CASE ANALYSIS

RESIGNATION OF A STAR
Anjani Manuri Abhiroop Sen Chayanath P Saajan Johnson Sumitro Dutta

Current Situation
Peter Thompson has resigned without a notice.
Strategic position to be filled in immediately. Deal with the Power Chip Company in pipeline

1. What should have RSH done to prevent Peter's

resignation from happening?
When Stephen heard rumors about Peter getting

offers from competing firms. He should have analyzed the status regarding Peter's compensation and discovered that his compensation was in the middle range as far as the compensation of a star analyst was concerned.
Instead of confronting Peter regarding the rumor,

Stephen should have done a comparative analysis outside the and should have surprised Peter with a better offer.

Continued
Considering the booming trend of the semi

conductor analysis and demand for the domain experts Stephen should have been more proactive in reviewing the career enhancements(compensation, roles, fringe benefits etc) of the semi conductor analysis division.
RSH under the leadership of Stephen should have

groomed other potential analysts to a star analyst status(that was offered to Rina Shea as a knee jerk reaction later) which would have diluted the bargaining power of Peter.

Continued
Stephen should have had continuous interactive

sessions with especially the star analysts to assess the mood of the group in general and grow an atmosphere of mutual attachment among the group.
RSH could introduce a contract based model for key

projects that are in the pipeline.

Offer more autonomy to Peter by letting him recruit

his own team.

2. How could have RSH used the Unfolding model to prevent Peter's resignation.
Unfolding Event

"a particular, jarring event that initiates the psychological analyses involved in quitting." The shock prompts a process of interpretation and must be integrated into the person's system of beliefs, values, and images.

ContinuedDecision Paths (for Peter)

Decision Path 1Shock Better Job offer for Peter

Decision Path 2Image Violations Peters review of his position at RSH and his future prospects

Decision Path 3Consideration of alternatives

Growth opportunities for Peter in terms of monetary value and other benefits

Decision Path 4Decision After assessing the alternatives Peter is convinced to resign from RSH

Affect System - Cognitive Process

Compensation offer (Affect)

Job Dissatisfaction (System)

Job Withdrawal (Cognitive)

Resignation

Using unfolding model to prevent peters resignation

Staffing Compensation Career Planning
Establish Managerial career ladder

Grievance procedure

Offer Successive Pay for innovation and increasingly and Targeted challenging completion project contracts Maintain competitive market rates

Thank You!