Sayonara Case Bullet Points

Sayonara

Case Bullet Points

 Christine enjoyed her 2.5 years in Consumer Understanding Division perhaps partly because she is able to interact with target customers and work at her own pace. Also, her discussions with her direct supervisor and manager gave her an encouraging view of her career development within the company. We can say that these are her primary drivers for job satisfaction. All these, however, became missing when she transferred to Downstream R&D. Thus, she became dissatisfied and frustrated with her new position.

 In terms of drivers for job performance, this may include hard skills which can be enhanced by continuing education and training. This, however, was also missing when Christine was forced to shorten her training. Christine's short training for her new role proved inadequate as she had to work long hours to communicate with her US counterparts. Though her manager thought that she was performing well, Christine felt that there was a mismatch and she needed a transfer out.

 Management should have assessed Christine first for person-job fit. Her success in Upstream R&D should not have been guarantee that she’ll do as well in downstream Consumer Understanding. Her character is one that enjoys a slow-paced environment and it may be a sign that she would not fit as well in a faster-paced grueling work environment.

 The new task was not fit with Christine’s personality and the lack of training forced her to file resignation. Given the discussion that personality is fixed after a certain age, could enough training prevented Christine from leaving the company?

 Christine felt that she was not properly mentored by her manager. Given Christine’s personality and cognitive dissonance. Would her decision to resign change despite the on-going struggle if her manager was more supportive and assisting to her?