CASE STUDY. Kundiman Communications Corporation: Mr.

Lonely
The Kundiman Communications Corporation (KCC) is a local company with more than 2,000 persons in its payroll.
The company's top management is composed of the President for Operations, and the Vice President for
Administration.
A member of the staff, Engineer Lorenzo de Guzman, an electronics engineering graduate, has just received an
order from his immediate superior, the VP for Operations, to head the newly built telecommunication facility in
Antipolo, Rizal. So far, he is the only company personnel identified with the new facility. He was given three months
to make the facility operational.
Engineer de Guzman appraised that for the Antipolo unit to operate, it will require the services of a number of
persons skilled in the various activities that will be undertaken.
As he has been working with KCC for ten years (five years in the field and five years in the head office), Engineer de
Guzman is familiar with many aspects of the firm's operation. Some of the supervisors and three of the key officers
are his friends.
Engineer de Guzman felt that the various trainings KCC provided him had really prepared him well for the technical
aspects of his new job. His exposure to the different units at the head office will also be useful in some ways to the
administrative aspects of his position. However, his trainings and experience have not provided him with the
expertise to recruit qualified persons to occupy the various positions that will be created. To begin with, he does not
even have information on the number and nature of the position to be created.
As he was inspiring the building in Antipolo where he will hold office, Engineer de Guzman wondered if he could
convince top management to transfer some of his acquaintances in the head office to his new assignment. 
Engineer de Guzman knows that his next promotion will depend much in the success of the new facility under his
direction. He thought that if he could only get the right persons, his job would not to be too difficult. 

My opinion:
Engineer de Guzman, in my opinion, can establish an authoritarian management style. As the director of the newly
constructed telecommunications facility. He already has sufficient experience, having worked for KCC for ten years.
He can use his connections with his supervisors and three of the key officers to ask for recommendations into
recruiting for his new facility, and he should consider convincing top management to transfer some of his
acquaintances in the head office to his new assignment. He should not overthink the aspects of recruiting by
unknowingly identifying the number of people who may have the qualification. He can specify exactly what he wants
and punish those who do not comply after hiring an unspecified number of employees and adding more if it
becomes understaffed. As an example, if those employees who are expected to follow orders under his
management were given an opportunity, he would use an elimination style of management. His exposure to the
various units at the head office will be useful in some ways to the administrative aspects of his new position with his
Technicality.