DILEMMA AT DEVIL’S DEN Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Dilemma at devil’s den Case Study Solution

This case comprehends about ethical issues involving Susan (Student at Mt. Eagle College) who did “part-time job at the campus snack bar, The Devil’s Den.”The café was consisted to manage the operations provided by an external entity named as College Food Services.However in the particular period of time,a full-time manager performed as an employee for supervising the café over time. Under high turnover rates of the recent employees subjected to minimum compensation and benfits related to pay, the café had not able to manage the employees and keep them for the longer period of time.

In a period of operations, the Susan was identifying a related problem for the night shift incorporated for some of the stakeholders like customers as well as well informed employees and show the value for “food almost whenever they wanted.” Although, Susan’s efforts showed that “I was also bothered by the insufficiency of the responsibility of the managers to acquire the employees to do their works.” Susan was also unable to identify whether CFS was aware of the selected issues subjected to go on the same pattern and whether those would simply disregarded on the later period of time.

Furthermore, the causes of these issues include low wages, tolerant student management that has no proper formal training, poor inventory control, and in the fact that the food storage room often keeps the door unlocked or when it was locked all employees still have access to it. With the high employee turnover rate at the Devil’s Den, these employees tend to be deficient in the sense of company loyalty and commitment. However, an inability factor of loyalty and commitment by the employees’ perspective involved more costs associated with it. Those related costs included a higher absentee’s rate, decreases in the quality of the product, and increases in employee theft. A workforce was unable to generate and perform loyalty with its valuable employers that is why the operations were not able to meet the potential abilities for the entire firm and its workforce.

INTRODUCTION

In Mt. Eagle College, the business student Susan shared the worst experience about the campus snack bar. However,he worked as a part-time employee in the café that performed the operations provided by the external business or a company named as Collage Food Services. In the particular period of time, a café composed of a full-time manager that was performing supervising activities to contribute value to the business. Moreover, there was always the issue of high employment turnover.

On the other side, he identified that the problems in the Den café, in night shift operations of the cafe incorporate both the particular customers as well as employees that steal the food. However, he concerned the statement that was, “I was bothered by the absence of authority of the managers to acquire the employees to do their work.”She was also unable to identify whether CFS was aware of particular scenario related to issues that went on or whether those issues were simply found to be disregarded at the end.

Over the period, the causes of this problem include, paid low wages, tolerant student management that has no proper formal training, poor inventory control, and in the fact that the food storage room often keeps the door unlocked or even when it was locked all employees still have access to it. Although, with the high employees turnover rate at the Devil’s Den, these employees tend to deficient in the sense of company loyalty and commitment. However, the absence of commitment made by employees involved higher cost activities over time. Those included a higher absentee rate, decrease the quality of the particular products and increases in employee theft.

ANALYSIS

Susan has critically analyzed the situation of the Devil’s Den. Although, she wanted to go through the measure that would need to reorganize the whole structure of the Den café.

Management was supposed to place an example for others by working consistently within the law and the policies of the organization. In the same manner, the problem was that students subjected to be the former employees selected by managers who were the current student managers and also hired a full-time day manager based on the personal abilities and competences that he should consider for the café’s development. However, they received none of the training to focus on the learning stage because it was not the part to compensate the senior employees to increase the cost of operations.

In addition to this, it caused the student management to contribute to this unethical behavior since the student management made no attempt to establish leadership, discipline or control. However, since the student management did only the minimum to maintain the status quo, these issues have been allowed to process and have caused the Devil’s Den to be a toxic work culture.

On the other hand, Student Management needs to consider the ethics of the business that would refer to the standardized norms and values that enable the employees to differentiate the efficient and non-efficient work. However, Susan also imposed a responsibility in order to delineate the situation that matched with the ethical standards. She would also seem to ensure that the best routine would unable to manage the overall objective that a café want to incur for future consideration. Susan’s risk evaluation on the basis of priorities to see the ethical behavior corrected does provide her with justification for her actions. While on the other side, she also risks being ignored and possibly losing her job over this issue, but by not doing anything about what was going and allowing people to steal she became a part of the problem consistently.

On the other side, Susan still faced the issue even she speak out to her close relationship friend named as Mack. Mack was the manager (Student manager at the Devil’s Den) and who posed her concerns what was going on. However, none of the employees were aware of the related matter. Whether Susan was await to address the issue up to a point where she wanted to be a student manager; this would require her to allow this behavior to process which would cause a dilemma.

Susan’s perception of the situation was affected by management’s perspective in order to ignore the happening and while was conscious that CFS might unable know what was going on. However, Susan attempted to rationalize the problem with the belief that at times she in a management position she will be one step ahead to control the issue and force change in the group’s actions. Since Susan priorities were in getting a student management position and contemporary,she noticed that no one would really care and may even have disapproval on me trying to take actions. Susan persists in believing that she cannot be able to incorporate the related actions subjected to the other employees without being consider as a proper hierarchical sturture to do. Thus, it therefore up to the supervisor’s concern regarding to reduce the matter in a best possible way and believe that the issue would likely to be resolved in a proper manner subjected to ful fil under the set norms and values…………..

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