I Need Help To Answer These Case Study Questions!!!!

Hi everybody!

I'm a student at the University of Foreign Language in Vietnam, majoring in Human Resource Management. Next week, I shall have a presentation in class where I must answer 3 questions of a case study. My tutor always wants very perfect and correct answers. Therefore, I am posting it here so that if anyone can give me some guidelines or suggestions for my answers. Thank you very much!!

CASE STUDY: Family versus career - And a company caught in the middle

Dave and Nora live in the Los Angeles area, where Dave works for a major software company. He is very motivated to put in whatever time and effort are needed to complete tasks and projects successfully. Top management recognizes his contributions as important, and his prospects at the company are excellent.

Nora has been married to Dave for five years and knows how devoted he is to his career. Both of them want to start a family and agree that Los Angeles isn't where they want to raise children. Nora, feeling that she can't wait forever to have kids, has been pressuring Dave to find a job in a more congenial area.

Understanding Nora's concerns, Dave made a couple of discreet phone calls and was soon called for an interview by a company located in a small city in the Midwest. Dave didn't know what to say when the company made him an offer. The job pays less than his present job and offers fewer opportunities for advancement, but the area is the kind of environment he and Nora want. He knows Nora is thrilled at the prospect of the move, yet he can't help feeling sad. How can he simply walk away from all he has invested in his career at his present company? Maybe there is more to life than his career, but he is already depressed and he hasn't even quit yet.

When Dave told his boss, Terri, about the new job offer, Terri was shocked. Dave is a central figure in the company's plans for the next couple of years, and his expertise is indispensable on a couple of important projects. Terri feels that Dave has blindsided the company. Things will be a mess for a long time if he leaves. But what can the company do to keep him if money isn't the issue?

Questions:

1. What preventive measures could Dave's company have taken to avoid the crisis it is faced with? What can the company do now?

2. Should Dave's company involve Nora in any of its attempts to retain Dave? How?

3. Should Dave's company implement any career development programs after this crisis passes? What kind would you recommend? Why?

Hmm... LET'S DISCUSS.

This seems to be the boss of all dilemmas. I think it's an individual's choice. Dave seems to need to learn a little about time management, and the company can help him in this case. Also, Dave can get a temporary assistant to help him until he finds the balance.

Talking about preventive measures that a company can take, stress management or time management sessions could be beneficial. Finding the root cause of Dave's imbalance is important. Maybe there is a lack of communication in the office or something similar.

I don't know if this is feasible or not, but maybe the company could send him for a break of a month to figure things out for himself. I wouldn't let him go if he is important for the company. I would try to come up with solutions that would be a win-win situation for both.

Involving Nora is not recommended, as that's his personal life. You can't tell her not to start a family now; that would be absurd. Career-building programs can help in this situation. Designing a career path could be beneficial. Let's discuss this; a lot of companies must be facing similar challenges. What solutions do you typically apply?

This could be a great learning experience for all.

Regards,

Sunayna

Hi,

Let us try to answer the issues one by one...

1. What preventive measures could Dave's company have taken to avoid the crisis it is faced with? What can the company do now?

Every company should have an idea of an employee's ambitions and long-term plans. The manager should be made responsible for understanding an employee's needs. So, if the company knew Dave wanted to move to a congenial place, they should have planned a career for Dave in such a way that he would be moved to a place where he can lead a pleasant life for some time.

There were also no succession plans in place for Dave. Since Dave is a star performer for the company, there is always a chance that he will be headhunted by the competition.

What the company can do now is also the same. He should be moved to a congenial place where he can start his family. Understand that Dave doesn't have any issue with the company or its people; he is having a problem with the place only. Being a software company, they can also think about flexi-times and working away from the office.

2. Should Dave's company involve Nora in any of its attempts to retain Dave? How?

I completely agree with Sunayna. Nora is completely justified in her demand. I don't see any role for Nora other than the company offering a transfer to Dave to a place where she would like.

3. Should Dave's company implement any career development programs after this crisis passes? What kind would you recommend? Why?

Star performers should have a succession plan. Career development programs, in general, are required, but I believe that has nothing to do with this crisis. CD programs should be general OD interventions and are a must. CD programs should be linked with the organizational plan and the skill level of the individual.

These are my viewpoints on the case. Would love to see more ideas on the case. 😄

Hi,

A good case study:

Here are my views. I would want others to comment too.

1. What preventive measures could Dave's company have taken to avoid the crisis it is faced with? What can the company do now?

Preventive Measures that Dave's company could have taken:

Regular one-on-one meetings with the core team members to understand their personal issues apart from their time-to-time recognitions and rewards.

Dave's wife always had a concern of not wanting to raise kids in Los Angeles. They decided upon this sometime back (at least 5 years, as they have been married for 5 years). If they had done the one-on-one meetings, they could have known this.

A key role of HR in interviewing: Probing personal backgrounds needs to be done, including asking about their family and kids. (In India, we ask, but I am not sure if this is okay in other countries.)

Employer/employee union meetings along with their family members and recognizing the core team members and appreciating their family members too. In India, even today, the school report card, even if the child gets the first place, the appreciation is given to family members. In some schools, they also award best parents. The family plays a critical role in the success of an individual in their careers.

This problem is faced only in the Software Industry, wherein we say we are transparent in process and hierarchy, but we are opaque. We need to set out practices that make every employee feel ownership towards the company rather than just making them feel like employees of the company (at least the core teams at various levels).

Appreciation and recognition should be given in such a way that the family enjoys it to the maximum. For example, a holiday trip of their choice (of course, you could decide the budget), organize dinners/shopping coupons. Family members should always be proud that their husband/child is working for the company.

"He is very motivated to put in whatever time and effort are needed to complete tasks and projects successfully" - This has made the family distant from him; anyone would feel lonely (even if I were in Nora's place) as most of the time her husband was busy with his work.

To avoid this, the company should have a clear time-management process and should not encourage someone to extend their working hours.

The company failed in People management & Employee relations building.

The company could have implemented programs like monthly newsletters (circulating it to employees' home addresses), Anniversary wishes and greetings, Birthday wishes, etc.

What can the company do now?

Flexi timings as Gautam suggests - work from home options and pay him slightly more than what he would be getting in his new company (as it is below the standards).

Give him an option to join back after 3 months if he is not interested in the new company and work profile.

Set up a one-man branch office for him and then increase the team size of the new branch.

Or hire a new person with all the same competencies as Dave.

2. Should Dave's company involve Nora in any of its attempts to retain Dave? How?

Now it's too late to talk to Nora.

Some concerns could be:

It could be the cost that she is not interested in Los Angeles.

It could also be a fact that she does not want to raise the child in Los Angeles due to the culture and environment or lack of family support.

Or she dislikes Dave's company as he spends most of his time there.

I personally feel that one should talk to her as she is a woman who has waited 5 years for her husband's career growth and encouraged him all the way so far. Now she feels lonely without anyone, neither kids nor she is getting more time from her husband.

3. Should Dave's company implement any career development programs after this crisis passes? What kind would you recommend? Why?

Career development programs are important. As soon as the company recognizes someone as a core team member, they should allocate time to explain to them about their growth within the organization and help them understand the importance of the role.

Team building exercises.

Providing additional resources to the core team members who could work on the routine tasks done by them. This way, the core team gets the opportunity to think/work differently rather than doing the same routine jobs.

Other points as suggested above, recognition, Family gatherings, etc.

I would want others also to comment.

Thanks & Regards,

Radhika

Hi there,

I believe most of the points I wanted to address have already been covered by others. I would like to emphasize the importance of a company maintaining connections with employees' families through activities such as family outings.

In certain organizations, the HR department is proactive in handling employee relations. For instance, in a company I am familiar with, HR assists with minor tasks like paying bills for employees if their spouses are also employed. Implementing such initiatives can contribute significantly to the overall happiness of the family and, consequently, the employee.

It is crucial to discuss career development opportunities right at the beginning of an employee's tenure. This practice aids HR and the company in understanding the employee's aspirations and how they can align with the company's objectives. Questions like the possibility of transfers should be addressed early on. For instance, does the company have offices in locations where employees like Dave may be interested in relocating? Alternatively, could the company consider establishing a new branch in such areas? These measures not only help in retaining talent but also create mutually beneficial outcomes for both the employee and the organization.

Best regards,
Shilpa

Wow, lovely response. I've noticed one common factor - lack of communication between employer and employee. What's the cause for this?

· A company should not have been so dependable on sole employee, coz employees are uncertain.

· An HR person should conduct quarterly mentoring as to know what's going on in the employees mind in regards to his future plans, so it could have help the company to get an idea of Dave plans, the company could not have relied on him solely.

· Ya, of course a company should involve Nora. Nora has to understand how badly this decision is affecting Dave's carrier growth, as her main issue is of Los Angles, she has to be convinced that future of her children's lies in L.A. as it has got best university and offices. Brain washing of Nora is must; she has to be made aware that L.A. is the best place for her children to grow.

· If we don't want to involve Nora we can convey the same to Dave.

Or.

· If company has got their branch in some area-Region, which they are looking for, we can transfer Dave there and can use his potential for the growth of the firm.

Suggestion for the company:

Mentoring Session's to be included.

Family gathering.

Healthy relation building.

Regards & luck

Deepa Singh

I am doing my MBA at IGNOU. I would like to understand how to respond to a case study. Please see the attached question and provide me with your feedback.