Questions 1: If I am the regional manager as Pat, I will not mention the audit report findings in review meeting. After analyzing the case, the audit report shows that Chris had a series of serious problem in his stores. Although Chris did several decisions that is away from the firm’s rules, I cannot deny the fact that Chris is a talented manager. He had a rapid job promotion from sales clerk to the area manager. The audit report shows that his stores’ performing are in leading position among 5 area manager. We could assume that I would include a discussion in the meeting, his remarkable achievement get queried. A common responding would be defensive (Robbins and Hunsaker, 2012). He might explain for himself, but still can’t change the
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Best way that not embracing Chris is euphemistic and indirect. The “descriptive” skill is suggesting an acceptable alternative or describing objectively your observation of the event. Descriptive communication is designed to reduce a defensive reaction. (Robbins and Hunsaker, 2012) For example, instead directly talking about paying unauthorized cash bonuses to salesperson who sold out-of season inventory, we can start talking with out-of-season inventory issues. How to deal with out-of-season sporting goods is a practical problem for a retail sports good stores, firms can earn bunch of benefits by solving this issue. What I do is leading him to come up with his own problem, he might apologize for this. After that, we can naturally talk about this but not embracing him. This leading way can absolutely increase his self-awareness. Self-awareness is a prerequisite for growth and development. If manager can’t have clearly known about this, they might have problems for understanding and managing others too. (Bruke & Day, 1986) The improving of self-awareness ability can help Chris to understand his problem and correct …show more content…
Nobody reported auditors’ errors during auditing procedure. They need to change their strategy to audit area managers. I apologize for auditors mistake. Maybe more hours they spend with managers, but not receptionist, the more information they can get. Do you have any thoughts about auditors’ report? Does this report have any incorrect judgment for your area stores?”
(E): “Chris, The sparrow may be small but it has all the vital organs. Each department in our firm is trying to accomplish their job perfectly. Just like you. I promote you as my area manager to oversee 6 stores. I trust and respect your daily work, as I have confidence in auditing department. Trust is basic factor to keep firms to function well. If you have query about their job and feel that their behaviors are unethical, I can have another meeting among you, me and auditor leader. I don’t wanna any misunderstanding between you and auditor. Both of you are so important for the firm.
(F): “Thank you Chris, I know this report may bring some troubles to you, I am sorry about that, and appreciate you are trying to locate the procedures in report. I noticed that there are several improper decisions you made. Maybe tracking these decisions and find out what actually happened is a better way to save your time. I am hoping you can give me another report after you locate copies of
Best way that not embracing Chris is euphemistic and indirect. The “descriptive” skill is suggesting an acceptable alternative or describing objectively your observation of the event. Descriptive communication is designed to reduce a defensive reaction. (Robbins and Hunsaker, 2012) For example, instead directly talking about paying unauthorized cash bonuses to salesperson who sold out-of season inventory, we can start talking with out-of-season inventory issues. How to deal with out-of-season sporting goods is a practical problem for a retail sports good stores, firms can earn bunch of benefits by solving this issue. What I do is leading him to come up with his own problem, he might apologize for this. After that, we can naturally talk about this but not embracing him. This leading way can absolutely increase his self-awareness. Self-awareness is a prerequisite for growth and development. If manager can’t have clearly known about this, they might have problems for understanding and managing others too. (Bruke & Day, 1986) The improving of self-awareness ability can help Chris to understand his problem and correct …show more content…
Nobody reported auditors’ errors during auditing procedure. They need to change their strategy to audit area managers. I apologize for auditors mistake. Maybe more hours they spend with managers, but not receptionist, the more information they can get. Do you have any thoughts about auditors’ report? Does this report have any incorrect judgment for your area stores?”
(E): “Chris, The sparrow may be small but it has all the vital organs. Each department in our firm is trying to accomplish their job perfectly. Just like you. I promote you as my area manager to oversee 6 stores. I trust and respect your daily work, as I have confidence in auditing department. Trust is basic factor to keep firms to function well. If you have query about their job and feel that their behaviors are unethical, I can have another meeting among you, me and auditor leader. I don’t wanna any misunderstanding between you and auditor. Both of you are so important for the firm.
(F): “Thank you Chris, I know this report may bring some troubles to you, I am sorry about that, and appreciate you are trying to locate the procedures in report. I noticed that there are several improper decisions you made. Maybe tracking these decisions and find out what actually happened is a better way to save your time. I am hoping you can give me another report after you locate copies of