Sayer Microworld Case Study

Sayer Microworld Case Study

Sayer Microworld Case Study 150 150 Peter

Sayer Microworld Case Study

Individual case analyses should not be longer than 3 pages. You will need to succinctly explicate the focal problem(s) or issue, identify and analyze the factors contributing to the problem/issue, and offer proposed solution(s). You should prepare a detailed analysis of the problems in the case (identify and dissect problems to analyze underlying key issues) and provide evidence to back up conclusions. The objectives of the case analysis are to demonstrate your comprehension and understanding of the issues in the case, your ability to critically interpret and analyze situations, your skills in critically drawing feasible solutions/recommendations that are tied to the identified problems, and your written communication skills. Thus, your analysis should not focus on what happened, but why it happened.

You will be evaluated on your understanding and articulation of the problem, depth of your analysis and critical thinking, insightfulness, quality of arguments and writing. Problems should be stated clearly and precisely. Your suggested recommendations should address the issues and problems you identified and analyzed, be based on sound logic, and they should be practical and reasonable with consideration to their implications.

Sample Paper

Sayer Microworld Case Study

The case is about Sayer Microworld, a retail computer firm. The main problem in the case is that Kathryn McNeil, a product manager at the company, is unable to put in the required hours into her job and meet deadlines. Consequently, her direct manager Lisa Walters has requested the company vice president Charles Foley to fire her. Foley is in a dilemma whether or not to dismiss McNeil as a company employee.

Several factors have contributed to the problem being addressed. The first factor is the inability of McNeil to strike a work-life balance. McNeil is a 37-year-old single parent who claims she cannot meet her employment responsibilities as she has to take care of her son. The second factor is the recent acquisition, mergers, and financial losses at the firm, which has led to policies increasing the number of hours employees must work every day. The other contributing factor is McNeil and Walters’ incompatible personalities and differing values. While McNeil is committed to her family, Walters is committed to the company and would do anything to see it succeed.

In addition, there has been inadequate communication among the three parties: Kathryn McNeil, Lisa Walters and Charles Foley. McNeil failed to voice her struggles to her superiors and preferred shares with her colleagues. The superiors have also failed to advise her on how she can strike a work-life balance; instead, they put a lot of pressure on her and threatened to dismiss her. All these factors have created a dysfunctional conflict.

There are several initiatives the vice president can adopt to address the issue. Although Lisa is hardworking and committed to the firm’s success, she lacks communication and managing skills. Therefore, to retain her skills, it would be helpful to move her to a non-managerial position where she would be more productive (Rostami, Gabler & Agnihotri, 2019).  The company vice president should also provide time management and communication programs to employees and managers to help them strike a work-life balance, rather than losing valuable employees through dismissal (Alqahtani, 2020). These interventions will also save the company the cost of recruitment.

References

Alqahtani, T. H. (2020). Work-life balance of women employees. Granite Journal4, 37-42. https://www.researchgate.net/profile/Tahani-Alqahtani-2/publication/341879031_Work-Life_Balance_of_Women_Employees/links/5ed7c26192851c9c5e74fa9e/Work-Life-Balance-of-Women-Employees.pdf

Rostami, A., Gabler, C., & Agnihotri, R. (2019). Under pressure: The pros and cons of putting time pressure on your salesforce. Journal of Business Research103, 153-162. https://doi.org/10.1016/j.jbusres.2019.06.026