Case 7: Promotion from
Within
Renzelle Desoy
Aakash
Akansha Naidu
Amil Konnikal
Aravind Gopakumar

Section 1: Summary of Case
• This section provides a high level summary of the case
• This section will be one slide in length with the key points of the case
included

Summary of Case:
The following is a summary of the key points case assigned to our team
is [insert case name and source]
The main issues facing the organization in the case include [insert main
issues and a brief explanation of their impact]
Key stakeholders involved in the case are [insert key stakeholders and
how they are affected by the issues facing the organization]
This case is important for our analysis because [insert reason why the
case is relevant to your analysis and which OB concepts you will be using
to analyze the case.

Section 2: Problem Analysis
• This section will outline the Root Problems and their related
Symptoms, using at least one OB model or theory to describe each
• This section will be 3-4 slides (a root problem per slide)
• You will use the layout for each root problem

Root Problem with Related Symptoms (1 Root Problem Per Slide)
Root Problem Symptoms
Root Problem 1:
• Lacks communication between the
employer and employee
• Communication: Barriers to
effective communication - Silence
Symptoms linked to Root Problem:
• Employee felt distressed and bewildered.
• Low motivation and job dissatisfaction
• Barriers to effective communication - Silence

Root Problem with Related Symptoms (1 Root Problem Per Slide)
Root Problem Symptoms
Root Problem 2:
• Use of unstructured interview that
led applicant’s to high expectation
of future opportunities upon hiring
• Power & Politics: Impression
Management Techniques
Symptoms linked to Root Problem:
• Highlighted best qualities during interview
• Showed an exemplified job performance with
intention of impressing her employers.
• Impression Management Techniques: Self-
Promotion

Root Problem with Related Symptoms (1 Root Problem Per Slide)
Root Problem Symptoms
Root Problem 3:
• (need one more problem according
to motivation theory)
Symptoms linked to Root Problem:
• (symptoms related to motivation to support
identified problem and recommendation)

Section 3: Recommendations
• Use the chart template to indicate at least two recommendations for
each root problem, the pros and cons, and OB theory/concepts to
explain the recommendation.
• On the final slide outlined the top three recommendations from your
analysis.

Recommendations
Root Problem Recommendations Benefits (Pros) Costs (Cons)
Lacks communication
between the employer and
employee
Use of Direction of
Communication, particularly
the Downward
Communication by the
manager to inform the
employee of the decision
made during the hiring
process.
(refer to e-text p.255) (refer to e-text p.255)
Use of Oral and Written
communication as Mode of
communication to relay
messages between employer
and employee.
(refer to e-text p.258) (refer to e-text p.258)

Recommendations
Root Problem Recommendations Benefits (Pros) Costs (Cons)
Use of unstructured
interview that led applicant’s
to high expectation of future
opportunities upon hiring
Use a more structured
interview during recruitment
process to avoid leading
applicants with high
expectations and would
result to a manipulative
impression management
technique.
(refer to e-text p. 292-
293)
(refer to e-text p. 292-
293)
Use of Goal-Setting Theory
of management and
employee to have unified
clearer vision and mission.
(refer to e-text p. 137) (refer to e-text p. 137)

Recommendations
Root Problem Recommendations Benefits (Pros) Costs (Cons)
Root Problem #3

Final Recommendations
Provide the final three recommendation that will solve each primary problem identified. Use an OB
concepts/theory to explain how this will help:
1. Recommendation #1
• The most preferred recommendation would be the use and practice of Oral and/or Written Communication as
Mode of Communication within the organization. Any conflicts that may arise in an organization can be resolve
by communication.
2. Recommendation #2
• Application of Goal-Setting Theory in creating an achievable goal for the company and its employees. Using the
SMARTER guidelines of the theory in setting a goal is an effective way to increase motivation and job
performance of employees which could also result for employees to trust their employers.
3. Recommendation #3
• Include why this is the preferred recommendation and OB theory/concepts to support this recommendation