FLORENCIO L.
VARGAS COLLEGE
Tuguegarao City
GRADUATE SCHOOL
HBO FINAL EXAMINATION
Name :ELLA CECILIA MAGULUD
Date :07/20/2022
PROBLEM 1 (20 points)
Facts: FUNDAMENTALS OF EMPLOYEE DISCIPLINE. Government officers
and employees like you are therefore, obliged to prove that you
are deserving of the people’s trust. Trust forms the basis of
your employment and tenure in public service. Once this trust is
broken, you as well as other government officers and employees
are held liable. You are answerable for your misconduct to the
people for whom the government derives its power. The people’s
taxes sustain your salaries and other benefits. You are mere
custodians or stewards of public office. You cannot hold on to
your public positions as you please. You must live by the rules,
regulations, norms, conduct and discipline that are at all times
expected of public servants. Public interest come first and
foremost, rising well above personal goals.
Case Presented: Employee A and Employee B are in the same
organization and known to be, “Best Friends” for a long time now.
The new head is known to be arrogant and bossing and often times
he doesn’t want to listen suggestions of his subordinates. He
also lacks ability to show respect & empathy. During this
pandemic, he used the group chat (one of HR innovations in the
new normal) as platform of instructions and oftentimes sent in
the middle of the night especially when he was drunk. He
humiliated his staff in the group chat who wants to suggest in
order to safeguard the funds of the organization, instead of
giving his recommendations/approval, he say bad words and put
those employees in the hot sit and embarrassed through the,
“SULSOL” of his alipores. With this, Employee A & B, shared
sentiments and negative feedback on the bad attitude/behavior of
the head through their messenger. Unfortunately, Employee A
forgot to log out his FB account in one of the desktops of the
office. The next user, who happened to be one of the, “SIPSIP
employee” screen shot those conversations and sent to their head.
In response of what had happened, the head sent in the gchat
spicy and unprofessional remarks to his two (2) staff and told
them to resign immediately instead of a professional way to
settle the issue or the conflict.
The two employees decided to talk personally their head in order
to settle the issue or the conflict. During their confrontation,
the head admitted also his faults towards them. And told them
that, “IT’S ONLY LIKE, SIBLINGS DISPUTES.” With this, they agreed
to start all over again in order to attain the organization’s
goals and objectives.
After one (1) week, Employee A and B received a Memorandum from
the HR office to explain within 72 hours their unprofessional
remarks to their head with the attached screen shots of their
conversations.
The said employees amazed on the incident and cannot believe that
the case was still brought to the HR attention since it was
already settled within the level of the Head of office,
nevertheless, they responded the Memorandum. But after one (1)
week, Employee A & B received a Memorandum for Reprimand from the
management.
Instead of resolving the conflict through a conflict management,
or negotiation, the head of the office reloaded all their duties
and functions. Always harassed and force them to resign. The rude
behavior of the head is also known by the management but no
action and silent about it.
Issues:1) The issues between the head and the said employees were
already settled within the level of the head of office, 2)
Despite the settlement, the head of office still brought the
issues to the HR Office and after submitting their reply on the
issues, HR issued a Memo of Reprimand approved by the top
management without confrontation of the two parties. Worst, the
head of the agency announced the incident during flag ceremony
which also seconded, confirmed & exaggerated by the HR, and 3)
Head of office, put the two employees in a floating status.
Question: 1) Does the HR Officer or the top management violates
the rule of disciplining an employee,
Answer: Yes. Based on the Fundamentals of Employee Discipline,
“Good discipline is a process of education in which punishment is
resorted to only when no other recourse is open”. Since both
parties already settled their disagreements, the act of HR in
punishing the employees through Reprimand is not the proper
remedy. The act of announcing the incident during flag ceremony
is not also in accordance with the norms sets out in the code of
conduct.
2) Does the HR/management did not follow the steps of conducting
a grievance,
Answer:
yes. According to the general policy on employee conduct and
discipline, “No officer or employee in the civil service shall be
removed or suspended except for cause as provided by law and
after due process”. Due process was not observed since the
involved parties already settled their issues however, the head
of office still brought the issue to the HR and the latter issued
a memo of reprimand without giving the two employees the
opportunity to explain their sides.
3) Does the HR/management plays a biased decision in favor of the
Head of Office, if not what should be the violation committed by
the head of office,
Answer:
Yes. Since the HR did not follow the due process as stated in my
answer to question no 2. HR failed to resolved the issues in
accordance with the established rules and principles, and failed
to treat the employees fairly.
4) What act or violation does the two employees committed
relative to the presented issues,
Answer: None. No violations were committed by the two employees
since their act of voicing out their feelings is normal for every
employee.
5) What action/s does the HR/management should do in order to
patch-up the relationship between the head of office and the two
employees,
Answer:
According to the discussion of conflict management, conflict must
be resolved sensibly, fairly and efficiently. The HR should be
the mediator between the involved parties so that there is a
proper discussion of the issue because both parties must have the
opportunity to be heard. Through the discussion, they can raise
all their issues with each other to avoid misunderstanding and
conflict in the future.
6) Does the Head of office/management has the authority to force
the said employees to resign,
Answer:
No. According to the labor code, every employees has the right to
security of tenure. A regular employee shall remain employed
unless his or her services are terminated for just or authorized
cause and after observance of procedural due process. Since there
is an absence of due process, the head of office has no authority
to force the employees to resign.
7) If there is biased decision of the HR/management in favor of
the Head, what should the two employees do to get fair decision
and,
Answer: The employees should initiate in setting up for a meeting
with the HR and the Head to discuss the issue. If the HR and the
Head is not amenable with the meeting, the employees can now
forward their concern to the Department of labor and employment
so that the DOLE will serves as an arbitrator between them.
8) Who will discipline a rude head/manager, does the top
management violates the objectives of HBO? (Answers should be
based on facts not opinionated and it should be answered
accordingly. Explain your answer in one (1) paragraph only per
question).
Answer: Yes. The top management violated the objectives of HBO
since he did not follow the proper way of dealing with conflicts
as discussed in the conflict management.
PROBLEM 2 (10 points)
Facts: One of workplace stressors is Role Conflict which refers
to facing contradictory demands at work.
Case Presented: Every end of the month, AtoZ Company has the
commitment to share their Accomplishment Report in their FB page.
The said page is managed by the following employees: Employee A
(Administrator and in-charge FB page content), Employee B (IT and
graphics/illustrator), Employee C (Script/news writer) and
Employee D (photographer/videographer).
Only two (2) days left before the deadline, Employee C suffered
from migraine due to over-fatigue because aside from being a
script/news writer, she is also an administrative officer. Due to
diligence, Employee C, forwarded her draft news to the company’s
gchat for editing of Employee A before posting to their FB page.
Employee A, found out some lacking data for the Accomplishment
Report. She called Employee C to complete the needed data but
Employee C could no longer be reached. The situation reached to
the Manager’s attention.
Issues: 1) The four (4) employees have specific tasks to manage
their FB page, 2) Employee A is hesitant to take charge on the
assigned tasks of Employee C, 3) Employee A is known to be
arrogant and power-tripper, 4) Employee C is a performer and
known to be courteous.
Questions: 1) If you are the Manager, how could you deal with the
situation without establishing conflict between Employee A and C,
Answer:
As a manager, I will set up a meeting to discuss the issue
between them. I will listen actively to their sentiments and
find a mutually acceptable and healthy solution that, in
some ways, satisfies both of them.
2) how could you patch-up with the situation without
compromising your commitment to your clientele/customers,
Answer:
Since employee C is not capable of finalizing his work due to
migraine, I will ask Employee A to finish the report and make him
understand the situation of employee c.
and 3) what actions are you going to implement in order to avoid
the same conflict in the future. (Give your answer per question
based on facts/theories or actual applications. Limit your answer
to one (1) paragraph only.
Answer:
PROBLEM 3 (10 points)
Facts: Under Change Management, organizational change is one of
the types wherein it refers to a modification of organization’s
structures, process or goods. Also, as change that has an impact
on the way work is performed and has significant effects on
staff.
Case Presented: The coming of the new administration of the
Municipality of Dimatagpuan is focused on the reorganization of
the said municipality. The new Mayor will implement as soon as
possible the said organizational change in order to scrap similar
positions and create new positions that will cater the delivery
of basic services to the people.
Issues: 1) Employees handling the same positions in the different
departments of the said municipality are worried for termination,
2) adaptation of computerization will also affect the positions
of those who are not aligned with the new technology, 3)
psychological as well as behavioral problems will arise
especially those who are affected with the reorganization, and 4)
conflict of management prerogatives and employees’ welfare will
also arise.
Questions: 1) If you are the mayor, what are the approaches are
you going to adapt in order that employees embrace the
organizational change (Give double/realistic approaches),
Answer:
If I were the mayor, I will:
1. Discuss the said changes to all of the employees and ask for
their opinions and feedback with regard to the changes so
that I can address all their queries and opinions to avoid
misunderstanding and conflict.
2. Conduct computer related trainings for all the employees to
enhanced their skills to build their confidence in doing
their work.
3. explain to them why change is necessary, what benefits are
likely to accrue as a result of change and how these
benefits are to be shared by employees and the municipality.
2) if you are one among the affected employees, what are the
things you do in order to embrace the change,
Answer:
As an employee, I will:
1. understand the need for a change and I will focus on the
benefits and potential positive outcomes.
2. Continuously improve my skills and broaden my knowledge so
that I can be ready with any changes on my work.
3. I will remain focus on my job designation and will not allow
to negatively impact my work performance.
3) give at least three (3) advantages and disadvantages of
reorganization.
Answer:
Advantages of reorganization:
1. employees will be able to acquire new skills like
advancement in technologies.
2. Encourages innovation
3. Improves the organization as a whole.
Disadvantages of reorganization:
1. Employees resistance to change
2. Change Might Not Equal Progress
3. The need of additional budget to fund the changes.
PROBLEM 4 (10 points)
Choose at least three (3) main challenges and opportunities of
organizational behavior and, 1) Give concrete examples based on
the experienced of your organization relative to these challenges
and opportunities, 2) What actions applied by your organization
to conquer these challenges and opportunities. (Your answer/s
should be explained only in one (1) paragraph per item.)
Answer:
1. Improving Ethical Behavior
According to the Code of Conduct and Ethical Standard
for Public employees, it is the policy of the state to
promote a high standard of ethics in public service.
However, some BIR employees are committing unethical
practices like the use of insider information for
personal gains. To avoid such practices, the management
organizes various workshops, seminars and trainings to
thoroughly discuss the effects of these unethical
practices to the employees in order to improve their
ethical behavior.
2. Improving Customer Service
The code of conduct requires every government agency or
officials to extend prompt, courteous and adequate
service to the public. Some of the taxpayers have no
idea on the process and required documents to be
submitted on a particular transaction in the BIR. In
order not to delay the transactions because of
incomplete documents, the Bureau sets up an e-
Appointment system which provides the taxpayer with an
information needed for a certain transaction.
3. Workforce Diversity
The BIR employees have a big gap in terms of age. It is
a combination of young and old employees so they have
huge differences on how they do their work. The young
ones prefer to maximize the use of technology while the
old ones prefer the “old way”. In order to avoid
conflict, the management delegates the work on the
basis of their specialty.
Prepared by: EMELYNE TARRANGCO-MAPPALA, MPA,DPA
Professor
