please summerize the case and what do you get from this case study? Do you find, it is

value to your future?

David Rhine, compensation manager for Farrington Tractor Company, was generally relaxed and good natured. Although he was a no-nonsense, competent executive, David was on e of the most popular managers in the company. This Friday morning, however, David was not his usual self. As chairperson of the company's job evaluation committee, he had called a late-morning meeting at which several jobs were to be considered for reevaluation. The jobs had already been rated and assigned to pay grade 3 . But the office manager, Ben Butler, was upset that one was not rated higher. To press the issue, Ben had taken his case to two executives (production manager Bill Nelson and general marketing manager Betty Anderson) then requested that the job ratings be reviewed. Bill and Betty supported Ben's side of the dispute, and David was not looking forward to the confrontation that was almost certain to occur. The controversial job was that of receptionist. Only one receptionist position existed in the company, and Marianne Sanders held it. Marianne had been with the firm 12 years, longer than any of the committee members. She was extremely efficient, and virtually all the executives in the company, including the president, had noticed and commented on her outstanding work. Bill Nelson and Betty Anderson were particularly pleased with Marianne because of the cordial manner in which she greeted and accommodated Farrington's customers and vendors, who frequently visited the plant. The felt that Marianne projected a positive image of the company. When the meeting began, David said, "Good morning. I know that you're busy, so let's get the show on the road. We have several jobs to evaluate this morning and I suggest we begin..." Before he could finish his sentence, Bill interrupted, "I suggest we start with Marianne." Betty nodded in agreement. When David regained his composure, he quietly but firmly asserted, "Bill, we are not here today to evaluate Marianne. He supervisor does that at performance appraisal time. We're meeting to evaluate jobs based on job content. In order to do this fairly, with regard to other jobs in the company, we must leave personalities out of our evaluation." David then proceeded to pass out copies of the receptionist job description to Bill and Betty who were obviously very irritated