Juderick A.

Fuertes
MBA 1
When Steve becomes Stephanie
Case Analysis
This case is analyzed in the point of view of LaSalle Chemicals Senior Vice President
of Human Resource, Henrietta Mercer.
I. Statement of the Main Problem
Dealing with the gender transition of Steve Ambler
The companys rising star, considered a golden boy who had helped in
forming sale strategies in pollution-control, more than doubling the sales in their
sector, will be undergoing a gender transition. Senior VP of HR, Henrietta Mercer
should consider every aspect that could affect the company especially with its
customers and employees.
II. Areas of Consideration
A. Strengths
1. Steve Ambler is an advantage to the company. He has the capability to
lead the next round of change as group sales director
2. Alex Grant is a top salesman in CatalCon, a company in Detroit that sold
fluid catalytic cracking technology to petrochemical businesses which was
acquired by LaSalle.
3. LaSalle is a Fortune 1000 company.
B. Weakness
1. After the acquisition of CatalCon by LaSalle, the company wasnt able to
consider the discrimination eminent when they assigned top management
position to LaSalle employees.
C. Opportunities
1. There is an opportunity for the company to update its policy with regard to
discrimination particularly on the case of gender preference.
2. Create awareness on the employee equality in the organization
D. Threats
1. The company doesnt know what to expect from the reaction of their
customer, thereby affecting the companys sales.
2. Employees values and beliefs resulting to unacceptability of the gender
transition.

3. An issue pertaining to age discrimination as Alex thought he is a better

candidate than Steve with regard to his experience and record.
III. Alternative Courses of Action
A. Support Steve with his gender transition and let him stay as the sales director
of LaSalle
Considering Steve being an asset to the company, his transition could
have a big impact not only within the organization but also externally,
particularly in dealing with customers. But being a Fortune 1000 company,
they should provide the best example in dealing with employee
discrimination particularly on the gender preference aspect.
B. Let Steve take an internal role while transitioning and assign Alex as sales
director of LaSalle
With this course of action, the company might deal with the legal
implication of gender discrimination that would arise which could affect the
company. Alex on the other hand has a good reputation, high credibility
towards its customer relation and is very qualified for the sales director
position.
IV. Recommendation
I would recommend that they should support Steve with his transition and at
the same time, retain him/her as Sales director despite the transition.
V. Conclusion and Detailed Action Plan
I have identified some actions to resolve the cons of my recommended
course of action as well as some activities to help the organization in the transition
of their employee
Specific Activity
The organization
should update their
established policies
and include
discrimination issues;
in the Philippine
Setting, the
Constitution [18]
directs the State to
promote "equality of
employment
opportunities for all."

Person
Responsible
Top Executives
with the
assistance of VP
HR

Time Frame
1 month

Budgetary
Requirement
Expenses
necessary for the
conduct of
meetings $15000

Similarly, the Labor

Code1[19] provides
that the State shall
"ensure equal work
opportunities
regardless of sex,
race or creed."
Clients under Steve
should be wellinformed through
continuous
communication and
education with the
situation.
Gender and
Development Budget
should be set aside
and prepare
programs/activities
necessary for the
awareness of the
delicate issue.
Employment
Discrimination should
be well-addressed
through proper
communication and
trainings if needed be.
The company should
also consult
therapists,
psychologists and
other medical science
related people to
assist Steve with the
transition and also for
information
dissemination to coemployees

Sales Director,
Account
Managers with
the help of HR
personnel and
VP.

3 months

Calls, E-Mails, Mails

and other
expenditures
necessary - $5000

Head of Finance
for the Budget,
Head of HR for
the necessary
activities

2-day seminar,
annually

5% of the Total
budgeted
expenditure$20000-$50000
depending on the
number of
employees

VP of HR

2-day seminar,
Monthly Meetings

Expenses
necessary for the
conduct of
seminars and
meetings $20000

VP of HR with
the approval of
top executives

6 months

Consultation fee
and Honorariums
$10000

Question: how do you deal with the discrimination felt by Alex being not chosen as
sales director given his qualifications and good records in CatalCon?
Which do you think would weigh much, support steve with his transition and the
companys sale performance might be affected, given that Alexs high credibility
towards his customers, and the fact that he is against the gender transition of steve
and he is vying for the position of sales director or the legal implication they would
face if they would demote steve, which might also affect the companys
performance.