CHAPTER I

POINT OF VIEW

In this case, Ms, Elizabeth Esteban is the HR Director of CITADEL MEDICAL CENTER, one

of the biggest health and medical service providers in the city of Agdao. The Center, over the

years, had experienced labor unrest and the unions have staged demonstrations now and then to

the detriment of all stakeholders. Desirous of promoting peace in the workplace, Elizabeth

attended a forum on industrial peace sponsored by the Association of labor Management

Cooperation Practitioners (ALMACOP). She then consulted and Mediation Board (NCMB) on

the possibility of organizing an LMC in the center. The NCM assured her of their assistance. Ms,

Elizabeth then talked to the administrator of the center who was amenable to the idea and who

promised to bring the matter to the board of directors. Elizabeth made an appointment with the

union officers and she broached the idea to them. The union listened but they refused to have an

LMC in the workplace, contending that it is the management’s ploy to undermine the union.
 CHAPTER II

FACTS OF THE CASE

 Ms, Elizabeth Esteban is the HR Director of CITADEL MEDICAL CENTER, one of the

biggest health and medical service providers in the city of Agdao.

 She then consulted and Mediation Board (NCMB) on the possibility of organizing an

LMC in the center.

 Elizabeth attended a forum on industrial peace sponsored by the Association of labor

Management Cooperation Practitioners (ALMACOP).

CHAPTER III

STATEMENT OF THE PROBLEM

 The problem was the initial refusal of the Union for an LMC to be established in

the center.

 How to operates and its benefits to both labor and management

 To examine the advantages and disadvantages of having an LMC in the center.

 CHAPTER IV

SWOT ANAYSIS

Strengths: Ms, Elizabeth Esteban is the HR Director of CITADEL MEDICAL CENTER, one of

the biggest health and medical service providers in the city of Agdao

Weaknesses: The union listened but they refused to have an LMC in the workplace, contending

that it is the management’s ploy to undermine the union.

Opportunity: Elizabeth learned the labor management cooperation program as a proactive

strategy of promoting peace in the workplace.

Threats: Elizabeth made an appointment with the union officers and she broached the idea to

them

CHAPTER V

ALTERNATIVE COURSES OF ACTION

Ms. Elizabeth Esteban, the HR Director of CITADAL MEDICAL CENTER, attended a forum

which is the industrial peace it was sponsored by the Association of labor Management
Cooperation Practitioners. Elizabeth should really promote peace in the work place so that work

environment will be more comfortable to everyone.

CHAPTER VI

RECOMMENDATION

We recommend that it is important to discuss together with the union so that the union would

decide or listened if they really agree or not and it is also important if it should have a opinion for

the sake of the company it should be discus clearly and the advantages and disadvantages so that

the union can understand and there is an opportunity that your opinion would be accepted from

the union. We recommend that everyone need to be heard, everybody has a voice to share their

Idea for th welfare of everyone.

CHAPTER VII

Conclusion

To sum it up, Ms. Elizabeth Esteban is the HR Director of CITAEL MEDICAL CENTER, one

of the biggest health and medical service providers in the city of Agdao. Elizabeth made an

appointment with the union officers and she broached the idea to them. The union listened but

they refused to have an LMC in the workplace, contending that it is the management’s ploy to

undermine the union. Therefor we conclude that not all the time the union would listen and agree

for the idea of one, the majority says no so that we should respect them.
St.Rita’s College of Balingasag

Balingasag Misamis Oriental

A.Y 2019-2020

The Union said “NO”

Submitted by:

Gardones, Marrile B

Labadan, Crystel

Punis, Giovanni

Salaan, Jessa Marie

Valmorida, Kriszia Faye S.

Submitted to:
Mrs. Linda M. Llido, MBM