Case 6: Jupiter

Drug Corporation:
Crying Time
Presented By: Group 4
I. Point of View
In this case, our group
decided to use the point
of view of Miss Justina
Concepcion.
 Miss Justina Concepcion was
working as branch manager of
Jupiter Drug Corporation in
Cabanatuan City for the past
three years. She oversaw five
stores located in different parts of
the city and had also the full
authority to hire and fire any
employees within her branch.
II. Synopsis
Being the branch manager of
Jupiter Drug Corporation in
Cabanatuan City for three years,
it was a first time for Miss
Concepcion to encounter four
resignations from her employees
only in a month.
 With her experience in the
company, one resignation per
year was considered normal
but four resignations in a
month was too much. The
letters also indicated reasons
of their leaving which Miss
Concepcion found implausible.
 After contacting a trusted
employee, she found out that
the real reasons why the
employees were resigning were
all connected with the respective
managers of the stores. Now,
Miss Concepcion was considering
all appropriate actions she will
have to make.
III. Statement of
the Problem
What action/s should Miss
Concepcion take in order to
prevent her employees from
resigning?
IV. Areas for
Consideration
SWOT Analysis (JDC)
STRENGTHS
• Established
• Have five branches
SWOT Analysis (JDC)
WEAKNESSES
• Do not have capable store
managers
SWOT Analysis (JDC)
OPPORTUNITIES
• Expand outside Cabanatuan
City
SWOT Analysis (JDC)
THREATS
• Shortage of Employees
• Bad Image
SWOT Analysis (Store
Managers)
STRENGTHS

• Managers already
• They have the authority over
the store
SWOT Analysis (Store
Managers)
WEAKNESSES
• No sense of sound and fair
judgment
• Lack consideration
• Abuse power
SWOT Analysis (Store
Managers)
OPPORTUNITIES

• Attend training and seminar

• Promotion
SWOT Analysis (Store
Managers)
THREATS
• Suspension
• Termination
V. Problem Flow
Diagram
Incapability of the store managers 
 
Dissatisfaction of the employees
towards the store managers 
 
Lack of enthusiasm at work

Employees would be more inclined to

resign

Shortage of Employees
VI. Alternative Solution
Alternative Solution # 1 Have
the store managers report to her
immediately
Alternative Solution # 2
Coordinate with the higher
management 
Alternative Solution # 3
Conduct a survey regarding store
managers’ performance
 VI. Evaluation of
Alternative Solution
 Alternative Solution # 1 Have
the store managers report to her
immediately
Although Miss Concepcion had no
power to hire or fire any store
managers, they were still under her
supervision and they must all answer
to her. In this case, we all agreed that
what she should do is to have the store
managers report to her immediately.
 We believed that it is very essential
for a branch manager not just to hear
one side but also to know all sides so
that she could make a fair decision in
issues such as this. Although it looked
prejudice towards the store managers
based from the case problem, she
still needed to hear out their reasons
in doing those actions.
 From there, Miss Concepcion could
finally assess what should be done
accordingly. If proven that their
actions were not justified, then Miss
Concepcion could impose the
corresponding penalty against them.
Say, for example, suspension.
And to prevent any further incidents
like this, she could coordinate with
the HR Department and have them
re-oriented and re-trained for better
knowledge and improvement of
their performances.
 PROS
• She would be able to find the root
cause of the problem
• No sides would feel unjust

CONS
• Time-costly
• Lack of supervision
 Alternative Solution # 2
Coordinate with the higher
management
Unless otherwise it went out of her
control, she could immediately
coordinate with the higher-ups to
resolve the problem. Since they were
the ones who have control on hiring
and firing the store managers, it
would be faster to take action.
 PROS
• They could fire them right away
and find immediate replacement

• Seeing how ineffective the store

managers were, they would
become aware that the process of
selection was also ineffective
 CONS
• The replacement they would find
might also be incapable
• Reconstruction of the whole
selection process would take time
Alternative Solution # 3
Conduct survey regarding store
managers’ performance
 PROS
• Provide further evidence on what
was really going on inside the
store
• They could write on their
suggestions

CONS
• Could be biased in a way
• Might not be effective
VIII. Decision
In this case, we have concluded
that the best thing for Miss
Justina Concepcion to do is to
have the store managers report
to her immediately.
IX. Implementation
1. Order the store managers to
report to her as soon as
possible, better if they can talk
in person
2. From there, she would be
able to find the reasons behind
the store managers’ actions
and assess whether it was
acceptable or not

3. If found guilty, hand down

corresponding admonishment
and penalty
4. Coordinate with the HR
Department to give them re-
orientation and training
5. Supervise the progress
6. Visit each stores regularly to
monitor the performance of
the store managers as well as
the employees
X. Contingency
Plan
In case the alternative solution
#1 fails, they could resort to
alternative solution #2, which is
to coordinate with the higher
management immediately to
resolve the problem.
 XI. Management
Concepts Manifested
in the Case
• Effective Decision Making
• Communication Skills
• Fair judgment
• Division of Work
THANK YOU!!