Peggy’sDilemma

a case study

Cortez | Lu | Necesario | Plimaco

What were the problems presented in the case? What is the case primarily about?

Peggy’s staff doesn’t want to

cooperate with her.

The staff doesn’t have the proper

credentials to be eligible for Peggy’s

position.

The head librarians have been

changing for three years.

The assistants feel animosity towards

any person who lead them.

CaseBackground

LeadingPeggy is unable to get

her staff to work with her.

There’s a feeling of

animosity towards the head

librarian.

Sub: Staffing

Her staff refuses to cooperate with

Peggy.

The staff doesn’t have the proper

credentials to be promoted to the

position of head.

The past three librarians didn’t last

long in the school.

What specific concepts, models

and/or frameworks can be applied in the

case?

LeadingMotivation

Affects employee performance, attitude, and

organizational effectiveness.

Managers motivate by providing an

environment that induces workers to contribute

to the goals of the organization.

LeadingMotivation

Herzberg’s Two-Factor Theory of

Motivation

Looked at factors that made employees

feel happy and satisfied and what made

them dissatisfied.

LeadingMotivation

Herzberg’s Two-Factor Theory of

Motivation

Research showed that job enrichment is

one of the most effective methods of

motivating employees; and enriched job

leads to better, motivated and

productive employee.

LeadingMotivation

McClelland’s Need Theory

Need for achievement in the workplace

and for career advancement

LeadingMotivation

Behavior Modifications (B.F. Skinner)

Individuals act as they do because of

reinforcements (tangible or intangible)

received in the past for similar behavior

StaffingMid-career plateauing

A scenario when a person wants to

progress but unable to do so. In this

case, because of lack of further

credentials.

StaffingStaff Development

Involves learning of a larger scope

that goes beyond the present job

and looks toward the possibility of

advancement.

StaffingDiscipline

Action taken by an organization against

an employee when the employee’s

attitude has deteriorated to the point

where action is necessary.

StaffingGrievance

Dissatisfaction relating to one’s

employment that is brought to the

attention of the organization’s

management

What can the organization do in general to avoid the problems presented in the case?

Do not hire undereducated

assistants in the first place

Encourage the assistants to further

their education or train them

Groom the assistants for leadership

positions in the future.

The school should have investigated

the high turnover rate or should be

investigating it by Peggy’s time as

manager

Grievance system

Written procedures for dealing

with problem employees

Constantly train and encourage

employees

Groom employees for higher positions inthe future. Human resources in an

investment.

When a new issue arises, always makesure to understand it (causes, nature,

consequences etc.

Make sure employees have ways to

deal with other employees or their

superiors (and vice versa)

Encourage communication

within the organization

What specific points do you agree/disagree with?

AgreePeggy’s enthusiasm as a new

manager

DisagreeSchool not knowing the reason

for high turnover

The assistants not getting

promoted due to lack of

credentials

Would the ideas presented in the case be applicable in the Philippine setting? Why or why not?

Marikina Public Library Report

In both cases, the incumbent

librarians are reluctant to obey a

new manager. In our case, it ’s due

to differences in credentials.

Undergraduate degree for librarianship

The situation wouldn’t likely be as problematic if

contextualized in the Philippine setting because a

BLIS degree in our country holds the same level of

prestige (as credentials) as an MLIS degree in

other countries. Here, Peggy’s assistants would be

able to practice librarianship and be eligible for

a promotion without an graduate degree.

Should Peggy try to work with her staff?

Yes.

Yes.

Yes.

If she tries to force her way, it

might create more animosity

between her and the staff.

Finding and recruiting new staff

can be costly.

Negative reinforcement should

only be a last resort.

Should she go directly to the school director for advice?

Yes.

Yes.

The Director could provide a

better understanding of the

assistants and the entire

organizational situation.

It would help if Peggy gets the

Director to back her decisions

whether for punishments or to

provide concessions.

Should Peggy use the authority she has to change assistants and run the library the way she has planned?

It depends.She should try to work with them first

and get to the root of the problem.

It depends.Disciplinary measures are still an

option.

Group Insights

It was difficult to ascertain whether the main

problem lies with Peggy or the three

assistants.

On one hand, it is Peggy’s job as a manager

to make sure that people follow her. On the

other, the three librarians’ antagonistic

attitude could be deemed problematic.

The case has a very polarizing premise, so

at first there was no clear consensus among

the group in finding the right solution to

Peggy’s dilemma.

There was a heated discussion on whether

drastic disciplinary measures should be

done or if Peggy should try to have a

working relationship with the assistants.

We ended up democratizing our final

decision-making. If majority votes for an

idea, then we go with it. This specifically

applies to the decision on behavior

modification of the assistants.