CASE 12-2

SANTOS TIMBER COMPANY

Submitted To:
Dr. Engr. Nestor M. Japis

From:
Aldrin C. Tabios
Flor Vincent D. Lamparas
Rezel Marjoise P. Huel










Acknowledgement

Families
Relatives
Friends
Von Rainiel Perez
CEIT and CED Library and Librarian
Dr. Engr. Nestor M. Japis
Almighty God
















CHAPTER I
THE PROBLEM AND ITS BACKGROUND
INTRODUCTION
Santos Timber Company was a small partnership. It was a logging firm which operated out of
forest concession owned by Mr. Santos. The firm cut logs and hauled them twenty-nine employees---
eighteen who work the logging area, and a crew of seven truckers and helpers who operated the
companys five trucks. There were two mechanics, one book keeper, and one-log-pond guard. A
foreman was in charge of the employees in the logging area, and Mr. Vinces supervised all the other
employees including the truckers.
BACKGROUND OF THE STUDY
The partnership had been formed in 1973, shortly after Vinces had married Santos niece. At
that time, Mr. Santos, a 51 year-old widower, was planning to remarry. He was going to leave the
province, where he had been conducting a two-truck logging operation, in order to manage the
properties owned by his fiance in manila. Vinces mother-in-law, Santos sister had suggested that
Santos hire Vinces to take over management of the logging business which he was leaving behind.
Santos believed that vinces will tend to be more responsible manager if he were financially
involved in the venture. The idea of partnership appealed to vinces, and he joined the company with an
investment of thirty-four thousand --- almost his entire savings.
After Vinces took over, the compony acquired three reconditioned trucks and expanded
operations. Vinces find it so easy in finding people to fill the newly created positions.
Someone named Mr. Felix Cruz applied the job as a trucker. As time goes by, Mr. Vinces
observed that Mr. Cruz deserves to be promoted because Mr. Cruz excels in his position. Cruz suggested
a modification of the loading arrangement. The adoption of Cruz method resulted in more orderly flow
of work. In General, fewer delays and squabbles result than under the old system. Unfortunately Mr.
Santos knows that Vinces hired Mr. Cruz and he doesnt like it. So, for this reason, he wants that the
latter should be dismissed in his job because according to him, Mr. Cruz does not deserve in his job.
MISSION
To arrange the disagreement between Mr. Santos (General Manager) and Mr. Vinces (Managing
Partner).
VISION
Pleasing relationship between the Manager and subordinates in the company.
OBJECTIVES
1. To decide whether will be retained or dismissed in his job.
2. To know the advantages and disadvantages if they dismissed Mr. Cruz because of the
personal conflicts between Mr. Santos and Mr. Cruz.
3. To know what Mr. Vinces decision if he will approved the proposal of Mr. Santos.























CHAPTER II
REVIEW OF RELATED LITERATURE























CHAPTER III
METHODOLOGY























CHAPTER IV
PRESENTATION, ANALYSIS AND INTERPRETATION OF THE DATA

POINT OF VIEW
In this case study, the group will take the point of view of Mr. Carlos Vinces (general manager).
It is because the group recognizes the authority of Mr. Vinces as part of the Santos timber company.
(Partnership). The groups also look into consideration the mere fact that Mr. Vinces is the one who have
the first hand observations of the employees, meaning, and the employees performances.
STATEMENT OF THE PROBLEM
How can the disagreement between Mr. Santos and Mr. Vinces be resolved through certain
factors which will decide whether Mr. Cruz will be retained in the company or not.
WHAT IS SWOT ANALYSIS?
A scan of the internal and external environment is an important part of strategic planning
process. Environmental factors internal to the firm usually are classified as strengths (S) or weaknesses
(W), and those external to the firm can be classified as opportunities (O) or threats (T). Such an analysis
of the strategic environment is referred to a SWOT analysis.
HOW TO USE SWOT ANALYSIS?
The SWOT analysis begins by conducting of inventory of internal strengths and weaknesses in
your organization. You will then note the external opportunities and threats that may affect the
organization based on your market and over all environments.
SWOT ANALYSIS
Based on Cruzs performance since he is the concern of the case.
Strength/s
Cruz helped in the repair work even though he is not paid and he also volunteered to drive the
truck in its road test.
Cruzs modified loading procedure was adopted for more orderly flow of work.
Cruz is more productive than the other truckers with regards to the average road trips of the
group.
Cruz was productive and skilled in driving although he was the youngest in the group.
Cruz was regarded as the spokesperson for the trucking group.
Cruz truck had noticeably fear breakdowns and appeared in better condition than the other
variables.
Weaknesses
Cruzs performance in the past as a chauffeur of Mr. Santos.
Cruz did not mention that he is a former employee of Mr. Santos and the incident at the airport.
Cruz is not yet a regular employee of the company (5 months).
Opportunities
There is high turnover in the company for truckers job due to lack of sufficient skill.
Vinces like Cruz and he is respected by the other truckers.
Threats
The return of Mr. Santos as he demanded to dismiss Mr. Cruz.
Mr. Santos sees Cruz as lazy employee and that he never bothered to keep the car in shape
when he is still a chauffeur to Mr. Santos.
Mr. Santos try to avoid the dismissal of Mr. Cruz and recommend Jaime gambit as a
replacement.















CHAPTER V
RECOMMENDATION
The group, as the general manager Mr. Vinces, suggested that:
Mr. Vinces would advice Mr. Cruz to apologize to Mr. Santos. Then, Mr., Vinces would propose an
agreement that Mr. Cruz is under observation for a certain period of time. Both Mr. Santos and Cruz
would evaluate him. His performance for the last five months would also be included in the evaluation.
The results would determine if Mr. Cruz would be retained and become a regular employee.
As managers, it is important to explain, predict, and influence the behavior of the employees, so
that their actions would be favorable over the organizational goals. This includes (must take into
consideration) the employees productivity, the numbers of absents, the turnovers, and his/her behavior
in the workplace. The managers should also consider the four psychological factors of organizational
behavior: attitude, personality, perception, and learning.
In the case of the Santos timber company, Mr. Vinces could have already explained, and
predicted Mr. Cruzs behavior in the workplace. Based from the relevant case facts, it was mention
there that first, Mr. Cruz helped in the prepare work and even volunteered for a test drive, without any
payment. And the idea of it doing a certain job without any pay is very meaningful and could speak
of what kind person Mr. Cruz is. This reflects Mr. Cruzs enthusiasm (perception) over the job. This
implies a positive workplace behavior.
In addition to that, it is also said that Mr. Cruz suggested a modification of the loading
arrangement that actually caused the production to be effective and efficient. It seems that Mr. Cruz is
very much knowledgeable in the work. The company then recognized Mr. Cruzs contribution in the
productivity of the company.
Some facts also show that Mr. Cruz has a good organizational citizenship behavior. This is
sup0ported by his suggestion of a rate increase, showing that his concern for fellow employees.
As part of the partnership, Mr. Vinces still has the right to voice out his opinion especially if it
includes the managing aspect (since hes the one in-charge of the company while Mr. Santos is away).
Since Mr. Vinces found Mr. Cruz an asset in the company, he would think that it is unreasonable for Mr.
Cruz to go just because of unsettled conflict with Mr. Santos. So, Mr. Vinces should first advice Mr. Cruz
to apologize what happened way back in the airport, just to resolve the glitch between him and Mr.
Santos.
Then because of Mr. Santos refusal in the first place, and since Mr. Cruz is not yet a regular
employee (*** The group assumed that hes not yet a regular employee since he was hired and been
working for the company for five months, without signing any contract.) Mr. Vinces could propose an
agreement that Mr. Cruz would be under observation for the remaining month.
After a month, both Mr. Santos and Cruz would evaluate him. His performance for the last five
months would also be included in the evaluation. The results would determine if Mr. Cruz would be
retained and become a regular employee.
Based from the relevant case facts, the performance of Mr. Cruz is very pleasing for the last five
months. So, most probably, Mr. Cruz would be retained in the company. The agreement is just a way to
recognize the authority of Mr. Santos as a general partner (the one who has the right to intervene in all
the major decision in the company) and to make things legal, without presenting that Mr. Vinces is
biased on everyone. With the agreement, Mr. Santos could not argue anymore regarding Mr. Cruz. On
the bottom line, Mr. Cruz could be retained in the company.
In this way, Mr. Vinces could positively influence and motivate Mr. Cruzs behavior over the
workplace. And since Mr. Vinces is now knowledgeable of Mr. Cruzs past working experience with Mr.
Santos, he could now adjust his way of managing and interacting with Mr. Cruz (as much as possible,
avoid reprimanding him, etc.).