inspires and guides her subordinates to achieve established goals

and objectives. Depending on how you make decisions, delegate responsibility, resolve conflicts

and interact with employees, you can influence employee morale, retention, absenteeism and

overall productivity.

Goals

Setting clear goals for your organization ensures that your employees know what is

expected of them. The leadership style you use influences productivity, because it impacts

employee morale. Autocratic leaders set goals without input from employees. If your goals are

not specific, measurable, attainable, realistic or time-constrained, your employees may have

difficulty achieving them. This leads to low morale and absenteeism, which leads to lower

productivity, increased waste, more errors and lower customer satisfaction.

During disruptive times, such as when your company undergoes a change in executive

management or a change in strategic direction to respond to market demands, your leadership

style can help ensure that your employees make the necessary adjustments to maintain and

improve operations. Use a leadership style to meet the needs of your staff and the current

situation. For example, use participative leadership to gather input from your employees about

process improvements. People performing the work typically have unique insight into ways to

improve operations. Use a consensus decision-making style when everyone's endorsement of the

change enables higher productivity.

Communication

Effective leaders communicate clearly and frequently to ensure employees understand the

strategic direction and can take action. Your leadership style influences employee’s ability to

interpret your message. For example, use a charismatic leadership style to communicate a vision,

mission and company values. Inspire employees to work hard by providing a compelling picture

of the future. During difficult economic time, clear and honest communication from leaders helps

people focus on their work and not get distracted by rumours and conjecture about layoffs and

other workforce changes.

Structure

The way you structure work tasks and provide leadership to your organization impacts

productivity, because employees react to structure differently, depending on the situation. Use a

transactional leadership style when work tasks are very clear and routine. Providing clear

direction to employees enables them to get the job done in a timely manner. When procedures are

not clearly documented or processes require improvement to generate the desired results,
soliciting input from employees tends to result in improved operations. If you have experienced

employees, using a laissez-faire leadership style gives your employees the freedom to manage

their own work without interference. Morale tends to be higher when employees feel empowered

to set their own deadlines and simply ask for help and support when they need it.

5. The Impact of Leadership on Organizational Performance

Leadership skills are not tangible. While many leaders are born with specific leadership

ability, anybody can learn to improve their leadership skills. Through self-awareness and

training, you can boost the impact you have on your team, which often has a tangible effect on

performance.

Understand Leadership Styles

Pared down to the basics, you can be a boss or you can be a leader. Even a nice boss

gives people directives and orders, and expects compliance in completing tasks. In more

authoritarian scenarios, this leadership style can become a fear-based style, in which employees

are constantly concerned about losing their job for one or two mistakes.

A leader needs the same work done but looks to help employees find their internal

motivation to achieve it. Where a boss views his employees as subordinates, a leader views his

employees as part of a team and seeks to empower them so that they exceed minimal

expectations.

Leaders who inspire and empower have a greater ability to influence the team's actions.

Inspiring and empowering build loyalty and trust, which are positive qualities that create a

strong, productive corporate culture. When everything is based on performance results without

developing loyalty and trust, team performance is often negatively affected.

Leaders can't sit in an office and read reports all day, if they want to truly understand how

to take the team to the next level. Reports are only one way to monitor progress. A leader who is

engaged with his team is able to discover all sorts of insights. Insights could include a fulfilment

issue that's stalling deliveries or it could be that an employee is experiencing a personal issue

that's causing a dip in performance. Speak with your team and start to get a pulse on what the

team's normal mood is; what the team is like when everyone is excited; and what the team is like

when the mood drops.

Adjust Leadership as Needed

As a business leader, you don't need to box yourself into one leadership style. There may

be instances in which being more boss-like is advantageous. For example, sales numbers are key

factors for your business success, so it is imperative that you address these numbers in a very

black-and-white system. Address the sales representative needs to meet their goals without

exception.

At the same time, holding a team huddle every morning before the sales team hits the

phones can help inspire the team. Take a moment to review the team's successes, and ask the

team what they are struggling with. In a five-minute huddle, your team will feel a positive sense

of energy, and the whole team then becomes a resource that helps find solutions to co-worker's

struggles.

6. Diversity issues at work

A common misconception is that the phrase “workplace diversity” defines meeting

certain quotas in employee race or gender categories. In fact, “diversity” as it relates to people is
a way of thinking and operating that encourages an entirely new and positive outlook among

employees. Diversity in the work environment promotes acceptance, respect and teamwork. We

all know that companies that overcome certain diversity issues generally achieve greater

productivity, profit and company morale.

 Respect In The Workplace

The key component in achieving a favourably diversified workplace is establishing

teamwork and mutual respect among employees. Acceptance of individual differences is

essential in creating a collaborative and productive work environment. Acceptance leads to

respect, and ultimately opportunity.

 Conflict among employees

When prejudice, racism, discrimination and a lack of respect creep into a work

environment, conflict among employees becomes inevitable. If not distinguished, such animosity

in the workplace can turn explosive or even violent. Businesses who provide a diversified work

environment and provide sufficient diversity training reduce or eliminate such occurrences.

 Communication among employees

Even when no prejudice exits among employees, a diversified workplace can bring about

certain communication issues. Hiring immigrants who speak little or no English can reduce

productivity by creating a communication barrier among team members. Employing some form

of communication training and hiring sufficiently bilingual workers helps encourage and improve

staff interaction.
 Consistency in Training Needs and Practices

Diversity training and practices are not just a course or exam that employees take.

Consistency and a daily practice of company behaviour policies is essential in moulding a

positive and productive workplace.

7. How to manage diversity in the workplace

While it’s clear that diversity can be very beneficial to an organisation, it’s essential that

managers, as well as the employees in the organisation, understand how to manage it for both

their own benefit as well as that of the organisation. Conscious steps and initiatives need to be

taken within the company to enable the coexistence and thriving of heterogeneous groups.

Without these efforts, diversity could turn into a liability rather than an advantage.

 Create inclusive policies and practices

You’ll need to ensure your organisation’s overall practices and policies are inclusive of

everyone and do not favour or discriminate a certain set of employees. Policymakers will,

therefore, need to consider the differential impact policies and practices will have on the diverse

group of workers before they’re enforced. In addition to this, it’s very important to ensure that

every employee understands all of the organisation’s unwritten rules to ensure inclusion from the

get-go. Leaders and managers should encourage and be willing to take feedback on practices and

policies from employees and be ready to make changes where there’re perceived barriers for

certain groups in the workforce.

Sometimes employees behave insensitively towards their colleagues not because they

want to be mean or discriminatory, but simply because they do not know any better. Providing

diversity training to your employees, especially those in leadership positions, helps people

understand and respect the differences in religion, race, ethnicity, cultural values, gender and

thinking styles. Diversity training helps employees become self-aware which plays a critical role

in helping them understand their own prejudices, stereotypes and cultural biases. It’s only by

appreciating where you currently stand that can you improve.

 Facilitate effective communication

One of the biggest challenges of managing a diverse workforce is ensuring there is clear

and effective communication throughout the organisation. To ensure everyone is on the same

page, make sure that all the employees understand all the procedures, policies, safety rules and

any other important information.

 Encourage interaction

It’s only through interactions with one another can diverse groups of people really

understand, appreciate and respect the differences that exist among them. Encourage your

employees to collaborate with colleagues who are “different” from them. One way of

implementing this is by creating work groups that reflect the diversity that exists in the

workplace. This will not only help your employees know and value each other as individuals but

will also expand the views and experiences of team members helping them appreciate the

strength of their combined perspectives and talents.