solution

Tony Fortaleza, A
Filipino-American, is a loan officer in a mortgage company. He is often asked
by his supervisor if he “wouldn’t mind” doing some extra reports because one of
his coworkers is out sick or there is a vacancy in the department. He always
smiles as he says yes. But after accepting the most recent extra assignment, he
begins reviewing his last two years on the job. Nothing seems to be changing.
Of all the loan officers, he handles twice as many applications and reports as
anyone else. He is proud of his performance and knows that Barbra Wilson, his
supervisor, always counts on him to be quick and accurate and never refuses
extra work.

Last month there was an
opportunity for a promotion in the department, with some supervisory
responsibilities. No one suggested that Tony apply. Bob, a coworker who has
been there a year less, got the job.

The day after he hears
about Bob’s promotion, Tony applies for a similar position in another company
and is accepted. When he tells Barbra that he will be leaving in two weeks for
a better job, she is shocked. “Why are you leaving? If you want a raise, why
didn’t you ask for it or apply for the promotion that Bob applied for? I never
knew you were dissatisfied. What can I do to make you stay?”

Tony says “oh, nothing is wrong. I just
want a change.” Barbra is devastated because she never had a worker as
excellent as Tony. “What did I do wrong?” she wonders.

1. Suggest a title for
the scenario

2. Identify at two
behaviors of organization members in the scenario that are possibly a
manifestation of national cultural tendencies.

3. Assume the role of a
workforce diversity management consultant and suggest a response to Barbra’s
question, “What did I do wrong?”