Case Study #2: Treated Like Dogs
The case study I will be presenting will analyze and discuss the challenges found in the
case “Treated Like Dogs” by C. Kenneth Meyer and Don Munkers in Solving Public-
Management Problems: A Case Study Approach. This paper aims to summarize the presented
case, identify the problems or challenges, and provide any recommendations.
Overall Summary
The city of Oakdale’s personnel director was Margaret McChesney. Margaret had been
notified by a reporter from the Daily Tribune about a great number of city workers who were
planning to have a confrontation with their management because of the unfair working
conditions. Margaret was drawn back by the news because although she had heard gossip about
the dissatisfaction of the city workers, she never believed it was to such a severe extent. She was
aware of what the media influence could provoke, and it was not long before the terrible news
made the front headlines. Many of the city workers were personally interviewed by reporters.
Margaret read what the city workers had mentioned in their interviews, where they discussed the
complaints against management and the labor union. “As she read the complaints, McChesney
came to realize what most of the workers seemed to feel but seldom were able to express: they
wanted to be treated like human beings” (Frank et al., 2015, pg. 253). Margaret had suggested a
strategy that she thought might work to bring more fairness to the city workers so that they could
be listened to. However, the City Manager, Edward Mayes, did not agree with McChesney’s idea
and rejected the notion. The city workers continued to shine a light on the unfair treatment and
discrimination by management.
Summarization of Problems
There are several problems in this case, starting with poor communication. The lack of
communication is between management and Margaret McChesney, the director of the city of
Oakdale, as well as management and the city workers. The City Manager, McChesney’s office,
the street maintenance director, and the business agent of the American Federation of State,
County, and Municipal Employees local, all failed to communicate the extremity of the
dissatisfaction of the city workers. All of those individuals also failed to properly and fairly listen
to the complaints of the city workers.
Another problem in this case is the alleged working conditions of the city workers. Many
of the workers have agreed that there are unfair working conditions as well as discrimination
against women, and racism. “Workers’ perceptions of their work environment have an important
influence on job-related outcomes such as productivity, performance, job satisfaction, or
personal growth” (Sainz et al., 2023). The alleged accusations are serious and can affect the city
workers as well as management and the City of Oakdale.
Lastly, I want to shed light on the problem that the labor union faces. The labor union
was supposed to defend the city workers. In addition to that, the union was supposed to help
workers with issues related to discrimination, wages, and fair treatment. “There is strong
evidence that unions improve both fringe benefits and non-wage features of the workplace”
(Labor Unions and the U.S. Economy, 2025). It seems that the union of the city workers has not
done any of that.
Recommendations
I would recommend that communication between all the people involved be improved
and if possible fixed for good. There are so many different areas of management involved and
that can put a strain on communicating effectively. It is important for management and the city
workers to come together for a meeting. Many businesses, organizations, and public
administrators use communication charters. “A Communication Charter is a short document that
sets out how the team will communicate to get its work done” (Menabney, 2021). This is a
recommendation that can resolve communication issues.
My second recommendation would be to involve The Equal Employment Opportunity
Commission (EEOC) and local Fair Employment Practices Agencies” (FEPAs). The EEOC
holds the responsibility to implement federal legislation that prohibits discrimination against job
applicants and employees (Home | U.S. Equal Employment Opportunity Commission, n.d.).
FEPAs enforce similar laws that the EEOC enforces, but they do so at the state and local levels.
These types of agencies need to become involved because the city workers feel abused,
underappreciated, and discriminated against. There was even a female city worker who
experienced gender discrimination.
Conclusion
In the case of “Treated like Dogs, the dissatisfaction of the city workers of Oakdale
became so big that it made it to the local news. There might have been different alternatives to
how the complaints of the workers were handled, but management decided to ignore them. Even
the personnel director, Margaret McChesney, failed to investigate the rumors she heard about the
city workers. Proverbs 29:2 proclaims When the righteous thrive, the people rejoice; when the
wicked rule, the people groan” (New International Bible, 1978/2011). In this bible verse, the
Lord emphasizes the consequences that can derive from poor leadership. Management did not do
their job in leading and listening and in return, they are up against some serious troubles.
References
Frank, C.K.M.A.J.Z.L.J.N.J.A.G.G. L. (2015). Solving Public-Management Problems: A Case
Study Approach. Millennium HRM Press, LLC.
https://libertyonline.vitalsource.com/books/9781733461801
Home | U.S. Equal Employment Opportunity Commission. (n.d.). https://www.eeoc.gov/
Labor unions and the U.S. economy. (2025, February 8). U.S. Department of The Treasury.
https://home.treasury.gov/news/featured-stories/labor-unions-and-the-us-economy
Menabney, D. (2021, March 14). To have better remote meetings, create a team communication
charter. Forbes. https://www.forbes.com/sites/darrenmenabney/2021/03/14/to-have-
better-remote-meetings-create-a-team-communication-charter/
New International Bible. (2011). The NIV Bible. https://www.thenivbible.com/Links to an
external site. (Original work published 1978)
Sainz, M., Moreno‐Bella, E., & Torres‐Vega, L. C. (2023). Perceived unequal and unfair
workplaces trigger lower job satisfaction and lower workers’ dignity via organizational
dehumanization and workers’ self‐objectification. European Journal of Social
Psychology, 53(5), 921–938. https://doi.org/10.1002/ejsp.2944
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