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Health Care System Case

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HR Case

You are the Plant Manager at a large manufacturing company. Several years ago, you promoted Sean, a long term employee, to the position of Assistant Plant Manager. You and Sean have always gotten along great, you respect him, and you are also friends outside of work. You go running together several days a week, and your families have cookouts or go camping together on the weekends. You trust Sean, and often ask his advice on personnel issues.

Recently, it was brought to your attention that Sean does not have a bachelors degree, and that when he applied for the promotion, he stated that he did on his resume. A bachelors degree is a requirement for the Assistant Plant Manager position. It is stated in the job description.

When you confront Sean, he admits he lied about having the degree. He is contrite, but also angry. He says he’d been at the company six years when he was promoted, and he knew he could do the job. He was never going to be offered it without that degree. And he was working so many hours, he’d never had time to go back and take the courses required to get the degree. And furthermore, he said, having the degree makes no impact on someone’s being able to do the Assistant Plant Manager job. It’s all about people skills and knowledge of their product. Last, he reminds you of your longstanding friendship and the connection between your families.

Discussion Questions:

What are the first steps you’ll take? This is a situation where ethics and personality along with emotion may interfere with sound business decisions. However, in this day and time, people cannot let areas of non-detachment persuade their thinking. Personal relationships are fine but they do not always mix with business endeavors. That said, the first step to take is a direct lateral approach to either the owner or board of directors concerning the information

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