LESLIE ANN C.

TENIO MARCH 2, 2019

CASE: SUSIE WONG

1. WHY SUSIE WONG WAS ALWAYS BYPASSED IN PROMOTIONS?

Susie’s impressive and brilliant credentials are definitely out of the question. But her technical
knowledge of the job is only one aspect that employers would look into when hiring and/or promoting
employees. The other aspect is the employee’s ability to work well with others. And more often than not,
employers put more weight on EQ rather than IQ.
It has been stated that Susie was asked to leave on her first company and that is her father’s own
business. And when she transferred to her new company, the same unpleasant working relationship
occurred between her and her co-employees. She’s knowledgeable, yes, and evidently, it always gets into
her head and she forgot that she still has an immediate superior that she needs to respect.
So, why was she always bypassed? I believe it is because of her too strong of a personality to the
point that it seems like she’s too full of herself. She became the ‘know-it-all’, unlikeable, irritating, indifferent,
the always complaining, and nagging employee that’s difficult to work with. And that kind of personality can
definitely affect the performance of the whole team negatively.
On a lighter observation, maybe because the management put priority on seniority when it comes
to promotion. And because she’s new to the team, then maybe that is also one of the reasons why she
wasn’t promoted yet.

2. WAS MANAGEMENT JUSTIFIED IN NOT PROMOTING HER?

Instead of remaining as the best and excellent employee, she showed her resentments towards
her ‘non-promotion’ by doing tasks half-heartedly. In other words, she’s no long performing efficiently and
effectively in the hopes that her manager will take notice and maybe pacify her tantrums and cave in to her
ambition of being promoted. And she succeeded in showing her resentments and getting her superior’s
attention but it put her in a bad light because it was her inefficiency and ineffectiveness that’s being noticed
and highlighted. And in that case, it only made her manager thinks and believes that he/she made the right
decision of not promoting her.

3. HOW DID THIS NON-PROMOTION AFFECT HER?

In her efforts to get the attention of her FM to recognize how angry and disappointed she was, she
became inefficient. From a high-calibre employee, she became what she hated for in other employees-
lousy, inadequate, and unable to deliver their excellence. In short, bitter.

4. WHAT ARE THE PROBLEMS IN THIS CASE?

There are quite a number of problems in this case, some are clear and noticeable; some are
difficult to point. Nevertheless, on the part of Susie, there are unattained expectations, superiority
complexes, and dissatisfaction. On the company’s work environment, it is the lack of motivation toward their
employees, giving away empty promises and false hopes, unhealthy working relationship, and
miscommunication or no communication at all, job description/duties and responsibilities of the employees
are not clear to them and the corporate culture as a whole needs a constant nurture.

5. PROPOSE WAYS OF RESOLVING THIS PROBLEMS

 goals and targets should be set clearly
 job description of each employees should be clear to them to be aware of their accountabilities
 conflicts and complaints should be dealt professionally
 individual and group mediation
 provide training and anger management seminars
 create a just and light working environment so as to avoid tension
 give credit to whom it is due because efforts and achievements of employees if recognized by
employers give boost and motivation to do their best over and over again