The Promotion Dilemma by Caroline Smith Case Study - 20

The Promotion Dilemma by Caroline Smith - Case Study Example Caroline immediately set her mind to the task of becoming an exemplary manager. Being with the department for five years, she was able to make several small improvements in the working conditions of the department; and as a consequence, productivity improved for every worker – except Beverly. Whereas the others appreciated and responded to Caroline’s efforts, Beverly just seemed to become more hostile. When management praised Caroline for her section’s improved performance and productivity, they also noted Beverly’s decline and suggested that a strong performance evaluation might be the answer. Caroline did not know much about performance evaluation except for the few she had with her predecessor but was determined that Beverly should be as productive as everyone else. Just immediately after being promoted, Caroline called Beverly into her office and launched a plan for Beverly to increase her production level. Halfway through the communication process, Beverly interrupted with a shaky voice: â€Å"You don’t have to go through all this.† â€Å"What do you mean?† Caroline asked, with distinct irritation in her voice. â€Å"I know you are just looking for an excuse to fire me,† quipped Beverly. â€Å"That’s ridiculous!† Caroline answered. â€Å"No, it isn’t. I know none of our colleagues has ever liked me,† Beverly replied. And with that, Beverly ran out of the office in tears. Caroline called her to stop, but it was too late. Caroline was flabbergasted. She had wanted her business relations with Beverly to get better, not worse, especially after her promotion. She knew Beverly’s fears had no basis – or did they? Caroline wondered whether she might have shown some unconscious prejudice. But she did not have the time to waste questioning her own motives.  

Industrial law Essay Example | Topics and Well Written Essays - 2500 words

Industrial law - Essay Example It appears that the carrot and stick policy couched with a great deal of browbeating tactics used by the American business entities simply do not go down well with the powers that be in Britain, and for good reason. How can a nation with thousands of years of history out of which just a short while ago she ruled the waves draw lessons conclusively from a nation born out of Britain’s own bosom only few centuries ago notwithstanding the bloody conception? Nonetheless, Britain has good reason to approach and compare her performances with her staunchest ally. Just as in the case of every other issue, on a subject like trade unionism there is nothing so fulfilling as a comparison with the best, even if the lessons learnt turn out to be infeasible. (James J. Brudney) There is a strong universal feeling hitherto unexpressed, especially among business circles that the world could do without trade unions. It is felt that trade unionism, like the socialist form of governance, has been a failure. Britain’s tryst with collective bargaining has been particularly phlegmatic and uneventful. It is difficult to prove with any amount of conviction that something good has come out of trade unions. On the contrary, the identity of trade union has been riddled with anti-social activities, strikes, lockouts, go-slow tactics, union rivalries and even mayhem and murders. It may be for these reasons that nobody is really keen to be in the forefront when it comes to formations of trade unions in new corporations. Nonetheless, it must be granted that the presence of trade unions has had a transforming effect on society. Thanks to the principles of collective bargaining, there is more appreciation for the working class, better salaries and working conditions, better living standards, more purchasing power, and recognition and justice for the less privileged and the