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Case Study 1

A Team of Engineers

ABC Technologies is a semiconductor manufacturing firm that started its

operations in August 2003. It manufactures microchips used in most

electronic devices. By January 2004, it had about 250 employees mostly

production workers working on 24/7 shifts. The firm, being in its start-up

stage, was undermanned to meet the production demands of their

customers. As such, there was continuous recruitment of production

workers, staff personnel, and engineer trainees to fill vacant positions in

the production, process engineering, facilities engineering, and quality

assurance departments. Due to the lack of manpower, engineers were

performing multiple jobs to cover for deficiencies

In March 2004, Miss Red was hired by the ABC Technologies as a quality

control engineer trainee for a period not to exceed one year. She was

assigned to work with the Quality Assurance Department (QAD), together

with four male quality control engineers who were responsible for her

training. She reported to Eng. Marvin Cruz who was the head of QAD.

Over a period of time, Miss Red would continuously ask the assistance from

the four male engineers even for simple tasks, the procedures of which,

were clearly indicated and described in the QA manual of operations. It

came to the point, 3 months later, that the four engineers felt that she was

taking much of their time and they were bothered by her queries. Soon

they became uncooperative to her. Instead of extending to her the usual

assistance, they would ask her to refer to and read the manual for

instructions. Miss Red became desperate when she could not get help from

the four. She felt that the four engineers were not cooperating with her

because she was a woman, and as such, she was not able to effectively do

her work. She felt uncomfortable working in the QA Department. She went

to Eng. Cruz for assistance. Eng. Cruz likewise referred her to the manual of

operations. She felt that because she was the only female in the

department, she was being left out to work on her own. She decided to file

a case of discrimination, sexual harassment, and hostile environment

against the four engineers and the company. At that time, she was in her

6th month of employment.

The HR Manager intervened and tried to resolve the issue. While

investigating the case, Eng. Cruz mentioned to the HR Manager that he had

actually completed the performance evaluation of Miss Red’s training, and

that she was actually qualified to assume the position of a junior QC

Engineer, the position she was trained for. Eng. Cruz, with the approval of

the HR Manager, issued Miss Red a memo regarding her evaluation and

permanent appointment. The memo indicated that Miss Red has

satisfactorily completed her training and that she was now ready to assume

the position of junior Process Engineer to be assigned with the Process

Engineering Department. Miss Red acknowledged receipt of the memo but

instead of accepting the promotion, she instead filed another case of

harassment against Eng. Cruz claiming among others, that the promotion

and the transfer was intended to downplay her case against the company

so that she will eventually withdraw her complaint on sexual harassment.

Discuss the merits of this case considering the following:

a. Was there a violation committed? If there was, what was the

violation? Please discuss.

b. If your were Eng Cruz, how would you have handled this case?

c. As an HR Manager of ABC Technologies, how will you resolve

this issue?

d. What do you think should be done to prevent the occurrences

of this incident?

Please base your arguments from what you read and learned in Chapter 11

of the textbook.

In discussing this case, (minimum of two pages), please follow the format

below:

1- Background Information

2- Description / Statement of the Problem

3- Discussion and Analysis of the Problem

4- Recommendations

book to reference Kreitner, & Kinicki. (2013) Organizational behavior, (10th edition) Mcgraw Hill ISBN: 978-007-9802936-3