07 May Case Study – HRM
Write a summary of the case, answer the case questions and elaborate on two (2) KEY LEARNING’S from the case. Using section headings and number your case questions/answers. Be certain to CLEARLY STATE you Key Learning’s. A KEY LEARNING is defined as something you learned from the case. Then explain things like, why it is a key learning, how can it be applied to a real world application, personal insight (has something similar happen to you or someone you know), your thoughts and opinions about what was stated, how is it handled at your company and so on. Please do these learning’s in paragraph form.
Case Study 1 Going to the Dogs
Let’s admit it: With very few exceptions, we all love dogs. We love to be with our dogs, and our dogs love to be with us. So it is only natural, then, to want to keep our dogs with us as much as possible, even when we go to work. Pet Sitters International thinks this is such a good idea that they have instituted “Take Your Dog to Work Day,” a once-a-year event designed to raise awareness of the benefits of dog ownership and to encourage pet adoption. But maybe you would like something a bit more regular, like having the option to bring Fido to work every day? According to a 2006 survey by the American Pet Products Manufacturers Association, it should not be too hard to find an opportunity since nearly one in five companies already allows pets in the workplace. You can even find a list of employers that allow canines at work on DogFriendly.com. Fans of the dogs-at-the-office policy say it increases employee morale and decreases stress. Before we go too far with this idea, however, perhaps we should take note of some arguments against bringing dogs to work. First, some HR experts like Ethan Winning have cautioned that dogs can be messy, placing an unfair burden on employers to clean up afterwards. Dogs can also be a distraction, and other employees may be allergic or otherwise disturbed by them. And what happens when two or more employees bring their dogs to work on the same day, and Fido and Fifidon’t want to play nice? Of course, some people actually need to bring their dogs to work, which is why the Americans with Disabilities Act permits the use of “service animals” to assist those with disabilities. For example, seeing-eye dogs are allowed to accompany blind individuals at work. The EEOC guideline is reasonable since guide dogs are necessary to blind individuals, and furthermore, guide dogs are trained not to be a nuisance.
Snell, Scott; Morris, Shad; Bohlander, George W.. Managing Human Resources (Page 123). Cengage Learning. Kindle Edition.
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