Assignment 2 Petty Cash Case

PHILIPPINE CHRISTIAN UNIVERSITY Taft Avenue, Manila

ORGANIZATION ORGANIZATION AND MANAGEMENT

ASSIGNMENT #  PETTY CASH CASE PRO!LEM

Su"itte$ "%& MANUEL A' OCAMPO (R'

D)' (*el Sua)e+,  Ph.D.  Instructor/Professor 

 (anua)% -./

CASE PRO!LEM& Jennifer is a cashier who had been very diligent and honest in her job for 10 long years. But 3 months ago, her mother got bedridden in a hospital resulting to the depletion of her personal savings. One morning, she too some petty cash from the safe to defray the e!penses in the hospital.

"hat same day, you as her boss conducted a spot audit and in the process discovered her  misdeed. #hat would you do nowing that the rules are severe for cases lie this$ O!(ECTIVES& 1. "o uphold the company policy. %. &isciplinary action for the erring employee. 3. 'ehabilitation and restoration. (. )hange and improve company policies. PRO!LEM *+ap between the actual and the desired situation "he problem centered on the financial crisis that Jennifer faced due to the h ospital • e!penses and depleting savings account. RELEVANT 0ACTORS *-acts of the case that relate to  confirm the pinpointed problem 3 months ago, her mother got sic and was bedridden in a hospital • /er savings account was depleted due to hospital e!penses • ALTERNATIVE COURSES O0 ACTION *uggested possible solutions to the problems 'eprimand and give warning. • &isciplinary action by suspension. • "ermination. • RECOMMENDATION& Alte)native # . 1 Re2)ian$ an$ 3ive 4a)nin3 STRENGTHS

5EA6NESSES

OPPORTUNITIES

THREATS

"he employee will be Other employees may "he company policy ossibility to repeat given a chance to get the wrong notion is upheld. the action. mend her own ways. to do the same. "he management may anagement may 2alued the 10 years of   be viewed as not strict consider to help diligent service by in implementing Jennifer with her  Jennifer. company policies. situation. ince she will still be employed, Jennifer  can still support the hospitali4ation of her 

mother  Alte)native #  1 Di78i2lina)% a8ti*n t9)*u39 7u72en7i*n STRENGTHS

5EA6NESSES

OPPORTUNITIES

THREATS

"he employee will be ay aggravate the "he company policy given some time to "he employee may financial situation of  is upheld. thin and re5thin of  resign or 6uit the job. the employee. her action. "he management may Jennifer will have a Other employees will 7ction will not be  be viewed as too strict chance to loo for a  be afraid that their  repeated again. in implementing different solution other  diligence will not be company policies. than stealing. recogni4ed. "he company can anagement will e!ert effort to help show that it is serious Jennifer in her   in doing business. situation. "he management can consider what to do Other employees will especially in nowing tae note not to do the the situation of their  same action. employees in order to  prevent this ind of  incident.

Alte)native #  1 Te)inati*n STRENGTHS

5EA6NESSES

ay aggravate the "he company policy financial situation of  is upheld. the employee. "he management may 7ction will not be  be viewed as too strict repeated again. or too harsh with this decision. "he 10 years of   anagement will diligent service of  show that it is serious Jennifer was not given in doing business. consideration.

OPPORTUNITIES

THREATS

"here will be no "he company can hire assurance that the one a new employee to who will replace replace Jennifer. Jennifer will be as diligent as she was. Other employees will  be afraid that their  diligence will not be recogni4ed. "he condition of  Jennifer8s mother  may get worse

"he company may lost a diligent employee who was  just tempted due to financial crisis.

Other employees will tae note not to do the same action.

RECOMMENDATION& Based on the #O" analysis, the best course of action for management is to give :$i78i2lina)% a8ti*n t9)*u39 7u72en7i*n; . PLAN O0 ACTION& ACTION PLAN MATRI< Re8*en$e$ S*luti*n

A8tivitie7

&isciplinary action through suspension. ersonal meeting with Jennifer to hand down the decision. 'eceipt of  suspension letter  eeting with other  employees which will  be affected  by the suspension Orientation of Jennifer8s replacement with the assumption that the employee

Tie 0)ae

Re72*n7i"le Pe)7*n=Offi8e

3 months -ebruary 1 to ay 1, %019

anager  upervisor of  Jennifer 

30 minutes

anager  upervisor 

: minutes

upervisor  anager 

30 minutes to 1 hour 

upervisor  anager 

30 minutes

upervisor  anager 

L*3i7ti87

!u$3et

)omputer   paper 

hp :,000 monthly as additional remuneration for the

will be taen within the e!isting staff  'einstateme nt of  Jennifer 

relieving staff 

ay 1, %019 *7fter 3 months of  suspension

upervisor  anager