Hi every body!
I'm a student in University of Foreign Language in Vietnam. I'm majoring in Human Resource Management. Next week, I shall have a presentation in class. I must answer 3 questions of a case study. However my tutor always want the very perfect and correct answers. Therefore, I post it here so that if any one can give me some guidelines or suggestions for my answers. Thank you very much!!
CASE STUDY: Family versus career- And a company caught in the middle
Dave and Nora live in the Los Angeles area, where Dave works for a major software company. He is very motivated to put in whatever time and effort are needed to complete tasks and project successfully. Top management recognizes his contributions as important and his prospect at the company are excellent.
Nora has been married to Dave for five years and know how devoted he is to his career. Both of them want to start a family and agree that Lot Angeles isn't where they want to raise children. Nora, feeling that she can't wait forever to have kids, has been pressuring Dave to find a job in a more congenial area.
Understanding Nora's concerns, Dave made a couple of discreet phone calls and was soon called for an interview by a company located in a small city in the Midwest. Dave didn't know what to say when the company made him an offer. The job pays less than his present job and offer fewer opportunities for advancement, but the area is the kind of environment he and Nora want. He knows Nora is thrilled at the prospect of the move, yet he can't help feeling sad. How can he simply walk away from all he has invested in his career at his present company? May be there is more to life than his career, but he is already depressed and he hasn't even quit yet.
When Dave told his boss, Terri, about the new job offer, Terri was shocked. Dave is a central figure in the company's plans for the next couple of years, and his expertise is indispensable on a couple of important projects. Terri feels that Dave has blindsided the company. Things will be a mess for a long time while if he leaves. But what can the company do to keep him if money isn't the issue?
Question:
1. What preventive measures could Dave's company have taken to avoid the crisis it is faced with?What can the company do now?
2. Should Dave's company involve Nora in any of its attempt to retain Dave? How?
3. Should Dave's company implement any career development programs after this crisis passes? What kind would you recommend? Why?
From Vietnam, Hanoi
1I'm a student in University of Foreign Language in Vietnam. I'm majoring in Human Resource Management. Next week, I shall have a presentation in class. I must answer 3 questions of a case study. However my tutor always want the very perfect and correct answers. Therefore, I post it here so that if any one can give me some guidelines or suggestions for my answers. Thank you very much!!
CASE STUDY: Family versus career- And a company caught in the middle
Dave and Nora live in the Los Angeles area, where Dave works for a major software company. He is very motivated to put in whatever time and effort are needed to complete tasks and project successfully. Top management recognizes his contributions as important and his prospect at the company are excellent.
Nora has been married to Dave for five years and know how devoted he is to his career. Both of them want to start a family and agree that Lot Angeles isn't where they want to raise children. Nora, feeling that she can't wait forever to have kids, has been pressuring Dave to find a job in a more congenial area.
Understanding Nora's concerns, Dave made a couple of discreet phone calls and was soon called for an interview by a company located in a small city in the Midwest. Dave didn't know what to say when the company made him an offer. The job pays less than his present job and offer fewer opportunities for advancement, but the area is the kind of environment he and Nora want. He knows Nora is thrilled at the prospect of the move, yet he can't help feeling sad. How can he simply walk away from all he has invested in his career at his present company? May be there is more to life than his career, but he is already depressed and he hasn't even quit yet.
When Dave told his boss, Terri, about the new job offer, Terri was shocked. Dave is a central figure in the company's plans for the next couple of years, and his expertise is indispensable on a couple of important projects. Terri feels that Dave has blindsided the company. Things will be a mess for a long time while if he leaves. But what can the company do to keep him if money isn't the issue?
Question:
1. What preventive measures could Dave's company have taken to avoid the crisis it is faced with?What can the company do now?
2. Should Dave's company involve Nora in any of its attempt to retain Dave? How?
3. Should Dave's company implement any career development programs after this crisis passes? What kind would you recommend? Why?
From Vietnam, Hanoi
hmmmm..LETS DISCUSS
this seems to be the boss of all dilema's
i think its an individual's choice. Dave seems to learn a lil abt time management and the company can help him in this case.
also, Dave can get a Temporary assistant to help him till he finds the balance.
talking abt preventive measures tht a company can take, Stress management or time management sessions...
find the root cause of Dave's imbalance.maybe there is lack of communication in the office..or something like this
i dunno if this is feasible or not, but maybe the company cld send him for a break of a month to figure things out for himself.i wldnt lt him go..if he is important for the company..i wld try coming up with solutions which wld be a win win situation for both
Involve Nora...NO....thts his personal life....u cant tell her not to strt family now....tht wld be absurd
ya..career building programs can help.
designing a career path.(i really dint know there were types of career development programs.)
lets discuss this ..... a lot of companies must be facing this....wt solutions do u apply...
this cld be a gr8 learning experience for all
regards
sunayna
From India, Mumbai
this seems to be the boss of all dilema's
i think its an individual's choice. Dave seems to learn a lil abt time management and the company can help him in this case.
also, Dave can get a Temporary assistant to help him till he finds the balance.
talking abt preventive measures tht a company can take, Stress management or time management sessions...
find the root cause of Dave's imbalance.maybe there is lack of communication in the office..or something like this
i dunno if this is feasible or not, but maybe the company cld send him for a break of a month to figure things out for himself.i wldnt lt him go..if he is important for the company..i wld try coming up with solutions which wld be a win win situation for both
Involve Nora...NO....thts his personal life....u cant tell her not to strt family now....tht wld be absurd
ya..career building programs can help.
designing a career path.(i really dint know there were types of career development programs.)
lets discuss this ..... a lot of companies must be facing this....wt solutions do u apply...
this cld be a gr8 learning experience for all
regards
sunayna
From India, Mumbai
Hi
Let us try to answer the issues one by one....
1. What preventive measures could Dave's company have taken to avoid the crisis it is faced with?What can the company do now?
Every company should have an idea of an employee's ambitions and long term plans. The manager should be made responsible for understanding an employee's needs. So, if the company knew Dave wanted to move to a congenial place, they should have planned a career for Dave in such a way that he would be moved to a place where he can lead a pleasant life for some time.
There were also no succession plans in place for Dave. Since Dave is a star performer for the company there is always a chance that he will be head hunted by competition.
What the company can do now is also the same. He should be moved to a congenial place where he can start his family. Understand that Dave doesn't have any issue with the company or its people, he is having problem with the place only. Being a software company, they can also thing about flexi-times and working away from office.
2. Should Dave's company involve Nora in any of its attempt to retain Dave? How?
I completely agree with Sunayna. Nora is completely justified in her demand. I don't see any role for Nora other than the company offering transfer to Dave to a place where she would like.
3. Should Dave's company implement any career development programs after this crisis passes? What kind would you recommend? Why?
Star performers should have a succession plan. Career development programs in general are required but I believe that has nothing to do with this crisis. CD programs should be general OD interventions and are a must. CD programs should be linked with the organisational plan and the skill level of the individual.
These are my view points on the case. Would love to see more ideas on the case. :D
From India, Pune
Let us try to answer the issues one by one....
1. What preventive measures could Dave's company have taken to avoid the crisis it is faced with?What can the company do now?
Every company should have an idea of an employee's ambitions and long term plans. The manager should be made responsible for understanding an employee's needs. So, if the company knew Dave wanted to move to a congenial place, they should have planned a career for Dave in such a way that he would be moved to a place where he can lead a pleasant life for some time.
There were also no succession plans in place for Dave. Since Dave is a star performer for the company there is always a chance that he will be head hunted by competition.
What the company can do now is also the same. He should be moved to a congenial place where he can start his family. Understand that Dave doesn't have any issue with the company or its people, he is having problem with the place only. Being a software company, they can also thing about flexi-times and working away from office.
2. Should Dave's company involve Nora in any of its attempt to retain Dave? How?
I completely agree with Sunayna. Nora is completely justified in her demand. I don't see any role for Nora other than the company offering transfer to Dave to a place where she would like.
3. Should Dave's company implement any career development programs after this crisis passes? What kind would you recommend? Why?
Star performers should have a succession plan. Career development programs in general are required but I believe that has nothing to do with this crisis. CD programs should be general OD interventions and are a must. CD programs should be linked with the organisational plan and the skill level of the individual.
These are my view points on the case. Would love to see more ideas on the case. :D
From India, Pune
Hi:
A good case study:
Here are my views. I would want others to comment too.
1. What preventive measures could Dave's company have taken to avoid the crisis it is faced with? What can the company do now?
Preventive Measures that Dave's company could have taken:
1. Regular one-on-one meeting with the core team members to understand their personal issues apart from their time and again recognitions and rewards.
Dave's wife always had a concern of not to bring up kids in Los Angeles. They decided upon this sometime back, (Atleast 5 yrs, as they are married for 5yrs). If they had done the one-on-one meetings they could have know this.,
2. A key role of HR in interviewing: Probing upon personal background needs to be done. Asking about their family and kids.. (In India we ask, but i am not sure if this is ok in other countries)
3. Employer/employee union meetings along with their family members and recognizing the core team members and appreciating their family members too (In India even today the school report card, even if the child get the school first, the appreciation is been given to family members., In some school they also award best parents. Family plays a critical role in the success of the an individual in their careers.)
This problem is faced only in Software Industry wherein we say we are transparent in process and hierarchy but we are opaque. we need to set out practices which makes every employee feel ownership towards the company rather than just make them feel that they are employees of the company. (Atleast the core teams in various levels)
3. Appreciation and recognition should be given in a such a way that the family enjoys it to the maximum, Eg - holiday trip of their choice (of course you could decide the budget), organize Dinner / shopping coupons.
Always family members need to be proud that their husband/child is working for the company.
4. "He is very motivated to put in whatever time and effort are needed to complete tasks and project successfully" - This has made the family away from him, any one would feel lonely (even if i were in the place of Nora) as most of the time her husbands was busy with his work.
To avoid this the company should have a clear time-management process and should not encourage someone to extend their working timings.
5. The company failed in People management & Employee relations building.
6. The company could have implemented programs like monthly newsletters - (circulating it to employee's home address), Anniversary wishes and greetings, Birthday wishes etc...
What can the company do now?
1. Flixi timings as Gautam suggest - work from home option and pay him the salary little more than what he would be getting in his new company (as it is below the standards)
2. Give him an option to join back after 3 months, incase he is not interested with the new company and work profile
3. Set-up a one man branch office for him and then increase the team size of the new branch
4. Or hire an new guy with all the same competence of Dave
2. Should Dave's company involve Nora in any of its attempt to retain Dave? How?
Now its too late to talk to Nora.
Some concerns could be:
1. It could be the cost that she is not interested in Los Angeles.
2. It could also be a fact that she does not want to bring up the child in Los Angeles might be because of the culture and environment or her family support...
3. or She hates Dave's company as he spends most of the time there.
I personally feel that one should talk to her as she is a woman who has waited 5 yrs for her husbands career growth and encouraged him all the way so far... (Now she feel lonely with out anyone, neither kids nor she is getting more time from her husband)
3. Should Dave's company implement any career development programs after this crisis passes? What kind would you recommend? Why?
1. Career development programs are important. As soon as the company recognizes someone as core team member, they should allocate time towards explaining them about their growth within the organization and help them understand the importance of the role.
2. Team building exercises
3. Providing additional resources to the core team members, who could work on the routine task done by them. Thereby the core team gets the opportunity to think / work differently rather then doing the same routine jobs.
Other points as suggested above, recognition, Family gatherings etc..
I would want other also to comment.
Thanks & Regards
Radhika
From India, Madras
A good case study:
Here are my views. I would want others to comment too.
1. What preventive measures could Dave's company have taken to avoid the crisis it is faced with? What can the company do now?
Preventive Measures that Dave's company could have taken:
1. Regular one-on-one meeting with the core team members to understand their personal issues apart from their time and again recognitions and rewards.
Dave's wife always had a concern of not to bring up kids in Los Angeles. They decided upon this sometime back, (Atleast 5 yrs, as they are married for 5yrs). If they had done the one-on-one meetings they could have know this.,
2. A key role of HR in interviewing: Probing upon personal background needs to be done. Asking about their family and kids.. (In India we ask, but i am not sure if this is ok in other countries)
3. Employer/employee union meetings along with their family members and recognizing the core team members and appreciating their family members too (In India even today the school report card, even if the child get the school first, the appreciation is been given to family members., In some school they also award best parents. Family plays a critical role in the success of the an individual in their careers.)
This problem is faced only in Software Industry wherein we say we are transparent in process and hierarchy but we are opaque. we need to set out practices which makes every employee feel ownership towards the company rather than just make them feel that they are employees of the company. (Atleast the core teams in various levels)
3. Appreciation and recognition should be given in a such a way that the family enjoys it to the maximum, Eg - holiday trip of their choice (of course you could decide the budget), organize Dinner / shopping coupons.
Always family members need to be proud that their husband/child is working for the company.
4. "He is very motivated to put in whatever time and effort are needed to complete tasks and project successfully" - This has made the family away from him, any one would feel lonely (even if i were in the place of Nora) as most of the time her husbands was busy with his work.
To avoid this the company should have a clear time-management process and should not encourage someone to extend their working timings.
5. The company failed in People management & Employee relations building.
6. The company could have implemented programs like monthly newsletters - (circulating it to employee's home address), Anniversary wishes and greetings, Birthday wishes etc...
What can the company do now?
1. Flixi timings as Gautam suggest - work from home option and pay him the salary little more than what he would be getting in his new company (as it is below the standards)
2. Give him an option to join back after 3 months, incase he is not interested with the new company and work profile
3. Set-up a one man branch office for him and then increase the team size of the new branch
4. Or hire an new guy with all the same competence of Dave
2. Should Dave's company involve Nora in any of its attempt to retain Dave? How?
Now its too late to talk to Nora.
Some concerns could be:
1. It could be the cost that she is not interested in Los Angeles.
2. It could also be a fact that she does not want to bring up the child in Los Angeles might be because of the culture and environment or her family support...
3. or She hates Dave's company as he spends most of the time there.
I personally feel that one should talk to her as she is a woman who has waited 5 yrs for her husbands career growth and encouraged him all the way so far... (Now she feel lonely with out anyone, neither kids nor she is getting more time from her husband)
3. Should Dave's company implement any career development programs after this crisis passes? What kind would you recommend? Why?
1. Career development programs are important. As soon as the company recognizes someone as core team member, they should allocate time towards explaining them about their growth within the organization and help them understand the importance of the role.
2. Team building exercises
3. Providing additional resources to the core team members, who could work on the routine task done by them. Thereby the core team gets the opportunity to think / work differently rather then doing the same routine jobs.
Other points as suggested above, recognition, Family gatherings etc..
I would want other also to comment.
Thanks & Regards
Radhika
From India, Madras
hey,
i guess the others have covered most things i wanted to say.
* I want to add that a company should and must stay in touch with the employee's family through family outings,etc.
Also in some companies the HR department is proactive as far as ER goes. i know a company where the HR takes cares of small things like payment of bills for the employee if the spouse is also working. Anything that a company can implement this way helps to keep the family happy & in turn the employee happy.
* Career Development should be discussed at the time of joining itself. This helps the HR & company to understand what exaclty te employee is on the look out for & how his goals can be integrated with the goals of the comapny.
Is a transfer possible in this case? As in does the company have an office in another town where Dave might be willing to move to? Or can they start a branch in that town?
This would help keep talent in the company & it would be a win-win situation.
shilpa
From India, New Delhi
i guess the others have covered most things i wanted to say.
* I want to add that a company should and must stay in touch with the employee's family through family outings,etc.
Also in some companies the HR department is proactive as far as ER goes. i know a company where the HR takes cares of small things like payment of bills for the employee if the spouse is also working. Anything that a company can implement this way helps to keep the family happy & in turn the employee happy.
* Career Development should be discussed at the time of joining itself. This helps the HR & company to understand what exaclty te employee is on the look out for & how his goals can be integrated with the goals of the comapny.
Is a transfer possible in this case? As in does the company have an office in another town where Dave might be willing to move to? Or can they start a branch in that town?
This would help keep talent in the company & it would be a win-win situation.
shilpa
From India, New Delhi
wow lovely response ive noticed one common factor - lack of communication between empoyer n employee wts the cause for this???
From India, Mumbai
From India, Mumbai
· A company should not have been so dependable on sole employee, coz employees are uncertain.
· An HR person should conduct quarterly mentoring as to know what’s going on in the employees mind in regards to his future plans, so it could have help the company to get an idea of Dave plans, the company could not have relied on him solely.
· Ya, of course a company should involve Nora. Nora has to understand how badly this decision is affecting Dave’s carrier growth, as her main issue is of Los Angles, she has to be convinced that future of her children’s lies in L.A. as it has got best university and offices. Brain washing of Nora is must; she has to be made aware that L.A. is the best place for her children to grow.
· If we don’t want to involve Nora we can convey the same to Dave.
Or.
· If company has got their branch in some area-Region, which they are looking for, we can transfer Dave there and can use his potential for the growth of the firm.
Suggestion for the company:
Mentoring Session’s to be included.
Family gathering.
Healthy relation building.
Regards & luck
Deepa Singh
From India, Mumbai
· An HR person should conduct quarterly mentoring as to know what’s going on in the employees mind in regards to his future plans, so it could have help the company to get an idea of Dave plans, the company could not have relied on him solely.
· Ya, of course a company should involve Nora. Nora has to understand how badly this decision is affecting Dave’s carrier growth, as her main issue is of Los Angles, she has to be convinced that future of her children’s lies in L.A. as it has got best university and offices. Brain washing of Nora is must; she has to be made aware that L.A. is the best place for her children to grow.
· If we don’t want to involve Nora we can convey the same to Dave.
Or.
· If company has got their branch in some area-Region, which they are looking for, we can transfer Dave there and can use his potential for the growth of the firm.
Suggestion for the company:
Mentoring Session’s to be included.
Family gathering.
Healthy relation building.
Regards & luck
Deepa Singh
From India, Mumbai
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