Case 5: Carlo Recio

(Business Policy Case Study)

Dumapias, Ria B.

Tabao, Hazelle Kayen T.

BS-AT 4 / AC4b

March 2017
I. Problem Analysis
Carlo Recio has been promoted as a maintenance supervisor in their
company and he knew that along with the promotion comes working in the
wee hours of the morning or midnight to supervise emergency repairs. He has
been a good supervisor in empowering his crew to do job on their own and is
only after the end results. He has also been fair in pointing out problems, and
on the other, the crew respected and liked him.
Due to his contempt, soon his crew became too horsed in making their
jobs. He pointed out this attitude yet the crew displayed a certain coolness. A
few weeks had passed, he now feels a certain ill feeling about being a
manager, yet he continued to help his crew member on their assignments.
After some time, he needed his crew to be cooperative on making an
important strategy for their plant. This includes working with extra hours and
being paid together with a meal allowance, for the next six weekends. He is
still uncertain of their support and cooperation and the strategy is to
implemented in the next two weeks.

II. Business Policy to be Implemented

A. Purpose
The purpose of this policy is to set out clear guidance for rewarding
employees who make an exceptional sustained or one off contribution,
whether individually, or as part of a team, employee empowerment, and
employee training and development and employee job rotation.

B. Job Rotation
The Job Rotation Program involves the temporary assignment of an
employee in a particular position or department for a specified period of time
to perform the specific duties of another position. This is normally a voluntary
assignment where the employee treats the assigned duties as part of their
regular responsibilities.
Any supervisor or employee may initiate a request for Job Rotation
assignment after careful evaluation of other available workforce strategies. All
employees who have completed their introductory period and have regular
employment status in their current position are eligible to participate in Job
Rotation.
Rotations may be full-time, half-time or one day a week. Rotations can
also be based on an allocation of time where an employee works at their
regular job for specific periods and during the rest of the day they rotate to
another job. Both the sending and receiving supervisors should obtain
approval for Job Rotation assignments through their appropriate chain of
command.
An employee on Job Rotation shall receive a performance evaluation
at the normal time. The sending and receiving supervisors shall collaborate
as appropriate on the evaluation. The sending supervisor shall retain
responsibility for timely completion of the evaluation. An employee on Job
Rotation shall retain eligibility for promotional opportunities. The assignment
may be extended by mutual agreement of the parties. Management may
terminate the assignment at any time.
Job Rotations will not begin until a Memorandum of Agreement has
been completed and signed by the employee, sending supervisor and
receiving supervisor. A Job Rotation request can be denied if it cannot be
balanced with the other needs.
If the rotation assignment is extended or terminated, the extension or
termination should be documented by memorandum, signed by all individuals
on the original agreement and copied to all parties.
C. Rewarding System

The companys rewards and recognition policy aims to encourage and

acknowledge superior performance in all areas and job functions. The policy
recognizes achievements that contribute to the overall objectives and success
of company.

The Company wants to show its appreciation to individuals and teams

that:

Create an environment of shared success and commitment

Exceed production, quality and sales targets
Create a safe working environment
Have excellent attendance records
Are recognized by their peers
Give successful employee referrals
Receive excellent customer service reviews
Demonstrate exceptional overall performance

The Company recognizes exceptional employees in a variety of ways

including:

Verbal recognition
Providing career advancement opportunities
Cash bonuses
Gift Certificates
Merchandise / Tools
Trips
Parking spaces
Lunches and Dinners
Additional Paid Vacation Days

The Company recognizes and promotes positive behavior and

supports its employees in creating a happy and healthy atmosphere that
enables employee and company success. Specific recognition programs at
the company include:

Attendance Awards
Employee of the Month
Employee Referral Awards
Peer Recognition Program
Safety Awards
Service Awards

D. Employee Empowerment

Responsibility of supervisors:
Supervisor makes the decision and announces it to staff. The
supervisor provides complete direction.
Supervisor makes the decision and then attempts to gain commitment
from staff by selling the positive aspects of the decision.
Supervisor may invite input into a decision while retaining authority to
make the final decision itself.
Supervisor may invite employees to make the decision with the
supervisor. It must consider equality in the decision process.
Supervisor may turn the decision over to another party and must also
share any preconceived picture anticipated outcome of the process.

E. Training and Development

Job-related training

This development may take the form of participation in workshops,

seminars and conferences.

Career development
 Programs, including courses, workshops, seminars, etc, are
available under the umbrella of Career Development. Such programs
provide knowledge and skill development to enhance an employee's work
performance and potential career growth.

Financial assistance

The Company pays all the expenses of an employee undertaking

training and career development.

III. Conclusion

Carlo Recio should exercise the mentioned policies for him to improve
his crews performance thus making them a productive one. The afore
mentioned policies will set out clear guidance for rewarding employees who
make an exceptional sustained or one off contribution, whether individually, or
as part of a team, employee empowerment, and employee training and
development and employee job rotation. Aside from these policies, he should
consider himself from being too negative-minded in making a decision. If he
maximizes his thinking in a positive way, good things will come to him, the
crews and most specially the organization they work in.