A CASE STUDY OF

BATANGAS POLYTECHNIC COLLEGE: (The Morning After)

DATE:

Estimated five years on auto parts supply.

VIEW POINT:

Engineer Felicidad Lazaro, an Adamson University mechanical engineering

graduate

ASSUMPTIONS:

Engineer Felicidad Lazaro, an Adamson University mechanical engineering graduate,

runs her auto parts supply business while teaching at Batangas Polytechnic College. She was
appointed chairman of the Mechanical Engineering Department after years of teaching. When
the dean decided to leave for a job abroad, she became the dean of the College of Engineering.

Engineer Lazaro's first priority was to fill the positions left vacant by five resigned faculty
members. However, only ten applicants were found, almost all of whom were recent graduates
with no prior work experience. Another source of concern is the college's rapid enrollment
growth. To make matters worse, two of the college's senior members resigned in order to
accept a job offer from another company. Engineer Lazaro is now thinking about how she will
get through the crisis.

PROBLEM:

Engineer Lazaro, the dean of the College of Engineering, is now facing a major challenge
as the number of engineering faculty grows insufficient to meet the increasing number of
students. Another concern is keeping faculty members satisfied with their jobs.

OBJECTIVES:

1. 1. Given that all applicants have no teaching experience, what qualifications would
be used to hire the additional faculty members?

2. How can current faculty members be inspired to continue their teaching careers?
SWOT ANALYSIS:

STRENGTH:

a. Engineer Lazaro has five years of experience in auto parts supply.

b. Dedicated in fulfilling the duty as a Dean of College of Engineering.
c. A steady increase of enrolling students in the department of 10% in the past five
years and 16% increase noted last year.

WEAKNESS:

a. Low salary profit.

b. Good engineers are not attracted in teaching in the university.
c. High qualification but low on faculty members.

OPPORTUNITY:

a. Gaining a good experience in teaching about Mechanical Engineer.

b. University is gaining fame because of good teaching; many students are enrolling.

THREAT:

a. Higher salary demands from other job opportunities.

SOLUTION/RECOMMENDATION

1. Given that all applicants have no teaching experience, their school performance may
be used as one of the criteria for hiring additional faculty. Their willingness and
motivation to teach should also be considered.

2. In the case of Engineer Lazaro, motivating existing faculty members to stay in the
teaching profession is a difficult task. One way to accomplish this is to foster positive
relationships among faculty members. Additionally, providing trainings and seminars
for career advancement not only in teaching but also in their field can be a good
motivator.
CONCLUSION

Managing an organization is a difficult task, especially for engineering faculty members.

Because engineering instructors are in high demand both locally and internationally, they
frequently leave the classroom to pursue field work with higher pay or benefits. A good
manager should be able to use this to motivate the members of the organization to be
dedicated to their work. Higher retention of faculty members and a reduction in their number
can be obtained through this method.