INDIVIDUAL ASSIGNMENT

CASE STUDY: KEEPING SUZANNE CHALMERS

OCTOBER 13, 2015

VIMELRAJ A/L SIVALINGAM
SEGi University, Kota Damansara
Appendix A - Coursework Cover Sheet

SEGi UNIVERSITY
Faculty of Business, Accounting & Management (FOBAM)
September 2013

FACULTY OF BUSINESS ACCOUNTING AND MANAGEMENT

COURSEWORK COVER SHEET

STUDENT PARTICULARS
COURSE: DEGREE IN BUSINESS MANAGEMENT (HR) SUBJECT: RHR 2
Name : VIMELRAJ A/L SIVALINGAM
IC / Passport No : 921209-08-5639
Student No : SCM-027412
Subject : RESOURCING HUMAN RESOURCE (RHR 2)
Mode of Study : Full time Part time

Lecturer : MS. RADZIAH ABDUL RAHMAN

Due Date : OCTOBER 13, 2015
Declaration by student:
I, VIMELRAJ A/L SIVALINGAM hereby declare that the attached assignment is my own work and
understand that if I am suspected of plagiarism or another form of cheating; my work will be referred to the
Dean of Faculty who may as a result recommend to the SEGi University Examination Board that my
enrolment in the programme be discontinued.
I am submitting the following items:
Coursework Cover (1 page) Hardcopy document (No of pages 4)
CD (Please tick either one that you are submitting)
NOTE:
1. Students are reminded to keep a copy of all assignments / coursework submitted.
2. All LATE SUBMISSION will be DEDUCTED 10% a day up to a maximum of FIVE (5) days,
where after that, the coursework will be marked ZERO (0).

__________________ OCTOBER 13, 2015

Student Signature Date

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Appendix B - Assignment Marking Sheet
Faculty of Business, Accountancy & Management (FOBAM)
INDIVIDUAL ASSIGNMENT MARKING SCHEME

SUBJECT/CODE : RESOURCING HUMAN RESOURCE (RHR 2)

COURSE : DEGREE IN BUSINESS MANAGEMENT (HR)
NAME : VIMELRAJ A/L SIVALINGAM

STUDENT ID : SCM-027412

ASSESSMENT MARKS MARKS AWARDED

CRITERIA

Question 1 10

Question 2 10

Question 3 10

TOTAL 30

**10marks will be converted into 10% of the coursework weightage.

__________________ OCTOBER 13, 2015

Lecturers Signature Date

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Case brief

In this case study, Suzanne Chalmers (software engineer of Advanced Photonics Inc.) calls to
arrange a meeting with the Vise President, Thomas Chan. Chan instinctively knew what the
meetings was going to be about because he had been through the same situation before. In the
meeting, Suzanne officially informs about her decision to resign from the job. To retain her in the
company, Chan makes profitable proposals such as 25% salary hike, more stock options, larger
office space and paid leaves which are categorically rejected by Suzanne. Suzanne promises to
consider Chans offer but 2 days later Suzanne tenders her resignation letter in writing. After few
months of travelling, Suzanne has joins a startup software industry in the area.

1. Why didnt money motivate Suzanne Chalmers to stay with API?

As IP software engineer, Suzanne Chalmers, was considered under one of the top talented in API
and also well-paid employee by the company; actually greater than others in the industry. She also
has so much money, made possible by the skyrocketing value of their shares in the stock markets.
Therefore, even if it meets a number of requirements, such as physiological and social, money is
not an issue of Chalmers' resignation. I do not believe that money also one of the reasons for the
resignation, that is why Chalmers was not motivated to stay with API as Chan's proposed her 25%
higher more in salary and more share options. In this scenario, Suzanne did not give much
importance to money which fulfill her needs (safety, social and physiological). Instead, it look like
Suzanne needs more motivation, especially working with more diversity and attractive challenges.
Suzanne Chalmers can be listed for lack of challenge and opportunity and lack of career
advancement. The job seems to be boring. The employer took care of everything but lacked on the
above mentioned factors leaving Suzanne Chalmers with no other choice but to quit the job.
Additionally, she has joins a startup software industry where she can do more types of tasks.

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 2. Do financial rewards have any value in situations such as this, where employees are
relatively wealthy?

Yes, almost everyone appreciate the money even they have enough on the savings. Although the
employees who are relatively healthy like Chalmers also will appreciate the monetary rewards.
This case study describes that monetary benefits affects employee inspiration in a complicated
way. It caters to the least. For example, Chalmers maybe appreciate a special bonus or a pile of
share options to complete the special projects. The money is worth for symbolism, which is not as
much for what it buys. When employees hear about a monetary reward, it encouraged them to
work hard. At the same time, the facts in this case show that Suzanne has low importance on the
money. This was shown Suzanne did not speak about money at all in the meeting, except in
response to a question from Chan. She had been offered few jobs with more money or higher
potential appreciation of share options.

Nowhere in this case study has there been any mention that Chalmers, or anyone for that matter,
was given a special recognition for his or her work or involvement to API. In fact, her statement
during her meeting with Chan that the project is almost finished and her team can settle it without
her advises that she feels insignificant and disposable.

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 3. What innate drives seem to be motivating Suzanne Chalmers?

If the organizations take up better employee retention plans and offer employees with more valued
reasons to stay back with the organization. The firms can possibly come up with innovative
employee retention programs by offering the employees with better location of the company or the
branch which is closer to their living place, compensation, better job matching their qualification,
career development, career path, job security, organizational culture, challenge in job, training and
development, empowerment and attractive benefits. Applying the thoughts of Four Drive theory
(drive to acquire and achieve, drive to bond, drive to learn and comprehend and drive to defend)
has been proved to be very important in the current situation as emotions play a major role in
motivation of employees. All drives operate in all, with the effort to maintain the most active only
when the person is threatened. However, it seems that the drive to learn is perhaps one of the most
important in these situations to Suzanne because she subsequently entered a new job with different
job duties. At the same time, Suzanne definitely do not have the drive to acquire material goods
such as money or physical resources. Besides, she did not mention a strong drive to bond,
especially because she tempted to leave API. Leaving API when employees leave feeling stressed
seemed like a routine. Although she had a chance to consult with Chan on terms to keep him loyal
to the API, she decided to resign rather than just negotiate the terms of the better ones that will
keep him motivated to stay in the API.

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