From this report, you will able to know about leadership challenge based on leadership challenge case

1. ASSIGNMENT
Course title : Strategic Human Resource Management
Course code : BUS- 475
Section : 02
Topic : “Leadership challenge (Case 35) “
Submitted by:-
Submitted to: - Ms. Fariha Saleh
ULAB
Date of Submission: - 19 / 12 / 2017
Members ID
MD. Salman Rafiq Anan 142011174
Nisa Fatema Nadia 142011117
Emrul Kayes Shibly 142011023
Sefat Rahman Soha 142011022
Alsaba Soikat 142011140
Ahsan Habib 142011086

2. Leadership Challenge
Introduction
Mary Herzen felt lucky to be hired for the supervisory position in the Patient Services
Department at Northside Hospital. She had lost a similar job at Central Hospital before three
months ago. She had 15 years experience. Chris Sapiro was Mary’s boss and had conducted the
selection process. It took him five months to fill the position as a result of the internal job-
announcement and job-interviewing procedures. Mary’s boss Chris Sapiro wanted to hire
experience employee. Two employees in the Patient Services Department had applied for the
supervisory job. Juanita Ramirez, 32, who had been in the department for eight years, and Sue
Williamson, 26, who had less experience. Both were rejected because Chris Sapiro thought that
they were not strong enough to be promoted. Chris told Mary about this when he met with her on
Mary’s first day on the job. He suggested that Juanita might be a problem and told Mary to
handle the situation. He then took her to the department, introduced her to the staff, and left her
to settle in. Later that day, Mary held meetings with each of her new employees to know their job
duties. The meeting with Juanita turned out as predicted. She was defensive, uncommunicative,
and noncommittal. For example, Mary wanted to learn what Juanita’s job duties and
responsibilities were, but could not get adequate replies from Juanita. Finally, in engagement,
Juanita began arguing that it was Mary’s job to tell Juanita what to do. Mary replied that they
would have problems if this was as well as they were going to communicate. Juanita then told
Mary that she had not been promoted because she was Hispanic, and accused the hospital of
discrimination. She began to cry and said she was not going to answer any more questions.
Issues of the case
From the case, we have seen that Northside Hospital needs an experienced employee at the
patient department service which was empty for about 5 months. The delay was caused due to
the internal job-processing and interviewing internal applicants rather than advertising outside
the organization. On the other hand, Mary lost her job three months back from the Central
hospital and applied for this position.

3. Experience: In this case experience may be an issue. Chris Sapiro may hire an experience
employee. Mary has experience for more than 15 years in the patient service department and at
the same time two Northside employees also applied where Juanita has 8 years of experience and
Sue has some experience in this department. After interviewing, Chris appointed Mary and
decided to hire her for this position. After providing some guidelines to Mary, Chris said to Mary
that two more applicants applied for this job who is working for Northside hospital. Chris also
said to Mary that she can face some problems with Juanita and said to handle Mary in her own
way.
Individual meeting with everyone as a new employee: Mary set up individual meetings
with everyone. If we see Mary’s perspective we can say that, Mary wanted to learn what
employees job duties and responsibilities. But if we say Juanita’s perspective we can say that,
Juanita may be thought that why Mary set individual meeting with everyone as a new employee.
Communication gap: When Mary started to communicate with Juanita, Mary faced some
difficulties from the start. Juanita was reluctant and was staring at the ceiling and Mary was
unable to get the complete answer from Juanita.
Discrimination: Juanita thought that she had not been promoted because of discrimination.
Juanita was Hispanic and Mary was Anglo. She accused the hospital of discrimination.
Analysis
In leadership challenges case there was some problem between Mary and Juanita. We find that
problem and we also find some problem that may arise. We tried to analysis the problem that
what was the main cause of behind that problem and we also tried to evaluate some specific
issues that help to solve the problem.
HR duty and responsibility: It is very important to give all kind of information relevant to
the job position. It is a responsibility of HR that particular organization. The selected person for a
job position must be well acknowledged by HR at the time of joining. Some time right
information can give a negative aspect to an applicant or job holder. A realistic job preview can

4. attract persons and give a positive reflection on the job. An employer can always expect the most
favorable work condition workplace. So it is much needed that Chris told everything about on
meeting with Mary. Mary has a chance to measure her coworker’s perceptions and behavior
pattern. Mary has the choice to path up with that situation. Mary was trying to make a friendly
atmosphere in the workplace.
Effective New Employee Orientation: Effective orientation to the new employees to the
workplaces is an important function in many organizations. An effective orientation should make
the new employee feel comfortable, helping them to learn about their role and the organization’s
culture and values. Our leadership challenges case situation is different. In this case there were
some problem between Mary and Juanita. Based on this case, from our point of view, meeting
with each employee had both advantages and disadvantages. If we think it from Mary’s
perspective then it would be helpful for her and she could get an advantage on this meeting.
Because, if Mary set for the meeting with each employee she could give certain messages at the
same time. She could also make a good relationship with each employee at this meeting. Also, it
was driving participation for both of them. We already know that Mary could face some problem
with Juanita in her new organization. It could be solved by sitting with her so that they could Co-
operate with each other.
On the other side, there had been some disadvantages. As Mary joined newly in the organization.
Some employee would take it as a sign of aggressive behavior. According to the case as Juanita
had not co-operated with Mary so that it could make a bad impression for Mary in her new
organization. Another disadvantage is, this orientation process might take a lot of time. Because
Mary had to give fixed time to every employee. Also, at some point, it was not a good idea
because an employee might feel anxiety in this process.
Evaluate the meeting: The approach was appropriate for Mary although the implementation
was not as good as it could have been. The purpose of the introductory meeting was to intimate
dialogue. Mary needed to share information as well as receive it. A more suitable agenda would
have Mary share information on such matters as her background and goals, her leadership style
and practices, her priorities for the near term and she would like to work with the employees. She
would ask each employee for information on their job duties, where they stand on projects, any

5. particular problems they are experiencing and anything else they can tell Mary that would help
her supervise.
General issues new managers face
There are several common issues facing people when they move from one position to another
position. It is also for those who move into management or supervisory job.
 Understand organizational environment: Sometimes some manager feel difficulties
to understand organizational environment like what the structure of the unit is, employees
duties and responsibilities etc.
 Understand employees personality: It is really difficult to understand employees
personality as a new manager. A new manager is concerned about how to influencing
employees and how to get the best performance from the employees. In leadership
challenges case Mary faced some problem as a new employer. Mary did not understand
Juanita’s personality.
 Set clear goal and build good relationship: As a new manager it is really difficult
to set a goal and expectation for the employees and also organization. A new manager
should able to know about specific problems and opportunities. When Mary tries to press
Juanita on her job duties and responsibilities were, Mary could not get any specific reply.
To build a good relationship with Juanita, Mary can spend quality time with Juanita.
Mary can assist on her difficult project, Mary can help Juanita to improve career etc.
Recommendation:
In the case, the main problem is Juanita claimed she would have been discriminated. Mary
cannot say whether, in fact, Juanita is correct or incorrect in her belief that she was a victim of
discrimination. It is a discussion that Mary cannot win. Furthermore, she can not prevent Juanita
from taking action on her complaint if she wishes to do so. Also, Chris could play an important
role from hoes sight so that the situation might be not seemed like that.

6. Possible recommendations are given below-
 As Chris hired Mary and he already knew that Juanita can make a problem in the
orientation so I think Chris should stay with Juanita when they met with each employee
especially when the meeting was with Juanita. Because, it is the responsibility of Chris to
clarify that why they hired Mary. So that, the situation might be changed if Chris handled
the situation.
 Mary, therefore, should not try to argue with Juanita when they met on the orientation
program. Indeed, Mary might simply say something to the effect that she cannot respond
to Juanita's opinion but finds it difficult to believe that there was discrimination. Instead,
Mary needs to deal directly with Juanita's stubbornness and hostility. She should make it
clear to Juanita that although she cannot talk about the discrimination matter; she is
concerned about Juanita's current behavior. She should indicate that she expects
employees to be helpful in dealing with her, just as she wants to be open with them. That
is, she should establish a standard of how she wants to be treated by her employees. She
should share any other information about how she will supervise.
 Marry should then indicate that while Juanita's behavior is perhaps understandable; given
her beliefs, it is however unacceptable. She should indicate that there can be serious
problems if Juanita decides to follow a way of action like this. She should present Juanita
with a decision about how Juanita wants to proceed. She should then tell Juanita that they
will meet again tomorrow, at which time Mary will expect a decision from Juanita.
 Mary should not act defensively. This might be tough. Mary naturally might not enjoying
Juanita things that Marry knew that wasn’t true. Mary can go to want to defend herself.
But the other person is so emotionally screamed up; it’s not going to help.

7. Conclusion
It is important to set the clear line of sight between strategic aims of the corporation and its staff.
To achieve organization goals, new manager or supervisor should know employee mindset. It is
also important for the new manager or supervisor to know internal issues before joining the
position. It helps them to learn employees characteristics and develop it to employee satisfaction.