1. State the main problem of Dr. Pancho.

- The main problem of Dr. Pancho is that his salary increased only in 7% which is
against to what he expected as he do his job well, and one thing is that they have
the same percentage of salary to the other chairs even they are not
professionally active on the national level unlike him. Thats what he considered
this as a major equity.

2. State the different areas of consideration following the guide below:

a. Strengths of Dr. Pancho
- He have the qualification of the position as a chair.
- He is very productive
- He teaching evaluations were also outstanding.
- He had good documentation for all his recommendations.
- Had developed a very sophisticated performance appraisal system to his faculty.

b. Weaknesses of Dr. Pancho

- Unsatisfied to his salary increase

c. Opportunities
- He have more chances to increase more his percentage of salaries base on his
accomplishment as his length of service increase.

d. Threats
- The dear of the organization not following the universitys policy.

3. Give your proposed solution/alternative course of action (minimum to three) to help

Dean Lacap solve problem. State also the advantages and disadvantages of each
course of action.
- Dean Lucap should evaluate the chairs based on the stated policy of the
organization.

Advantage
- Those whos in authority who are exerting their effort for attaining the objective
will have more interest and they will be more encourage to make their works
more effective.
- Dean Lucap should make clear explanation to that on why he made that kind of
appraisal.

Advantage: Maybe Dr. Pancho will consider and accept it because he just new to his
position

Disadvantage
- Other chairs will get jealous because as stated that the dean always giving equal
percentage increase.
- Dean Lucap Should present the criterias of evaluating each of the chairs or he
should present the result of individuals accomplishments.

Advantage:
- It may be identified whos chair is actually excelling .

4. State your recommendations based on your course of action.

- My opinion here is that Dean should evaluated the chairs fair without contrary to
the official universitys policy and Dr. Pancho should also coordinate early to
Dean Lucap so that no more appointment may happen. I think Dr. Pancho is right
because as stated that he met the standards of qualification, his performance
also is success and he is personally active compared to the performance of other
 chairs and this may considered as a discrimination but Dr. Pancho should know
also that he just new to his position as a chair because universitys policy is also
based on the length of services. In the other ways of this case is always
happening maybe Dr. Pancho and other member of that department who actually
attaining the good performance may discourage instead of they maybe more
enhancing their abilities to perform more effectively. I have also stated that Dean
Lucap should have a clear explanation for that case so that if ever Dr. Pancho
may understand it. in that way Dr. Pancho will continuously doing his job well.

5. Provide your final solution to the problem.

- I think also if Dean Lucap will present the records of accomplishment each may
realize how their performance is, and this may let them force to work hard more
for more increase of their percentage of salary. But the case is Dr. Lucap always
giving equal of percentage, the question is will they know their abilities if they are
measured without referring to the stated policy? I think this will be reported to the
HR management.