Case Study #1 A year ago, management noticed that Louis was not being effective at his job. When management approached Louis, he indicated that he was having difficulty with his eyesight and this was...

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Case Study #1 A year ago, management noticed that Louis was not being effective at his job. When management approached Louis, he indicated that he was having difficulty with his eyesight and this was hindering his ability to do his job. Management met with Louis to determine whether his eyesight was actually causing the problem. They set up guidelines to help Louis handle the workload. Another year passed and the company continued to notice that Louis was still unable to handle the workload. His work performance had become worse. He was forgetting important facts that needed to be documented. He was leaving customers on hold for an extended period of time. He was letting the telephone ring endlessly. He was forgetting when he put someone on hold. His work was piling up. There were times when he would just sit at his desk and "stare into space." Since you have now been asked by management to intervene and work with Louis: How would you approach Louis concerning his work behavior? ) What action would you take regarding his lack of im provement? Case Study #2 Several customer complaints were made to the management of your company about the poor service of the sales associates. Most of the complaints were mentioned as taking place between noon and 1 p.m. Experienced sales associates received their choice of lunch hours. Most went to lunch between noon and p.m. This left the newer, inexperienced people to handle the customers. Customer traffic is quite heavy during this time Is there anything you as HR specialist can do to help this situation Case Study #3 As an HR specialist, you are responsible for recruiting candidates for department job openings. Final hiring is done by the department that has the opening. The Travel Department currently has an opening for an administrative support person. You have identified a qualified candidate for the position and forwarded the resume to the department head. The department head has also identified a preferred candidate for the job and has forwarded you that resume to be screened. The two candidates have similar educations. Both graduated from the same college with similar degrees. Candidate 1, your candidate, has spent the last two years working for a temp agency in a variety of administrative support positions. This candidate has strong office and computer skills. This candidate is a member of an EEOC protected class. Candidate 2, the preferred candidate of the department head, has spent the last two years working at a ski resort and has basic computer and office skills. The head of the Travel Department intends to hire candidate 2 What do you do?
Answered 30 days AfterNov 20, 2021

Answer To: Case Study #1 A year ago, management noticed that Louis was not being effective at his job. When...

Deblina answered on Dec 21 2021
110 Votes
Case Study 1
As a manager, it is important to initiate a conversation by following effective communication by responding to Louis with concern
and discussing the problems that are hindering his productivity and his work behavior. Firstly, from an organizational perspective, it is effective to understand whether there are any issues or failings from the side of the employer. It is essential to create a safe space to communicate with the employee and act in a way to make them feel that they are being concerned. It is vital to initiate communication through one-to-one conversation in an area free from distraction. Thereafter, it is evident to recognize and investigate the problems that are hampering his productivity and relate the performance of the employee with the organizational objectives. It is also essential to communicate the impact of his productivity and performance on the organization and the suggestions should be given for the purpose of improving the performance (Peccei & Van De Voorde, 2019). Throughout the conversation, the effective problems and the clarity of the situation must be documented. This will help to understand the actual problem that is concerning his performance in the organization.
Evaluating the aforementioned aspects, it is evident to determine who is responsible for his lack of improvement in the organization. The conversation focuses on effort and intent to analyze the root cause of the...
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