San Pedro College of Business Administration

KM30 Old National Highway, Barangay Nueva, San Pedro 4023, Laguna

Case Study:
Using Predictive Index

Prepared by:
BALOSCA, Marvin Joshua
BERDAN, Angelica
BERTULFO, Shielo Celeste
CABANGON, Lara Mae
DE GANA, Mariden Ann Gabrielle
DELA CRUZ, Shaina
MATIAS, Lorebel Jane
MERCADO, Nathaniel Ian
NESOLA, Sunshine
REBADAVIA, Catherine
RIOVEROS, Joyzelle
SANCHEZ, Ramon

Submitted to:
Mr. Recto Luces

January 8, 2021
 THINK TANK CASELET: Using Predictive Index

I. STATEMENT OF THE PROBLEM

Laura McCann, the CEO of a private clothing manufacturer, is experiencing an

aggravation due to-most of her employees feels unhappy with their jobs and her

relationship with her partner in the firm is incompatible. Laura McCann and her partner

together with the employees take Predictive Index test, the result indicated that half of

those on the company’s management team had personalities that didn’t fit with their job

description which led her to a decision to overthrow her company, keeping few of the

old staff suited to continue, replaced her partners and start with a largely new

management team. What could be the possible causes for the incompatibility of

McCann's partner and unhappiness of the management team in their jobs that led her to

the decision of overthrowing the company? Is there another way in resolving this

instead of creating a totally new business?

II. OBJECTIVES

To determine possible causes of McCann and her partner's incompatibility and

unhappiness of people from management team and to propose other possible solutions

to eliminate it without overthrowing the company and creating a totally new business.
III. AREAS OF CONSIDERATION

SWOT Analysis

Strengths Weaknesses

 Stable business – the business has  Source of aggravation – most

been established for about seven employees specifically the managers
years, labeled as private-label clothing and even the highest rank managers
for a long time run, and constantly are unhappy with their jobs.
earning profit  Teamwork – conflicting personalities
 Manpower – people from of McCann and their management
management team are professional team and lack of communication.
and separates personal issues as they  Sudden loss of profit – they might
are still productive and contributes lose some profit in the future if the
well on the profit despite of the employees and managers will
unhappiness they feel within the continue to be unhappy in doing their
organization. jobs and suddenly can’t do their jobs
well or get tired of it. Even the owners
might have misunderstandings and
cause failures or problems in the
company.

Opportunities Threats

 Customer satisfaction – many  Losing skilled employees – they

people already knew the good might leave the company due to
products and service of the company unhappiness in their jobs. They might
and are not aware of the unhappiness be offered by other companies that
of the workers so they can gain more could see their potential in another
and more customers in the long run. field. They might leave if they see a
better opportunity to work that fits their
personality.
 Incompatible partnership – they are
poorly match which could cause
conflict and incompetence
IV. ALTERNATIVE COURSES OF ACTION

In this study, there are some ideas to consider to be alternative courses of action

if McCann did not overthrow the company:

1. Empower the existing employees

 Give rewards and incentives to the employees not only to motivate them to do

their work properly with efforts, but to also motivate them to stay longer at the

business. Having these perks might be the reason for them to become happy

and inspired to do their job and this will not entail that much cost.

2. Transfer employees to a different job or department

 An approach to change work circumstance without moving to another business is

to look for transfer inside the current company. Employee transfer is made to

build up all round workers by moving them, starting with one occupation then

onto the next. It likewise assists with lessening weariness and repetitiveness. For

instance, Personnel or remedial transfers, this type of transfer suits best for the

company as it is made to amend errors in choice and position. Furthermore, the

wrongly positioned employee is moved to a more suitable job.

3. Replace the people, not the business

  Conduct changes on the already hired employees in the company. Replace

those that are unaligned with their job and hire new employees or replace them

with other employees that fits in the certain job well. The business was already

known in the marketplace and it's doing well so it is not necessarily needed to be

overthrown.

 When it comes to hiring new employees to the company, they should first require

them to take the personality test to check on the first hand if they really fit to the

job that they are applying.

 The recruitment process for workers should be strictly chosen with the highest

rank from the company in order to prevent unaligned job description, in which

they can recognize the talent and skill qualifications that the company needs. In

the end, recruit the most eligible candidates.

4. Training and Seminars

 The company should conduct trainings and seminars for the employees to

improve their confidence in doing their job properly and grow as an individual. By

attending trainings and seminars, employees can gain a large amount of

knowledge that they can use in enhancing the skills that each employee needs to

improve. It increases the productivity and efficiency of the employees that can

lead in the success of the company. All employees need to be fully aware of the

expectations, roles and responsibilities in the company.

5. Maintain relationship within the workplace

  Make sure that your employees and partner have the same goals with the

company to help it to be more profitable and also strengthen the bond and trusts

between the employees and management that can possibly create a good

environment by implementing proper regulations that would help achieve the

same mission of what the organization, as a whole, attains.

 The business and CEO should develop some co-employee’s relationship

activities wherein their business partner could participate that could help them to

know each other. By conducting a Monthly Team Building – to boost relationship

and workmanship.

 Having a harmonious and better relationship among the workers in the company

is essential. One step to attain this is to require them to take the personality test

for at least once or twice a year in order to assess the people and to see if ever

there's a change that is needed to be done. Reason being is that personality of

the employee may change as time goes by and consistency of the employee’s

drive and passion from hiring to operations in the business should be

implemented and evident to every employee in the business

V. CONCLUSION

Based on the case, the issue faced by the company is when McCann finds that

most of her workers, including some of her top managers, are dissatisfied with their

employment. In addition, she and her partner were still at each other's throats which

they are couldn't have been more poorly matched so, the personality test was taken by

McCann and her colleagues to find out that the management team of the organization
had personalities that did not match their job descriptions. In which prompted McCann,

the CEO to start a completely new business and to consider the areas of concern and

suggested alternative courses of action, it can therefore be inferred that, even though

the company was successful, it also became a source of aggravation for McCann and

her many managers. So, it much easier to retain the same business and just change

employees, because the company already has a reputation and has been operating for

a long time, which indicates that they are already stable and it possible that the

business will expand and grow even more better than it previous state or situation.

Thus, this analysis helps the organization to resolve this by presenting possible

courses of action that will create a situation that will support both the company and its

management team.

VI. RECOMMENDATION

Based on the analysis of findings, out of all possible alternative courses of action,

the following solutions are recommended:

1. Transfer employees to a new job or department. Conduct changes on the already

hired employees in the company. Replace those that are unaligned with their job,

hire new employees requiring to take a personality test before hand to avoid

positions mismatched. The recruitment process for workers should be strictly

chosen with the highest rank from the company in order to prevent unaligned job

description, in which they can recognize the talent and skill qualifications that the

company needs. In the end, recruit the most eligible candidates.

2. After getting the suitable people for each department, conduct trainings and

seminars to improve their confidence in doing their job properly and grow as an

individual. This will help the manpower in gaining large amount of knowledge and

enhancement in skills in which help them to be productive and efficient that leads to

the company’s success.

3. Maintain the good relationship within the organization by sharing the same goals that

strengthens unity, conducting co-employee relationship activities like team building,

and taking personality test for each employee at least once or twice a year to assess

the people and to see if ever there's a change that is needed to be done.