Case Study Analysis

This document is a case study analysis that examines the changes within the OZ industries, the issues contributing to Carmelita's position being made redundant, ethical HR issues, the impact of changes on current employees, and suggestions for better management of the restructure. The analysis provides insights into the reasons for the changes, the repercussions for the organization, and proposes additional initiatives to avoid resignations and redundancies. The document also discusses how the restructure could have been better managed and the benefits it would bring to the organization.

Running Head: CASE STUDY ANALYSIS
Case study analysis
Name of the Student
Name of the University
Author’s Note

1CASE STUDY ANALYSIS
Table of Contents
1.1. The changes within the OZ industries, and determine the reasons for such changes?.............1
2.1. Describe the issues which contributed to Carmelita’s position being made redundant. What
are the possible repercussions for the organisation?........................................................................1
3.1. What ethical HR issues may take place to challenge the proposed changes?..........................2
4.1. How will the changes impact upon the current employees?.....................................................2
5.1. Based upon the topic we have studied, explanation in regard to how the restructure could
have been better managed?..............................................................................................................3
- What additional initiatives could be proposed in order to avoid resignations and
redundancies?........................................................................................................................3
- How would this benefit the organisation?.............................................................................3
References........................................................................................................................................4

2CASE STUDY ANALYSIS
1.1. The changes within the OZ industries, and determine the reasons for such changes?
The observed changes are a couple of problems that is being faced by the concerning
firm. On the other hand, there is a much of conflict regarding that of financial matter. The
number of professional experts who have been serving the firm for a longer period of time fails
to stays within the firm, one after the another they are resigning this has created a serious for the
concerning firm Oz.
On the other contrary there has a change within the workplace that has been introduced
by that of the new Meg Obrien, Carmelita she was called into the offic, and a communication
session took place where it was clearly said that her position is secured (Carmelita Conti).
However, there is a need to introduce some changes for which now she does not have to look
after the payroll. She was being promoted to a new position for which now she will be reporting
administratively to the Peter-Gomez and functionally to Meg (Pakdil et al., 2014).
2.1. Describe the issues which contributed to Carmelita’s position being made redundant.
What are the possible repercussions for the organisation?
The issue of position change made Carmelita Conti annoyed such that she got frustrated
over the discussion. As she was acting in that position and in that manner for a longer period, it
was not desirable for her to undertake and accept the changes. She took it as an insult, and her
ego got hurt because of her thoughts and visions. She was not comfortable to operate further. She
was besides not having any professional with whom she can communicate her issue
(Suriyankietkaew et al., 2014).

3CASE STUDY ANALYSIS
3.1. What ethical HR issues may take place to challenge the proposed changes?
A panel of discussion may be formulated to bring out each of the individual vision. On
the other hand, it gives a chance to the other individuals to bring their individual views and
expectation from that of the company. The communication should take place in the presence of
senior professionals. On the other hand, the use of the HR professional experts that are not part
of the company can be asked to put their efforts in arriving at a preferable solution for the
concerning issue. On the other hand, the use of the senior advisors who are part of the company
for a longer span of time is to be undertaken, as their professional vision would outlay a
professional statement (Sheehan et al., 2014).
Besides, the use of the top management discussion can be undertaken for the effective
resolution. The top management should be a composition of the top HR professionals. However,
if there is still no availability of any justified solution. They may arrive at the court of law for the
conclusion.
4.1. How will the changes impact upon the current employees?
The current employees may become fierce as a number of professional employees have
already started to leave the organisation one by one. On the other hand, this will create a negative
brand image within the eye of the general public. On the other hand, this leads to the flow of
grievances such that it will directly impact the reputation and that of the goodwill of the firm. If
this continues to happen, then a point will come for the company when each of the present
employees has to leave the company irrespective of the positive nature of the company. The new
employees will regret to enter the firm as they will percept that this firm has the zero potential to
groom their carrier.

4CASE STUDY ANALYSIS
5.1. Based upon the topic we have studied, explanation in regard to how the restructure
could have been better managed?
- What additional initiatives could be proposed in order to avoid resignations and
redundancies?
The introduction of fringe benefits will enable the existing employees to arrive at a
satisfactory point. The introduction of employee incentive based upon the introduction of
employee remuneration programme is to be formulated for making the existing employee
satisfied. Besides, the use of the communication channel should be setup on a frequent basis in
order to make the concerning existing employees of the organisation satisfied. On the other hand,
the communication channel is to setup to keep them motivated and clear by means of
communication that they have a carrier in this industry.
- How would this benefit the organisation?
This will help the firm to outnumber the number of professional that is leaving the
organisation with that of the number of newly hired professionals. On the other hand, this will
furthermore motivate the employees. The motivation will take place to such an extent that the
employees will start to contribute their efforts tremendously with the vision of achieving the
fringe benefits besides sustaining their carrier. Besides, this will benefit the employees and that
of the organisational. On the other hand, this will help in again bring the health of the company
into its normal shape. Besides, this will not only restore the normal wellbeing of the company but
also have the potential to take the company to the next level.

5CASE STUDY ANALYSIS
References
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Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017)
Pakdil, F., & Leonard, K. M. (2014). Criteria for a lean organisation: development of a lean
assessment tool. International Journal of Production Research, 52(15), 4587-4607.
Sheehan, M., Garavan, T. N., & Carbery, R. (2014). Innovation and human resource
development (HRD). European Journal of Training and Development, 38(1/2), 2-14.
Suriyankietkaew, S., & Avery, G. C. (2014). Leadership practices influencing stakeholder
satisfaction in Thai SMEs. Asia-Pacific Journal of Business Administration, 6(3), 247-
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