The New Director of Human Resources ---- Case Study 1
Summary
This case study is about an issue that arose at one of Mount Ridge Engineering Systems plant locations. An employee, Bud Johnson, had approached his manager, Larry Braxton, numerous times about a pay increase. Bud Johnson was an auxiliary operator but was asked on numerous occasions to fill in for the equipment operator, which is a higher paid position. Eventually Mr. Johnson left the company because he was dissatisfied with his pay. He was asked to sign a termination notice by Mr. Braxton and told that he would receive a copy in the mail. When Mr. Johnson received his copy in the mail, the reason for his leaving was incorrect. Mr. Braxton had him sign a blank termination notice, …show more content…
He was able to move from a laborer to an auxiliary operator and was asked on numerous occasions to fill the position of the equipment operator. This shows that Mr. Johnson was a good asset to the Mount Ridge team and added economic value to the organization.
• Planning and Administering Pay and Benefits- This concept applies to this case because it is the main reason that Mr. Johnson decided to leave the company. Bud Johnson was a good employee that was able to complete work at a higher level position. However, instead of getting paid for the higher level position, he was told on numerous occasions that he would not be able to receive a pay increase because the spots just weren't available. This resulted in Mr. Johnson not being motivated to work and eventually leaving the company for …show more content…
This applies to this case because Larry Braxton, the plant manager, had Bud Johnson sign a blank termination form and later put the incorrect reason for Mr. Johnson's leaving. If by change this incident were to go public it could damage the reputation of the company and Mr. Braxton can either pay fines, serve jail time, get fired from his job, etc. If more training was put into place so that management does in fact follow the policies, this could have been
Summary
This case study is about an issue that arose at one of Mount Ridge Engineering Systems plant locations. An employee, Bud Johnson, had approached his manager, Larry Braxton, numerous times about a pay increase. Bud Johnson was an auxiliary operator but was asked on numerous occasions to fill in for the equipment operator, which is a higher paid position. Eventually Mr. Johnson left the company because he was dissatisfied with his pay. He was asked to sign a termination notice by Mr. Braxton and told that he would receive a copy in the mail. When Mr. Johnson received his copy in the mail, the reason for his leaving was incorrect. Mr. Braxton had him sign a blank termination notice, …show more content…
He was able to move from a laborer to an auxiliary operator and was asked on numerous occasions to fill the position of the equipment operator. This shows that Mr. Johnson was a good asset to the Mount Ridge team and added economic value to the organization.
• Planning and Administering Pay and Benefits- This concept applies to this case because it is the main reason that Mr. Johnson decided to leave the company. Bud Johnson was a good employee that was able to complete work at a higher level position. However, instead of getting paid for the higher level position, he was told on numerous occasions that he would not be able to receive a pay increase because the spots just weren't available. This resulted in Mr. Johnson not being motivated to work and eventually leaving the company for …show more content…
This applies to this case because Larry Braxton, the plant manager, had Bud Johnson sign a blank termination form and later put the incorrect reason for Mr. Johnson's leaving. If by change this incident were to go public it could damage the reputation of the company and Mr. Braxton can either pay fines, serve jail time, get fired from his job, etc. If more training was put into place so that management does in fact follow the policies, this could have been