Summarize the case study

Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and
Trust Company almost four years ago. She was generally pleased with the four trainers and one
secretary in her unit. Indeed, Fram took pride in her ability to create a high morale and high
performance unit. This was particularly pleasing to Fran because they were constantly busy and
barely able to keep up with the volume of training expected from them.
Then, early on Wednesday morning, Fran’s secretary, Judy Martin, knocked on Fran’s door
and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars.” Indeed,
in an effort to develop Judy’s talents and abilities, Fran had gone out of her way to give Judy
special assignments, including her in all the major planning activities of the department and
entrusting her with the administration of certain departmental programs, such as tuition assistance
and evaluation follow-through. By now, Judy functioned more as an administrative aide than as a
secretary.
It was clear that Judy was upset about something as she seated herself in the chair next to
Fran’s desk. Slowly, Judy placed a job-posting application form in front of Fran. She would not
look her supervisor in the eyes.
Fran was surprised, to say the least. As far as Fran knew, Judy liked both her job and working
in the Training Department. In turn, everyone else in the department liked and respected Judy.
Fran looked over the form and said casually, “So you want to post for the executive secretary
job in the Branch Management Division.” She paused. “Could I ask you for some additional
information, Judy? I’m kind of surprised. ” Judy looked at her clasped hands, thinking. Fran waited.
Finally, Judy looked up and said: “I noticed in last week’s job posting that the executive
secretary position is graded as a 14. Now that’s two grades higher than my job!”
She caught her breath. “You know my friend Mary Johnson works over there. She told me that
half the time the secretary sits around doing nothing.”
Judy continued, gathering some anger in her look and resentment in her voice. “Look, Fran,
you know how hard I work, how hard we all work, around here. I mean, I’m always busy. I don’t
see why I should work in a job graded at a 12 and work twice as hard and yet not be paid the same
as that secretary. The job requirements for the job are just a littler higher than mine, and the merit
raise you gave me last month hardly helped at all.”
Fran listened; then she replied: “It sounds to me, Judy, that you’re feeling angry because you
think you should be paid more for the work you do, and that you want to switch jobs rather than
put up with things as they are. Am I right?” Judy nodded her head in agreement.
Fran knew, though, that the Metro job evaluaton system was up to date and that the executive
secretary position to which Judy referred did require additional background experience, skills,
and responsibilities beyond what was needed in Judy’s current job. Because her secretary was
such a good employee and a nice person, Fran was quite concerned. She felt strongly that moving
to the executive secretary job would not be what Judy really wanted, and she hated to lose Judy,
especially if her decision was based on faulty reasoning and the move would not be good for her.
Fran tried to figure out what to d

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