Case Study

Background

Jack had been a long$-$time employee of his organization, having given over $15$ years of service to this company. He was very happy in his current position as assistant branch manager, and often shared that his professional goal was to work for this employer until the day he retired; give or take $25$ more years.

Jack's new manager set up a clear leadership training program, division of labor, and operational goals for Jack that were consistent with corporate expectations set forth for the assistant manager position. The new manager understood that there were severe training deficits that needed to be rectified, and he acted quickly to invest time and training into helping Jack become a high producing assistant manager. Doing so would ultimately assist Jack in developing the skills and competencies for a manager position if one were to become available in the future $($Gilley$,$ et$.$ al$.,2009).$ By all accounts, Jack was a valued employee and one that needed a manager who was willing to provide him with these leadership and training opportunities. This new branch manager was determined to give Jack the confidence boost he needed to succeed through reassurance, learning, and individualized employee development $($Gilley$,$ et$.$ al$,2000).$

After several weeks under a new manager, Jack was soon faced with a predicament he had never faced in this company; he was now struggling mightily to complete his daily assignments. The burden of balancing life responsibilities, managerial duties, coaching employees, and completing required operational tasks began to overload Jack to the point where obvious mistakes were being made. Some mistakes included processing incorrect funds transfers, debiting funds from incorrect customer accounts, failing to submit time$-$sensitive requests, and forgetting to complete required regulatory documentation. To curb these issues, daily meetings and a system of checks and balances between Jack and his manager came the norm in this office daily. Jack's new manager focused on creating small opportunities and tactical decisions to create the developmental changes he sought for Jack's leadership development $($Thoman$,$ et$.$ al$.,2018).$ Regardless of what the new manager implemented, Jack's mistakes seemed to grow in number and frequency. As mistakes continued, Jack's subordinates began to take notice of the mounting number of shortcomings which caused them to blatantly exercise insubordination. His reputation quickly changed from that of being an expert to later being viewed as untrustworthy and barely able to complete the duties of his position. Jack was the epitome of the Peter Principle, a theory that an employee is promoted to their highest level of incompetency without having the proper skills to be successful in their new position $($Benson et al$.,2019).$

Jack's manager was now faced with an ethical dilemma and decision that had significant implications within the local market. Contemporary managerial wisdom argues that the manager should continue to either coach his struggling employee to success, or coach him into a different role$/$line of work $($coach him up$,$ or coach him out$)($Nanthivarman$,2017).$ Granted, this manager could have also just quickly terminated Jack's employment and hired someone with a more refined skill set to take over the assistant manager role. This brazen, yet ruthless option would have allowed for greater freedom in hiring a suitable replacement, however, the ability to hire a replacement was not guaranteed due to ever$-$changing staffing models.

$$ Read the above case study carefully, and answer the following questions.

$$ You have to use in$-$text citation to credit sources within yourwriting, and $($references$)$ to list all of your sources at the end of your paper. Use $2$ sources for reach question.

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Questions:

$1-$ Explain the concept of $$ethical dilemma$,$ and discover theethical dilemma in this case study.

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$2-$ If you were HR manager in this organization, and you decided to provide Jack with appropriate options for work life balance. What would be these options? Discuss $4$ options

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$3-$ As HR manager, outline$/$set different $5$ ways to reduce Stress facing Jack and improve his well$-$being. Asses the importance of each one.

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$4-$ Define the concepts of information technology and human capital measurement. Analyze how HR function has changed. $($Also Evaluation based on verbal discussion$)$

IMPORTANT INSTRUCTIONS:

$1.$ Submit your assignments through blackboard, and hardcopy.

$2.$ The plagiarism check is available on blackboard. You can submit your assignment and check the plagiarism rate. If it is more than $15\%,$ redo the assignment and resubmit it$.$ You can resubmit only $1$ time. If the plagiarism level is high second time also, $20\%$ penalty on marks attained will be applied.

$3.$ Make a detail answer around $8$ pages word.

Plagiarism $30\%$