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Managing Human Resources

Chapter 5
Case Study #2

By: Nicole Dunlevy,

Ali Emmot, and Tom Dolan

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Key Terms Pertaining to the
Case Study

Employee profiles: a profile of a worker developed by

studying an organizations 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 didnt 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 didnt 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 didnt 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.