Glenco Case Analysis Executive Summary and Recommendation At Glenco, employees from the seven departments are rated on a scale of 1 to 10. The tenure of the employees ranges from less than one year to 42 years. Of the 155 employees, 35 are identified as minority. The wages of the employees (described as hourly rate) lie in the range of 15.00 to 25.00. However, there is no co-relation between the tenure and the hourly rate. The problem at hand is to identify 31 employees from the total 155 who are eligible for a bonus of $1,000. A simple and straight forward way to choose the employees is to pick up the top 31 employees on the basis of highest ratings. However, this is not the appropriate way of selection, since it does not take into consideration the department, the tenure, the minority status or the hourly rate. In order to have an efficient and fair distribution of employees, it is required to take into consideration these factors as well; although ratings will form the basis of selection. Each department follows its own rating system. In order to have a fair representation from each department, the most eligible employees from each department will have to be considered for the bonus. Based on this argument the committee has come up with the following recommendations: The top 31 employees from among the 155 employees will be eligible for bonus. All the departments should be fairly represented in terms of ratings. The minority should be given a fair opportunity as per the department and ratings. Based on the tenure and the record of the employee (reflected by the rating), an employee who is consistently performing well over the years should be rewarded. On the other hand, an employee with relatively less tenure but performing exceptionally well should also be eligible for the receipt of bonus. In case, two employees from the same department have exactly the same rating and thus are eligible for a...