Seniority in the Organization

Permaja Resources Corporation has the policy of promoting employees from within
the organization on a companywide basis. Seniority is based on the length of service
and the performance ratings.
Rod Santos was hired as a mechanical engineer trainee on March 20, 2002 and got a
performance rating of very satisfactory. He was a trainee for six months before his
promotion to Engineer at Section A of the machine shop section.
Roger Santiago was hired in January 2003 as engineer trainee in Section B of the
machine shop and had performance rating of very satisfactory for the last two years.
Both Santos and Santiago are mechanical engineering graduates of a prestigious
school.
The position of supervising engineer in Section B was left vacant with the promotion
of Art Real to Plant Superintendent of both section A and B. Due to the seniority rule,
Rod Santos was promoted to the post. While art would like to recommend Roger
Santiago to the post, the HR department policy on seniority rule had to be applied,
hence the intention watered down when he talked to the HR manager. Art talked to
Rod Santos about his case and Rod Santos understood that Roger Santiago was also
interested in the position.
One month later, a major machine broke down and Rod Santiago single-handedly
worked diligently on the machine and completed it in due time to meet the
customers' demand. During a break time after the successful repair of the machine,
Rod Santos, in the presence of the other workers, complemented the efforts and
expertise of Roger Santiago. "Roger, thanks for the excellent work you have done. You
are the best engineer around here and I would like you to know that I appreciate very
much your effort. You have the knowledge, skills and experience around here and you
are the number one engineer along this line."
With the compliment, Roger Santiago retorted a little sarcastically "I know how all
these things run here as I am one of those who installed that machine. I know more
about this whole thing than you do. If only the HR department knew how to recognize
people with potential, you would not be here in the first place."

Problem:

 The problem here in this case is that they are competing for the same position as
Supervising Manager.And One month later, a major lmachine broke down.
Case facts:

 The case facts is Rode Santos is having a jelous because Roger Santiago has deserving
position because he work hard to achieve her Supervising Engener position but both of
us as having an promotion but Roger Santiago has chosen her HR management.

Analysis/Hypothesis

 The point here in this case is that you should do what needs to be done in your job so
that you are selected at the highest level or a position that is supervising engineer.

Alternative Course of Action

 Roger Santiago should not have singled out the damaged big Machine because that is
not his duty, Rode Santos should have repaired it because he will be the next
Supervising Manager so that a co-worker will not be inconvenienced.

Recommendations

 I will recommennd in this Case is Rode Santos they work hard to be given her boss the
best position of here job.

Conclusion


 The Outsiders
Peter Movers Corporation was expanding its operation in its construction business
and trading activities. Most of the employees come from technically trained
manpower due to the nature of work. The management feel that they need to hire
new and fresh executives to bief up the growing work force.
A nontechnical executive in the person of Roger Santiago was added to the working
teams of managers. He was assigned as assistant to the president and chief-executive
officer. The work of Mr. Santiago covers analysis of manpower programs and cost
related activities and to give advice to the president of some management aspects
that are not generally handled by line managers.
The appointment of Mr. Santiago was not received well by older managers. They felt
that insider should have been placed instead as assistant to the president. Mr.
Santiago had difficulty getting some important information from line managers,
without the expressed orders from the president. Nevertheless, Mr. Santiago
continued to prove his worth by instituting new work programs and managerial
activities, that brought substantial improvement in the company operation and
profitability. He worked for management compensation systems that gave more
benefits and produced more dedicated manpower. He made a lot of improvements in
system design and work improvement programs.
Five years later, Mr. Santiago was promoted to the position of vice president.
During the period of proving his managerial competence, managerial employees
slowly began to like him as a person worthy to the position. His promotion to the
position was well received by all.
Problem
 The Case of Mr. Pedro Dela Cruz
Mr. Pedro de la Cruz was strongly recommended by Mayor Punongbayan to work at the
ABC Company located in the municipality. Mr. Dela Crux was a new graduate of management
of the local municipal university where the mayor himself as the President. His transcripts of
records reveal that he is an average student and had no extracurricular activity in school. His
father happens to be the supporter of the mayor in his political career. Mr. Dela Cruz took the
examination given by the company and he failed to make it due to his poor communication
skills.

To give in to the mayor's request, the human resource manager gave him a position in the
production department as machine operator and not a clerical position that the mayor would
like him to have. But Mr. Dela Cruz did not want to accept the position and insisted that he
should get the job because of the mayor's recommendation.