Reference no: EM132884807

CASE STUDY: Seniority in the Organization

Permaja Resources Corporation has the policy o promoting employees from within the organization on a company wide basis. Seniority is based on the length of service and performance ratings.

Rod Santos was hired as a mechanical engineer trainee on March 20, 2002 and got a performance rating of very satisfactory. He was a trainee for six months before his promotion to Engineer 1 at Section A of the machine shop section.

Roger Santiago was hired in January 2003 as an engineer trainee in Section B of the machine shop and had performance rating of very satisfactory for the last two years. Both Santos and Santiago are mechanical graduates of a prestigious school.

The position of supervising engineer in Section B was left vacant with the promotion of Art Real to Plant Superintendent of both section A and B. Due to seniority rule, Rod Santos was promoted to the post. While Art would like to recommend Roger Santiago to the post, the HR department policy on seniority rule had to be applied, hence the intention watered down when he talked to the HR manager. Art talked to Rod Santos about his case and Rod Santos understood that Roger Santiago was also interested in the position.

One month later, a major machine broke down and Roger Santiago single-handedly worked diligently on the machine and completed it in due time to meet the customers' demand. During the break time after the successful repair of the machine, Rod Santos, in the presence of the other workers, complemented the efforts and expertise of Roger Santiago. "Roger, thanks for the excellent work you have done. You are the best engineer around here and I would like you to know that I appreciate very much your effort. You have the knowledge, skills and experience around here and you are the number one engineer along this line."

With the compliment, Roger Santiago retorted sarcastically, "I know how all these things run here as I am one of those who installed the machine. I know more of about this whole thing than you do. If only the HR department knew how to recognize people with potential, you would not be here in the first place." 

1. Background/Case Facts
2. Problem Statement
3. Alternative Courses of Action /Solution to the problem
4. Analysis of the Alternative courses of action (Pros and Cons)
5. Recommendation
6. Conclusion