Case Study Guidelines
There will be 3 Case Studies assigned throughout the course. Each assignment will be due by Sunday,
11:59PM EST for that week. The use of case analysis involves action learning by allowing you the role of
key decision maker. Case analysis provides a systematic way of looking at events, collecting data,
reporting and analyzing results.
Justification – Most cases depend upon how you look at the solutions and how they will be
implemented. Give ample justification for your recommendations.
Realism – Be realistic.
Specificity – Don’t make broad generalizations. Focus on what, when, where, why, how and who.
Originality – You are the general manager. Cases are accounts of real business situations. Don’t
necessarily recommend the course of action that the firm plans to take or took. Put yourself in
the situation and recommend what you would have done. The written case reports should be 5-10 double-spaced pages and should be structured as follows:
Written Report Guidelines Executive summary
Problem statement
Alternatives
Conclusion
Implementation Case Study Guidelines Avoid repeating the facts presented in the case
Analyze issues involved and build logically toward the recommendations
Clearly state assumptions
Use headings or labels
Use topic sentences
Discuss alternatives
Be specific in the recommendations
Do not overlook implementation
Stahl, Mendenhall and Oddou, Readings and Cases in International Human Resource Management and Organizational Behavior
Read Case Study 3.3, Andreas Weber’s Reward for Success in an International Assignment: A Return to an Uncertain Future
Below are a few questions to consider. Do not limit your research for this case study to only these questions
Should Andreas go back to the position offered?
If Andreas accepts the job, what should his career plan be?
If he doesn’t accept the job, what should he do?
Who is to blame for the current situation? What factors contributed to Andreas’ reentry problems?
What can the organization do to avoid the kind of problems illustrated in the case? From an HR perspective, what would be a more systematic approach to repatriation planning and international career development?
