Micah M.

Escoses
Dr. Lilia Chio
Human Resource Mangement

CASE STUDY

Title of the Case The Last Straw for Aero Engine

Executive Summary

Tom kinder once was a model employee at Aero Engine for 14 years. He was liked by all- coworkers and
supervisors, have “EXCEPTIONAL” Performance appraisal and devoted to his job. That was before the
emotional and difficult divorce and losing custody to his children. Because of this, it decreases the
quality and quantity of his work, refusal to work overtime shifts, absenteeism and tardiness. Aero’s quick
actions on this behavior is through Employee Assistant Program (EAP), giving him written
warnings/reports about absenteeism and tardiness, and treats of discharge but no one of this change
him. The HR department and Kinder’s Supervisor have a meeting- discussing overall performance of him
and came up to a decision to fire Kinder and issued him his final pay.

Statement of the problem

1. How much concern should the organization show employees before taking disciplinary action for
personal family problems?
2. To what extent were consistent discipline and due process applied prior to discharged?
3. How the management implemented their own investigation versus the Supervisors word in this
kind of grievance in the company.

Areas of Consideration
1. The Company’s ability to handle such attitude and work behavior in the company.
2. The considerations and the due process of the management made before coming up in a final
decision.
Alternative Course of Action (ACA)
1. Having a system of discipline that focuses on early correction of employee misconduct, with the
employee taking total responsibility of correcting the problem.
2. Having a policy of setting grievances that identifies various levels of management above the
immediate supervisor for employee contact.
3. The company must enforce disciplinary actions than warnings and HR Department gotten
involved sooner.

Conclusion and Recommendations

The company should implement a “Open door policy” which a Manager or Supervisor leave’s their office
door “open” in order to encourage openness and transparency with the employees of the company and
to encourage open communication, feedback, discussion about any matter of importance to an
employee. But even the Aero’s did a fair job in assessing the situation yet saw no results on kinder’s
behalf. Support program made available, intervention, multiple conference, warnings and multiple
chances to make it work but no one of this works.