+Managing Human ResourcesChapter 5Case Study #2

By: Nicole Dunlevy,Ali Emmot, and Tom Dolan

+Key Terms Pertaining to the Case Study Employee profiles: a profile of a worker developed by

studying an organization’s top performers in order to recruit similar types of people.

Realistic job preview: informing applicants about all aspects of the job, including both its desirable and undesirable facets.

Job progression: the hierarchy of jobs a new employee might experience, ranging from a starting job to jobs that successively require more knowledgeable and/or skill.

Career paths: lines of advancement in an occupation field within an organization.

+ Promotion: a change of assignment to a job at a higher

level in the organization Career plateau: a situation in which for either

organization or personal reasons the probability of moving up the career ladder is low.

Career counseling: the process of discussing with employees their current job activities and performance, personal and career interests and goals, personal skills, and suitable career development objectives.

Mentors: individuals who coach, advise, and encourage individuals of lesser rank.

Sabbatical: an extended period of time in which an employee leaves an organization to pursue other activities and later returns to his or her job.

+Case#2 Preparing a Career Development Plan

Sue Ann Scott held a job as a receptionist at the headquarters of a large corporation. She was a high school graduate who didn’t have any particular skills other than the ability to organize her job duties and she has a nice personality.

Scott recognized that she had educational limitations and began taking accounting courses.

She took advantage of the corporations bidding system by applying for openings that had been posted, even though she usually didn’t meet the specifications.

After being rejected several different times she became discouraged and her depressed mood was observed by Elizabeth Burroughs, one of the department managers.

+

Burroughs invited Scott to come talk to her; Scott took full advantage of the opportunity and expressed her frustrations and disappointments. It became apparent to the two that Scott kept apologizing during interviews for having “only a high school education.”

That kind of attitude made it difficult for her to be selected over more positive applicants.

Burroughs suggested that Scott take a more positive approach, for example she could stress her efforts of self- improvement, dependability, and cooperativeness.

+

Scott then applied for a position as an invoice clerk which she felt she was very qualified.

In taking Burroughs’ advice, she made a very forceful and positive presentation during her interview and stressed her favorable qualities.

As a result, she got the job and this new job offered new opportunities for possible advancement into the accounting field, in which the accounting courses she took would be of value.

+What are some of the possible reasons Scott did not seek advise from her immediate supervisor? Scott could have been embarrassed at being rejected

by several different employers. Scott also seemed ashamed of her lack of education

beyond high school. She could have been intimidated by her supervisor,

and didn’t want them to see how her lack of education was having an effect on her inability to further her career.

+After reviewing the chapter, suggest all possible ways that Scott can prepare herself for career advancement. Continue taking classes. Getting involved with fast track programs. Become more involved with attending career counseling. Have a good mentor. Take a sabbatical to further her education and open

more opportunities. Take on more responsibilities within her job to increase

her skills and capability. Stress her favorable qualities when being interviewed.

+