Case Study

PA 214 PUBLIC PERSONNEL and DEVELOPMENT
CASE STUDY
Case Study Case No.1
The town mayor of Sta. Catalina, where the plant of Ruiz Manufacturing Company is
located, sent to Mr. Ruiz, general manager, his private secretary and two former
domestic help. They arrived at the company compound in a police car, and the
secretary told Mr. Ruiz that the two maids were compromise recommenders of the
mayor. What would you do if you were Mr. Ruiz? If you were the personnel manager,
what would you do if the general manager referred the maids to you? Discuss
Answer:
Though the gesture may be deemed subtle, our organization may also be subject for
scrutiny due to a conflict of interest given the helpers were referred "in kind". Conflicts of
interest dissolves public trust and ought to be evaded as much as possible. If
unavoidable, they need to be dealt with transparency. Even a slight pretense of conflict
of interest may be detrimental to professional relationships in general. We must practice
critical thinking and carefully scrutinize all circumstances surrounding the offer of a gift
or an incentive, including the purpose of the donor, how the transaction is also viewed
by impartial observers, and therefore the potential impact on both organizations
involved. In this particular reason, the given situation must be dealt with professionally
whilst considering not to offend the mayor. The mayor must be advised that the helpers
will still undergo standard hiring procedures and will undergo due process. This allows
Mr.Ruiz enough time to evaluate the helpers without offending the town mayor by
refusing his generosity. Preservation of the highest ethical standards is requisite to the
conduct of independent judgment and professional practice by those involved.
Case Study No. 2
A relative of a good and trusted worker is applying for a job in your office. Another
applicant for the same job is better. Whom would you choose if you were the personnel
manager? Discuss.
Answer:
Employee referral programs are among the most proficient, financially savvy, and
effective techniques for sourcing and employing candidates. Nobody knows the
company culture and requirements better than your colleagues, although it may not be
indicative of a referral being hired instantly. We must try our best to interview everyone
who is remotely qualified for the position. Upon proper evaluation, a referral with zero
relevant experience relating to the job description must be sent a personalized rejection
email explaining why they are not suitable and what sort of jobs I may consider them for
in the future. Although I may be somewhat anxious about giving input to the individual
who referred the candidate, it is imperative to have them informed as a courtesy also
making sure not to be affected by biases.
Case Study No. 3
The workplace had become a high stress environment in many organizations cutting
across industries. Employees were experiencing high level of stress due to various
factors such as high workload, tight deadlines, high targets, type of work, lack of job
satisfaction, long working hours, pressure to perform, etc.
Interpersonal conflicts at the workplace, such as boss-subordinate relationship and

relationships with peers, were also a source of stress. Experts believed that the
dysfunctional aspects of stress could directly impact an organization’s performance and
also affect the well-being of its employees.
Stress at the workplace was linked to absenteeism, higher attrition, and decreased
productivity. Stress led to fatigue, irritability, poor communication and quality
problems/errors.. If you were the personnel officer what would you recommend to
address the problem on stress at the workplace? Discuss.
Answer:
As a personnel manager, I am obligated to constantly be aware of the general health of

the office environment as well as the overall state of employees. Encouraging my
internal team to take advantage of stress-management webinars, wellness tips and
programs alike sets an example by also breaking the stigma on mental health to other
employees by using these resources amongst ourselves. Taking a rain-check on
workers making sure they are taking regular breaks while making it a point that I apply
these to myself as well. On the other hand, organizations may offer training managers
and other senior personnels in mental health first aid. Ensuring they receive training to
help them recognise the signs that somebody is experiencing too much stress can help
prevent issues before they arise. The requirement for additional training is underscored
by the fact that countless employees are apprehensive towards discussing stress
straightforwardly. Discussing psychological wellness is an incredible initial phase in
making a sound association. However, to more readily uphold employees, organizations
need to offer emotional well-being seminars, forums and the like. These trainings can
be a good way to increase understanding of the issues. By helping employees
understand the symptoms of psychological health, and how to signpost someone
towards support, employers can help standardize the issue and get support to those in
need, quicker.

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PA 214 PUBLIC PERSONNEL and DEVELOPMENT

Case Study Case No.1

Case Study No. 3

Interpersonal conflicts at the workplace, such as boss-subordinate relationship and

As a personnel manager, I am obligated to constantly be aware of the general health of

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