In addition, Ms. Torres must review any and documentation provided to Ms. Wu upon acceptance of the employment offer, including, but not limited to, employee handbook, training materials, orientation materials, and policies and procedures manuals.
During the conversation, Ms. Torres can use incentives or motivational elements to help successfully reach the goals of the conversation. Ratings, salary increases, bonuses, advancement possibilities/opportunities are all incentives or motivational elements that can be used.
Conversation Management Skills
As stated above, when preparing for the conversation, Ms. Torres must consider cultural differences and customs as a contributing factor to the issues. These same cultural differences and …show more content…
Part of preparing for the conversation is knowing who you are talking to, their personality, background and culture, as people have different ideas/thoughts regarding interruptions and whether or not they are acceptable and helpful. The facilitator of the conversation, in this case, Ms. Torres, must know and understand the cultural background of the individual with whom she is speaking in order to have a productive and positive conversation. Interruptions could be cutting a person off mid-sentence with opinions or questions, a telephone call, e-mail or text message. The case study does not provide us with information relating to the management and communication style of Ms. Torres. If Ms. Torres fosters an environment of fair, open communication, that promotes collaboration, then ground rules would be …show more content…
Wu received orientation, training, an employee handbook, or an employee policies and procedures manual. In addition, we do not know if this information is also provided to employees via the company intranet. This information is important and relevant, as it is during orientation and training that the issues of work attire/appearance, work schedule, company culture, and communication would be addressed. The employee handbook and policies and procedures manual would also address these issues. For purposes of this paper, we will assume that no orientation, employee handbook, policies and procedures manual, or training were provided to Ms. Wu upon hire as staff assistant at the Registrar’s Office. Therefore, management did not clearly set expectations for Ms. Wu relating to the specific issues raised in the case
During the conversation, Ms. Torres can use incentives or motivational elements to help successfully reach the goals of the conversation. Ratings, salary increases, bonuses, advancement possibilities/opportunities are all incentives or motivational elements that can be used.
Conversation Management Skills
As stated above, when preparing for the conversation, Ms. Torres must consider cultural differences and customs as a contributing factor to the issues. These same cultural differences and …show more content…
Part of preparing for the conversation is knowing who you are talking to, their personality, background and culture, as people have different ideas/thoughts regarding interruptions and whether or not they are acceptable and helpful. The facilitator of the conversation, in this case, Ms. Torres, must know and understand the cultural background of the individual with whom she is speaking in order to have a productive and positive conversation. Interruptions could be cutting a person off mid-sentence with opinions or questions, a telephone call, e-mail or text message. The case study does not provide us with information relating to the management and communication style of Ms. Torres. If Ms. Torres fosters an environment of fair, open communication, that promotes collaboration, then ground rules would be …show more content…
Wu received orientation, training, an employee handbook, or an employee policies and procedures manual. In addition, we do not know if this information is also provided to employees via the company intranet. This information is important and relevant, as it is during orientation and training that the issues of work attire/appearance, work schedule, company culture, and communication would be addressed. The employee handbook and policies and procedures manual would also address these issues. For purposes of this paper, we will assume that no orientation, employee handbook, policies and procedures manual, or training were provided to Ms. Wu upon hire as staff assistant at the Registrar’s Office. Therefore, management did not clearly set expectations for Ms. Wu relating to the specific issues raised in the case