Karl Franklin S.

Abejuela
Crisver B. Alameda
Sitti Asisah Arimao
Noreen Mae Baang
Management 21 (3:00-5:00 PM)
May 4, 2015
Case Study

NATIONAL APPLAINCE COMPANY

What is the problem?

The presented case of National Appliance Company poses various problems;
organizational, managerial and personal/ employee problems. To properly analyze
and give solution to these problems, each person involved in the case should be
looked into each their perspective should be analyzed.
For Mr. Robert Mendoza, being the president, as stated in the case is
characterized as a dynamic leader but a very demanding one. He always wanted
that his decision should be followed and that given directions should be adhered.
This is manifested with how the incentive plan was develop. In other word, Mr.
Robert Mendoza is an employs and autocratic type of management.
For Miss Sales, being the assistant to
the communication protocol as manifested
Planning and Control Section particularly
transcribe during the group tour as well as
about the incentives.

VP for Marketing, she does not follow

by her, in not informing the Market
Mr. Albert Mendoza on what really
the original plans of Robert Mendoza

With all these posted situations, the problem can be defined as: How can the
company and its management improve its organization, managerial and the
interpersonal relationships of its employees for the attainment of its goals and
objectives?.

What are our objectives?

With this problem in mind, the following objectives are drawn:
To make Robert Mendoza an open-minded type of leader; that he should also
consider what his subordinates would think about his decision.
To turn Albert Mendoza into a stronger person who does not get affected with
all the gossips around him.
To improve the companys organization and managerial aspect, as well as the
interpersonal relationship between employees within the organization to
attain defined objectives and goals.

What alternatives are open to us?

Given the situation, the following alternatives courses of actions are
recommended, to wit:

Do not accept Albert Mendozas plan of resignation and train him to become
a better manager.

Since Albert Mendoza is planning to quit from his job, accept his resignation
and find another person- either to hire another one or choose from among his
staff- who is better to do the job.
Retain Albert Mendoza and the company should conduct a team building and
other activities wherein employees could mingle with each other, as well as
with the companys manager.

Conclusion.
Based on analysis and understanding of the given situation, the last
alternative which is to Retain Albert Mendoza and the company should conduct a
team building and other activities wherein employees could mingle with each other,
as well as with the companys manager., to solve the problem.
The last alternative is the most viable and acceptable solution for all the
persons involve. It is a total package which solves all the problems then attaining
the goal of improving the organizational, managerial and interpersonal relationships
of employees within the company. We reiterate that team building activities
promotes camaraderie, sense of responsibility and companionship and develop
communication and friendship among employees. It also develop confidence with
each other, thus minimizes gossips and rumors among them.
Therefore we recommended the last alternative will be implemented by the
company to take advantage of its benefits.