QUESTION 1

1. If relevant data is collected, this could involve seeking out information that explains the cause or rationale behind Felicitys actions.

True

False

0.5 points

QUESTION 2

1. Suppose MedX decides to include annual performance data as part of the investigation, what is likely to be most problematic given this particular situation?

	a.	Annual reviews may include peer feedback which makes them unusable
	b.	Felicity has no formal performance review because she hasnt been employed at MedX long enough
	c.	As a small company, MedX doesnt have a reliable enough review process that can be used for investigations
	d.	MedXs performance reviews only have quantitative data which will provided limited value

Exhibit 1: Medx Organization Chart Sharon (CEO) James (Director) Felicity (Manager) Lucy (Manager) Gabe (Manager) Tasha (Associate) Please read the caselette material and then answer the questions by accessing the link within the Assignments folder on Blackboard. Sharon has always wanted to start her own medical device business. As an entrepreneur and the founder of Medx, she knows how important finding good talent and creating an energizing culture is for any company's success. She currently has five employees (Exhibit 1) but no formal executive team (i.e. Chief Operating Officer, Chief Human Resource Officer, etc.). As a result, Sharon personally executes and has the final say in all human resource responsibilities including hiring, firing, and annual reviews. Annual performance reviews are completed 12 months after an employee begins at a company. Felicity joined the company just six months ago after working at a large healthcare technology company. She was introduced to MedX by another employee named Lucy.Lucy and Felicity were roomates in college and are from the same hometown. Lucy passed along Felicity's resume directly to Sharon for review and she was hired soon after. Recently, Sharon's most senior employee, James, shared concerns about Felicity. Felicity met with James for her 90 day meeting, which is a manager/direct-report check-in 90 days after an employee begins in a new position at the company. During this discussion, Felicity shared her concern about the volume of work at the company and the poor compensation. Felicity was visibly frustrated during the discussion and she voiced that she believed she had been "duped into taking the role without full transparency into the amount of work she would have to do. She also shared that her position should have much higher compensation. In the weeks and months that followed, James noticed that Felicity appeared disengaged during team meetings and other interactions. She also seemed irritated when asked to take on any additional work which was in fact a common request of all MedX employees given the booming success of the business. While members of the team have independent roles and responsibilities, a small and quickly growing company requires frequent collaboration. One such task that requires collaboration is the personal progress reports. Every week, each Manager is expected to submit their personal progress report which highlights key numbers and updates for their respective business unit. Sharon, the CEO then combines all of the data from the personal progress reports to form a comprehensive company-wide report. This company-wide report is then sent to company investors, clients, and other key stakeholders. Felicity has repeatedly failed to submit her personal progress reports to Sharon. As a result, other Managers have had to stay late unexpectedly until 9pm on a Friday evening to make up for her portion to ensure that the company-wide report can still be produced in its entirety by Sharon. During one specific week, Lucy also missed the submission deadline for her personal progress report but she did eventually submit it. When Lucy was asked why she submitted her report late, she admitted to departing work early with Felicity without permission. There were plans to hire a new Associate soon to work under Felicity. Medx is now becoming concerned about whether a toxic employee may negatively impact their future company culture. To that end, James recommends and decides to begin an investigation now that Felicity has been in her role for seven months. Exhibit 2: Personal Progress Report Submission Status By Employee. Data reflects activity from the last 30 days. Manager: Lucy Report Due Date On-Time Submission/ Late Submission / No Submission September 6th On-Time Submission September 13th On-Time Submission September 20th Late Submission September 27th On-Time Submission Manager: Gabe Report Due Date On-Time Submission/ Late Submission / No Submission September 6th On-Time Submission September 13th On-Time Submission September 20th On-Time Submission September 27th On-Time Submission Manager: Felicity Report Due Date On-Time Submission/ Late Submission / No Submission September 6th No Submission September 13th No Submission September 20th No Submission September 27th Late Submission Exhibit 3: Personnel File A personnel file contains various data points about an employee. The file below contains three sets of data. Section A outlines the title, pay, and benefits held by the employee in her previous company. This information was gathered from the employee when they applied for a job with MedX. Section B outlines the desired title, pay, and benefits requested by the employee when they applied for a job with Medx. Section C lists the current title, pay, and benefits associated with the employee's position at Medx now. This information is inputted by the CEO after the employee begins at the company. Employee Name: Felicity Smith SECTION A Previous Title: Director Previous Salary: $82,000 Previous Benefits (mark all that apply) Vacation Health Insurance X Sick Leave Vision Insurance x Telework/Remote Working Maternity/Paternity Gym Credit/Wellness Credit 401k Plan Dental Insurance x SECTIONE Desired Title: Director Desired Salary: $90,000 Desired Benefits (mark all that apply) Vacation Health Insurance Sick Leave Vision Insurance 401k Plan Dental Insurance Telework/Remote Working Maternity/Paternity Gym Credit/Wellness Credit X SECTIONC Current Title: Manager Current Salary: $80,000 Desired Benefits (mark all that apply) Vacation Health Insurance X Telework/Remote Working Maternity/Paternity Sick Leave Vision Insurance X 401k Plan Dental Insurance Gym Credit/Wellness Credit