Abstract Science Construction’s business is in planning, developing and building road projects. The major of its clients are municipalities, city governments, and other public sector entities. While the bankruptcy rates for these clients is very low, when economic downturns happen, their ability to pay in a timely fashion also suffers. This leads to businesses such as Science Construction needing to take on additional debt and to find creative methods in order to stay afloat during times of recession. Methods such as selling accounts receivables at discounted rates and taking larger lines of credit through banks and other lending institutions are some of the ways organizations can remain viable when their cash inflows have turned into a trickle. Science Construction is asking the Turkish Courts to postpone their bankruptcy proceedings for a year while they attempt to restructure. Through this, suggestions such as forcing shareholders to pay their debt to the organization, gaining credi
WA Unit 7: Now What Do I Do With Brad and Kerry Case Study
Founded in 1909, New Build is a construction organization that prides itself on its
reputation for high integrity, customer excellence, leadership, and employee’s personal career
growth (Mento, Cougnet & Vader, 2012). The company has benefited from steady growth since
its establishment. To their benefit, they have no long-term debt and substantial cash reserves.
The Problem
Currently, New Build is riding a Great Recession. The economic implications of the
recession have included prudent measures to assess the current economic landscape and
realistically acknowledge that the economy may continue downward. Lack of work will translate
to cuts in the workforce. Therefore, the next promotion as project manager between two
Engineers will mean continuous employment, leaving whoever is not promoted to be terminated
eventually. Jason, a project manager at NewBuild, is faced with a difficult decision to make.
During the harsh economic times, which Engineer, Kerry or Brad, would he assign the next big
construction project? The client is extremely demanding and expects peak performance (Mento
et al., 2012). The Engineer assigned to this client must have proficient communication skills, be
proactive, and be able to think on their feet. The two candidates, Kerry and Brad, have their
strengths and weaknesses. Jason must collect all the data he has on Kerry and Brad to make the
best selection out of the two.
The Cause
According to Senyucel (2009), “organizations need a flexible structure that enables them
to adapt to and cope with constantly changing circumstances of the business environment”
(p.50). NewBuild has found itself in a precarious situation as the economy has taken a negative
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turn. Clients are limited, and the amount of work to be distributed among staff members is
scarce. Retaining and continuing to meets the client’s expectations is crucial.
The human resource situation that has created the problem is attributed to Jason’s
increase responsibilities, which have not given him the opportunity to develop and nurture his
newest employees, Kerry and Brad. The two Engineers may not be ripe for the upcoming project.
They may lack the skills needed to take on the new project because their Superior, Jason, did not
have the time or opportunity to get them ready for such a position.
Possible Alternatives
The alternatives at this point are only two, either promote Kerry or Brad. Since both
candidates received the same performance evaluation (3 out of 5), the next step is to review their
individual “lessons learned emails,” assess their performance negotiation skills and ascertain
their values, assumptions, beliefs, and expectations (VABEs).
Jason: After reviewing the “lessons learned email” from Jason, it is evident that “he
assigns blame to others and puts himself in a one-up position by correcting them” (Mento et al.,
2012, p.64). For instance, Brad stated, “When asking a question to bidders have them explain to
me how they envision the work being performed. Then, either correct them or consider their
view. This way, I know what they understand and what they are confused about” (p.64).
Attribution to poor performance tended to be outer-directed. During the negotiating interaction,
he toned down his arguments and allowed his opponent to save face. Next, Jason’s VABEs are
“somewhat self-centered and focused on him” (p.64). Pro’s in selecting Jason include promoting
an individual who focuses on what others can do to do their job betters. His use of power
language and the fact that he is a male can give him an advantage and present him as an
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authoritative figure. Con’s in selecting Jason include a lack of accountability. Jason would need
to spend more time coaching Jason.
Kerry: When analyzing Kerry’s “lessons learned email,” it is apparent that she readily
accepts fault that she assigns to herself. For example, she stated, “I missed information on the
drawing set I didn’t look at” (Mento et al., 2012, p.64). She acknowledges her weakness and
what she did incorrectly. Kerry also manifested a keen ability to reflect on her own behavior and
develop insights on how to improve in the future personally. During the negotiating interaction,
Kerry actively challenged her competitors. Her VABEs were centered on her performance within
a broader context. This indicates that she can view situations from a broader perspective (2012).
A pro in selecting Kerry is better compatibility with her direct superior Jason. Also, Jason would
spend less time coaching her because she is more adaptable to the changing circumstances and is
effective at keeping Jason constantly informed. A con in selecting Kerry includes promoting
someone with less technical expertise, which may make her feel in over her head.
Recommended Action Plan
Select Kerry and invest in her personal and career development. Although some
individuals may be better equipped to assume leadership roles, leadership training can enhance
their abilities (Germaine, 2008). Jason can help Kerry develop the abilities and skills to reach the
company’s goals and objectives successfully. More importantly, Kerry is more introspective and
is able to make the necessary improvements to enhance her performance. She seems to be ready
now to be promoted. (Last Name, Year)
The Relevance of Case Study and Limitations
More than ever before, the economy can change in the blink of an eye. For NewBuild, the
recession presented them with challenging situations. Fewer projects for their employees. As a
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result, cuts in the workforce. The pandemic we are witnessing is affecting every single industry.
Managers must make challenges decisions regarding their staff, who to retain, and who to let go.
Limitations in the case study include no data for each employee's performance evaluation. Other
information useful for the decision-making process includes an interview of each candidate for
the position being offered.
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References
Germaine, M. (2008). Traits and Skills Theories as the Nexus between Leadership and Expertise:
Reality or Fallacy? Paper presented at the Academy of Human Resource Development
International Research Conference in the Americas (Panama City, FL, Feb 20-24,
2008). Retrieved from: http://files.eric.ed.gov/fulltext/ED501636.pdf
Mento, A.J., Cougnet, J.E., De Vader, C.L. (2012). Now What Do I Do with Brad and Kerry?
Journal of Business Case Studies, 8(1), 51-66.
Senyucel, Z. (2009). Managing the Human Resource in the 21st Century. Bookboon.com.
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