Mini-Case Dee Pozitt Had Been the Assistant Human Resource Director at at Fleesum

Mini-Case
Dee Pozitt had been the assistant human resource director at Fleesum Financial Services for a bit more than a year when the company's human resource director was injured in a sky diving accident. Because of his injuries the director would be unable to work for several months. Howie Fleesum, the company's CEO, decided to name Dee the acting director of human resources. Though she had been at the firm for a shorter period of time than most other managers, he felt that her position as the director's assistant had given her insights into the company's human resource issues that the other managers lacked. He also was very impressed by the glowing performance appraisal Dee recently received from the director, her peers, and even subordinates. Before accepting the position as acting director, Dee made sure that Mr. Fleesum recognized her authority to implement some major changes in policies she and the director had been planning before his accident. The changes were intended to make the company more responsive to the needs of employees, thus improving morale and reducing worker turnover. Although Dee was sorry the director was injured, she was pleased that Mr. Fleesum had confidence in her and was willing to give her the authority to implement important new programs. The only aspect of her opportunity that worried her was the resentment and hostility she sensed from a few of the older, more experienced managers. One of the most hostile coworkers was a fellow named Mort Gage. Dee decided she had better talk to Mort and find out why he was so upset.
-When Dee talked to Mort about his resentment toward her, he said that he should have been promoted to the position instead of her. "The only reason you got the job," Mort told her, "was that Mr. Fleesum wanted to promote a woman. I was more experienced and better qualified, so I should have gotten the job." Mort's statement suggests that he thinks he was a victim of:

A) He will offer each employee a three-month severance package, as long as they agree to sign a non-compete agreement for that time period.
B) He will be consistent in his remarks to the three employees.
C) He will create a story that their jobs are being eliminated due to new technology since revealing that the firm lost a major account could tarnish the image of the firm.
D) Assure each employee that they can count on him for future job references and that he will be honest with anyone inquiring as to why they were dismissed.