UNIVERSITY OF BATANGAS
College of Business and Accountancy
National Road, Hilltop, Kumintang Ibaba, Batangas City
In Partial Fulfilment of the Course Requirements in
Human Behavior in Organization
(MGT - 4)
THE DILEMMA: GOODBYE, JIMMY, GOODBYE
A CASE STUDY ANALYIS
Presented to:
4TH Year Level BS Management Accounting Instructor of University of Batangas
Presented by:
Tolentino, Francis Emmanuel M.
Chapter 3 Case study
Situation:
Miss Gloria Tadino was mildly surprised when she found 50 resumes on top of
her desk. The resumes are attachments to applications for a single job opening that was
advertised in a newspaper a few days ago. The position vacant is for an encoder.
Gloria, still single, was hired by the company and is currently the recruitment
supervisor in the human resources department. The resumes of applicants on her desk
indicate her most recent assignment. She was ordered to analyse them and prepare a
shortlist of ten names who will be interviewed by the committee headed by the manager
of the human resources department. The resumes of applicants on her desk indicate her
most recent assignment. She was ordered to analyse them and prepare a shortlist of ten
names who will be interviewed by the committee headed by the manager of the human
resources department.
Gloria took a good look at the requirements for the vacant position which consist
of the following 21 to 26 years old, graduate of BS in Computer Science , and a resident
of Manila.
Gloria found out that thirty of the applicants did not meet the requirements, so
their applications were set aside. Still, Gloria needs to eliminate ten more. She was in a
quandary and she could not make up her mind on who would be eliminated.
As Gloria was shuffling the resumes, she noticed on with a name similar to her
ex-boyfriend’s. She said to herself “I don’t want to work with someone who has this time,
“ and she took out the resume and set it aside. She has nine more names to go.
Next, she noticed that five applicants graduated from the University where his
boyfriend is an alumnus. She set aside the five resumes. With the last four, she agonized
in trying to find a reason for weeding them out. Nevertheless, she found the answer. Four
of the applicants were graduates of college located in the provinces. In no time, her list of
ten names is complete.
Question:
1. Is there anything wrong with the manner the shortlist was prepared by
Gloria?
Based on the evidence presented, Ms. Gloria Tadino made a serious error in her
method of selecting applicants for interviews. As the HRMO's recruitment supervisor, she
is expected and required to analyze and evaluate applicants' resumes and applications
in accordance with the company's standards.
2. What do you suggest regarding the preparation of the shortlist?
First and foremost, the company must exercise extreme caution in selecting and
assigning an employee to serve as their recruitment supervisor, as this is a critical position
to fill. In this case, I strongly believe that Ms. Gloria Tadino must make a serious
commitment to her job and confront her past in order to move on with her life.
She must be very professional in handling her duties and responsibilities so that she
does not jeopardize the quality of her performance or the company's operations. She
must prepare a shortlist based on the company's criteria. She must be between the ages
of 21 and 26 and a B.S. graduate. in computer science, and a manila resident She must
select candidates based on their credibility and qualifications, not on her personal
interests, biases, and feelings.
Because managers and employees are accustomed to working autonomously,
decentralization increases the likelihood that the organization will maintain selfsufficiency.
A decentralized organization can make decisions faster than a centralized
organization. A manager can frequently make a decision without waiting for it to be
passed up the chain of command, allowing the organization to respond quickly to
situations where quick action can mean the difference between gaining and losing a
customer.
As a result, she should give careful consideration to how the applicants' abilities and
skills can contribute to the company's success.