1. WILL ATTITUDE HELP?
1. Do you think this kind of situation happens very often? If so, provide examples from your
own experience or that of a friend. How were these examples handled?
Yes, it really happens. Employees suffer from unfair situations where they only have two
options: to endure or to leave the organization. I’ve experience this kind of situation when I was
a new manager in a fast food restaurant. Our Restaurant manager always gives me a closing
schedule. It was okay because there are two closing managers to supervise the production and
service team. My house is kind of far that is why I have more than two hours of allowance in my
travelling time. So I am always thirty minutes early on my duty. But I’ve noticed that one of my
co-managers (she’s been with the company for more than five years) is always tardy. Unluckily
there are a lot of instances that we are partners in the closing team. She always comes to work,
one-two hours late with different alibis. So I have to be the service and production manager at
the same time which is hard. And the worst thing is that she will send message to our
Restaurant manager saying that she won’t be able to come to work because of some
circumstances. And I have to do all the task and duties alone that should be doing by two
managers. I felt bad because I was earning less more than them. (all of them have been
working in the company for more than five years already) What I did was I just endured all of it.
I did not complain. I always say that “It’s okay” even if I’m not because I felt that it’s enough to
have “one burden” in the team. And I have to make some adjustments to make things a little
better. We are a team after all.
Our Restaurant Manager cannot handle the attitude of that manager anymore because she
keeps on saying that she will change for the better but it didn’t reflect on her actions so she was
counselled by our Area manager and somehow she improved her punctuality but after some
months, she was transferred to another branch.
2. Is this kind of situation likely to create frustration or stress for you? Is it likely to impact
your relationship with your boss? If so, how? With your co-workers? If so, how?
Yes, but I always make sure that I manage my own stress so it won’t affect my performance as a
colleague and as a leader to my subordinates.
3. How can you stay positive if this workforce inequity starts creating stress or frustrations for
you?
Being optimistic is very important to be able to survive in your chosen career path. As they say,
“Success doesn’t happen overnight.” It is indeed a journey. Every one of us will have to choose
what journey to take. That “journey” will redefine our attitude and not other people. Patience
is the key solution. Problems, especially when dealing with our co- workers, in the workplace
should be considered as a gift to improve our understanding, learning and experiences. It is
always an opportunity to develop ourselves to be a better person.
2. ARE YOU PERSONALLY EFFECTIVE?
1. Why do you think the aerospace employers identified each skills?
Because the Aerospace employers thinks and analyses that these skills (cognitive skills, relating
to to others and personal capabilities) are the most important (in terms of Knowledge, Skills,
Abilities) for the first line supervisory skills to ensure safety and development in Space Program.
Without these skills, success rate of the business is low.
2. Do you consider yourself effective in these areas? Identify specific traits or behaviors you
possess that support your answer. If you think you lack some these skills, identify which ones
and your plan for improvement.
I believe that all of these traits/skills are very crucial to be a successful leader. But as they say
that you can’t have it all. I think that if you know how to influence, listen and communicate
with the people surrounding you in the workplace everything will be easier, because you
understand the needs and wants of your people in the organization.
3. What kinds of problems do you think poor skills in these areas could create for aerospace
employers or any other organization? For you?
If the problem in the organization is money, the solution is to borrow money. If the problem in
the organization is people, the solution is to hire or promote employees. But the question is,
did the company hire competent/right people for the job?
Poor skills in supervisory employees could lead to losing profitability of the business, losing
loyal and potential customers and worst case scenario is losing the business itself due to hiring
or promoting incompetent and unskilled employees.
3. WHAT NOW?
1. What environments are affecting Joan’s business?
Economic crisis affects Joan’s business as a supplier to American made cars.
2. What changes might Joan have to make to stay in business?
She might want to consider to supply parts not limited to American made cars. How about
checking European/Asian made cars? (if there is such) If the drop of sales is limited to
American made cars only.
3. What human relation skills will Joan and her employees need to adapt to these changes?
As a supplier, Joan and her team need to communicate to their clients to avoid
misunderstandings.
4. AIG
1. Would you consider this an ethical lapse on the part of AIG or a perpetual problem on the
part of public. Explain.
Why not? If the company thought that “spending more” on training programs is necessary in
times of crisis in order to create alternatives to the problems. In my perspective, it is hard to
make judgement unless we already see the results of those actions.
2. Do you think the reverse halo effect could be influencing the public’s perception in the
case? Why or why not?
Yes, because people tend to make judgement based on previous acts. But we can’t blame the
public in thinking that way. Maybe the best they can do is to prove the public that they’re
wrong and the goal of the training program is to improve the effectiveness and efficiency of
their people.