This document contains a case study assignment submitted by Omer Iqbal to SIR Qaisar Farid. It includes 5 case applications with questions and answers related to human resource management issues like employee policies, sexual harassment, age discrimination, and retaliation claims. For each case, the document analyzes the situation, explains relevant laws and best practices, and provides recommendations for how issues could have been handled more effectively by HR.

1. Submission Date
16-11-2017
Submitted To: SIR QAISAR FARID
Submitted By: OMER IQBAL
Roll No: MSTQM 17-53
Class: MS TQM (Section.B)
1st
Semester
Assignment # 2
HRM Workshop
Case Studies –
Question/Answers

2. 1
Case Application: 2
“Nine-to-Five No More”
Question No: 1 What is your reaction to this “no attendance” plan implemented
at Tech Target? Do you believe it is too simplicit? Defend your
position?
Answer:
The plan of “no attendance” is working well in Tech Target, as they have flexible working
hours. But event then they is earning a lot though there was recession in 2011. One of the
reasons of achieving targets is that the employees of Tech Target are given quarterly goals
which they must meet, and in case of failure the employee is terminated.
Moreover, the company believes in hiring the best employees in the market and then giving
them the freedom and autonomy to do their jobs. Furthermore, every employee spends fifty
hours per week in the company which is as similar to the other companies, but due to
flexible timings, they manage to achieve their targets in time.
The “no attendance” plan is not too simple which is efficiently working in Tech Target, it
holds certain risk. For example, the privilege of flexible times may generate laziness among
the employees so there might be chance of getting the work delayed.
Question No: 2 Do you believe that such an employee policy as described in the
case can succeed in other companies? Why or why not?
Answer:
In Tech Target, the policy revolves around autonomy which is a part of organizational
culture. Such policies make organizational culture easy so that the employees could
perform responsibly and with reliability.
If it is implemented to other companies, the higher chances are that it will be successful
because people will feel free to work without any burden. They may do their tasks from
sitting at their homes or where ever they are.

3. 2
Moreover, some companies don’t want to show their operations to its competitors, so the
culture like autonomy will be very much helpful for them. Furthermore, the flexibilities in time
will lead the employees to stay in the company because of higher satisfaction level which is
being maintained.
Question No: 3 What special HRM conditions must exist for such a plan to work?
Explain how do you believe these conditions relate to employees’
motivation?
Answer:
Firstly, the currently implemented HRM conditions in Tech Target are to be compared with
the basic HR functions. After comparing the HRM condiions of Tech Target, a clear gap is
identified that following HRM conditions are missing and these should be existed in the
currently implemented system:
 Training and development
 Compensation programs
o Performance management
o Evaluation and appraisal
 Accountability of employees as autonomy culture
 Time management practices
In terms of motivation, the company may devise a plan by considering these missing factors
of HRM.
Like, if an employee achieves its targets before the targeted date, he/she must be declared
as “best performer” or some additional benefits may also be awarded in the form of cash
etc. This would definitely be a motivational factor for the employees.
Moreover, time management may also be included and linked with the compensation of
employees. If an employee spends more than fifty hours a week, he/she may be given extra
benefit.

4. 3
Case Application: 3
“When Good Intentions Go Wrong”
Question No: 1 Evaluate Ramona’s complaint according to the definition of
sexual harassment. Explain which type of sexual harassment
seems to be most appropriate and why?
Answer:
Sexual harassment can be regarded as any unwanted activity of sexual nature that affects
an individual’s employment.
It may be physical or verbal. In Ramona’s case the mode of sexual harassment is of verbal
nature. Although the law doesn’t simple teasing off hand comments or isolated incidents
that are not very serious, harassment is illegal when it is so frequent or of sever nature.
Ramona felt bothered enough to go to the HR officer and file a complaint against a male co-
worker. But the decision made by HR officer was more of offensive nature as she was
transformed to warehouse where she had confirmed that she will get a pay cut.
Types of Harassment
1. Quid pro quo
The quid pro quo harassment occurs in a workplace when a manager or any other
authority offers or hints that he/she will give the employee something
(promotion/benefit) in return for that employee’s satisfaction of a sexual demand.
2. Hostile Environment
The hostile environment harassment occurs when someone unreasonably interferes
with an individual’s work performance or creating an intimidating hostile or offensive
working.
In Ramona’s case, as the supervisor was passing comments on Ramona, it may fall in the
category of “hostile environment”. Due to frequent comments by the supervisor, Ramona
feels discomfort and cannot perform well here duties.

5. 4
Question No: 2 What would have been a better way to handle Ramona’s
complaint?
Answer:
When Ramona came to the HR officer to file a complaint on harassment, the HR officer
should have been a preventive action rather to transfer here in another department. The
preventive action must include:
 Development of a policy entailing the sexual harassment and inappropriate behavior
 The policy is to be communicated to all employees
 Train manager and other management staff that how to deal with harassment
charges
 The severity or gravity of the punishment on such acts should be defined and
communicated to all employees
Question No: 3 Explain Harvey’s claim of job discrimination. Explain how the
ADEA applies to the situation?
Answer:
As Harvey was of age 59, he claimed that he is covered and protected under Age
Discrimination of Employment Act. Despite of the disciplinary issues against him, he
recently filed a complaint of age discrimination after his last performance appraisal. In his
last performance appraisal, he had been warned that he was in danger of losing his job due
to performance deficiencies.
Now according to Age Discrimination Employment Act, it prohibits arbitrary age
discrimination particular those over age 40. Moreover, if some employers that offer early
retirement packages to older workers have begun to require than to sign a document
waiving the right to sue for age discrimination as a condition of accepting the packages.
The above all factor makes the case stronger of Harvey to file a complaint in court under
Age Discrimination Employment Act

6. 5
Question No: 4 How could Harvey’s situation have been handled more
effectively?
Answer:
As Harvey was very angry due to the discriminatory behavior and his performance was also
not up to the mark, there can be different ways to handle to situation and case of Harvey:
1. Firstly, HRM should identify the root cause that why his behavior and attitude is
negative towards the company.
2. The manager, who evaluated his performance in the past, should discuss the results
with him in a very politely manner rather to float a threat of losing the job in case of
negative results.
3. He should be trained or given awareness on his short comings so that he could
perform his rest of the job efficiently.
4. The HRM should adopt and implement an affirmative action plan rather than fire him
straight away.
5. An effective appeal system for every employee should be there in the company so
that it could be helpful for every employee to persue their issues and problems
without any botheration.
6. HRM should always forecast the outcomes of the decision taken by his manager or
himself. For example, if the HRM straight away fires an employee, the employee has
every right to consult the legal authorities for justice.
7. Since in the past, Harvey filed a complaint on age discrimination that had to be
addressed and certain measures would have been taken so that the conflict would
have been resolved timely.
Question No: 5 It appears that managers may cause problems which trying to do
the right thing. Suggest a way for HR to train manager to reduce
the risk of retaliation claims.
Answer:
The HR team should study the acts prior to develop and implement an action plan on
retaliation claims.

7. 6
The summary points or guidelines of against protected acts are as follows:
1. Taking part in an investigation of employment discrimination or harassment.
2. Filing or being a witness in a charge, complaint or law suit alleging discrimination.
3. Refusing to follow orders that would result in discrimination.
4. Asking about or complaining about compensation or pay rates.
The EEOC (Equal Employment Opportunity Commission) noted that employers can still
discipline or terminate worker having poor performance or misconduct after the employees
have filed discrimination claims.
Best Practices to Manager Risk of Retaliation Claims
 Develop and implement a written “anti-retaliation policy” that should be clearly
communicated throughout the company
o Explain what employees can do or cannot
 Implement a formal complaint process (Appeal System)
o Employees can report any suspected incident whether of harassment or
discrimination
 Train all management staff about the policy
o Ensure that they have clear understanding of what retaliation is.
 Address any concern of employees within no time and take corrective measures in
the light of laws and regulations
 Review and update policies and training plans on a defined interval
o Laws and regulations be incorporated accordingly if there is any change