DISCUSSION OF CHAPTER 8 INCIDENTS HRM Incident 1: Career Development at Meyers and Brown Regina Passalaqua joined Meyers and Brown, a management consulting firm, three years ago after she earned an MBA from Prestige University. During her short tenure, Regina received excellent performance reviews. Pleased with her accomplishments, Regina eventually became bored because her assignments were always similar—developing employee attitude surveys, analyzing the data, and preparing recommendations for clients. Regina was yearning for new challenges and professional growth, but was unsure about how to go about getting them. Over time, she became frustrated with the situation and began interviewing for jobs in other management consulting firms. Bill Meyers, senior partner in the firm, heard from a colleague outside the firm that Regina was interviewing for jobs. Bill also noticed that Regina demonstrated less enthusiasm in meetings. Concerned about Regina, Bill called her in for a meeting. He said, “Regina, thank you for taking the time to meet with me. I asked for this meeting to tell you that you are a highly-valued member of this firm.” “Thank you, Mr. Meyers. Your opinion means a lot to me,” Regina replied. Then, she shrugged her shoulders and seemed a bit uneasy. Bill was not assured by Regina’s body language. “Are you happy here, Regina?” he asked. Regina replied, “Yes, but . . . well, I’m not feeling very challenged these days and I am having a difficult time figuring out how I can advance to more challenging assignments. Frankly, I am looking for another job where I hope to find greater challenges.” Bill replied, “Regina, I had no idea that you felt this way.” Then, he reflected on his 30-year career in management consulting, and how he advanced to a partnership role in the firm. Bill recalled that his managers and successful management consultants from other firms were instrumental in shaping a career plan and figuring out the logical steps to fulfill the milestones in the plan. “Regina, now, I understand how you are feeling. I felt the same way when I was at your career stage,” Bill said. Regina replied, “Mr. Meyers, I had no idea that someone of your professional stature ever felt this way.” He reacted, “Of course, most everyone does. I attribute much of my success to the people who took an interest in my career . . . people in whom I felt comfortable confiding.” Enthusiastically, Regina exclaimed, “Yes, that’s it! That’s it!” In a concerned tone, “Underutilizing your talents or losing you altogether would be a disservice to all concerned. I want to work with you to find your path at Meyers and Brown. Please, let me help guide you,” Bill said. Regina smiled in response to Bill’s offer. Bill stated, “I want to meet with you monthly to discuss your career. And, I am also going to ask Margaret and Samuel to meet with you as well. You see . . . they are successful management consultants who followed very different paths to achieving success in this firm. And, they are very supportive of others who are trying to find their way.” “Thank you so much, Mr. Meyers! Yes, thank you. I will look forward to our meetings,” Regina stated in a gleeful manner. QUESTIONS 8.24. Evaluate Meyers and Brown’s approach to career development. 8-25. How might the firm change its approach to mentoring in high potential employees?
DISCUSSION OF CHAPTER 8 INCIDENTS
HRM Incident 1: Career Development at Meyers and Brown
Regina Passalaqua joined Meyers and Brown, a management consulting firm, three years ago after she earned an MBA from Prestige University. During her short tenure, Regina received excellent performance reviews. Pleased with her accomplishments, Regina eventually became bored because her assignments were always similar—developing employee attitude surveys, analyzing the data, and preparing recommendations for clients. Regina was yearning for new challenges and professional growth, but was unsure about how to go about getting them. Over time, she became frustrated with the situation and began interviewing for jobs in other management consulting firms.
Bill Meyers, senior partner in the firm, heard from a colleague outside the firm that Regina was interviewing for jobs. Bill also noticed that Regina demonstrated less enthusiasm in meetings. Concerned about Regina, Bill called her in for a meeting. He said, “Regina, thank you for taking the time to meet with me. I asked for this meeting to tell you that you are a highly-valued member of this firm.”
“Thank you, Mr. Meyers. Your opinion means a lot to me,” Regina replied. Then, she shrugged her shoulders and seemed a bit uneasy. Bill was not assured by Regina’s body language.
“Are you happy here, Regina?” he asked. Regina replied, “Yes, but . . . well, I’m not feeling very challenged these days and I am having a difficult time figuring out how I can advance to more challenging assignments. Frankly, I am looking for another job where I hope to find greater challenges.”
Bill replied, “Regina, I had no idea that you felt this way.” Then, he reflected on his 30-year career in management consulting, and how he advanced to a
“Regina, now, I understand how you are feeling. I felt the same way when I was at your career stage,” Bill said.
Regina replied, “Mr. Meyers, I had no idea that someone of your professional stature ever felt this way.” He reacted, “Of course, most everyone does. I attribute much of my success to the people who took an interest in my career . . . people in whom I felt comfortable confiding.”
Enthusiastically, Regina exclaimed, “Yes, that’s it! That’s it!”
In a concerned tone, “Underutilizing your talents or losing you altogether would be a disservice to all concerned. I want to work with you to find your path at Meyers and Brown. Please, let me help guide you,” Bill said. Regina smiled in response to Bill’s offer.
Bill stated, “I want to meet with you monthly to discuss your career. And, I am also going to ask Margaret and Samuel to meet with you as well. You see . . . they are successful management consultants who followed very different paths to achieving success in this firm. And, they are very supportive of others who are trying to find their way.”
“Thank you so much, Mr. Meyers! Yes, thank you. I will look forward to our meetings,” Regina stated in a gleeful manner.
QUESTIONS
8.24. Evaluate Meyers and Brown’s approach to career development.
8-25. How might the firm change its approach to mentoring in high potential employees?
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