Funds were provided to the planning commission to hire an additional secretary to perform secretarial and clerical services for the planning commission.
Edith Reichel was the successful applicant but after a short time she was performing unsatisfactory in her position.
During Reichel’s 5th month of employment and while on probation she failed to report to work.
Dr Jordan met with Reichel in reference to her poor job performance but he seemed to be distracted by budgeting deadlines and did not relay the full magnitude of the situation to Reichel but urged her to improve.
Reichel heard other employees complaining about her. She then felt Dr. Jordan and Barbara White was not being honest with her.
Reichel was ultimately reassigned …show more content…
This indicates she was not the ideal applicant and may need further investment.
The position required abilities that Rachel did not have which placed considerable burden on other co-workers. This combined with her inattentiveness and disruptive work behavior created a toxic work environment.
Dr. Jordan prioritized budgeting deadlines over effective communication. This type of management also failed Reichel by not helping her to realize the magnitude of the situation.
Viewing the organization in a machine metaphor, having a part that does not function drains resources from other parts. An alternator that does not, and is not capable of producing the required amount of electric power to keep the vehicle’s electrical systems operating, the battery carries the burden which will ultimately fail, as the battery is not designed for that function. Viewing this organization as an organism, each position performs a function similar to organs in the body. When the kidneys fail this places a burden on the heart, as toxins build up in the blood stream and cannot get cycled out while the heart is trying to circulate the blood, (similar to the frustration built up among …show more content…
This may include training, and communicating clearly defined g that will allow the employee to know the expectations for their position.
In order to promote career survival Dr. Jordan must understand the value of not allowing toxicity in the workplace repair the organ before it causes irreversible damage. In this situation either terminate when Reichel failed to report to work while on probation, or during their meeting he was able to emphasis the magnitude of her deficiencies.
JUDGEMENT:
The proposed solutions will assist the organizational philosophy of career survival. Employees need training in order to receive or maintain the desired skillset for their position. Employees also need constructive and honest feedback in reference to their job performance to prevent the perception of being dishonest with them.
Additional activities required may include being more proactive and addressing negative work behavior. This will prevent the toxins entering the bloodstream that burdens other organs and cause damage to the
Edith Reichel was the successful applicant but after a short time she was performing unsatisfactory in her position.
During Reichel’s 5th month of employment and while on probation she failed to report to work.
Dr Jordan met with Reichel in reference to her poor job performance but he seemed to be distracted by budgeting deadlines and did not relay the full magnitude of the situation to Reichel but urged her to improve.
Reichel heard other employees complaining about her. She then felt Dr. Jordan and Barbara White was not being honest with her.
Reichel was ultimately reassigned …show more content…
This indicates she was not the ideal applicant and may need further investment.
The position required abilities that Rachel did not have which placed considerable burden on other co-workers. This combined with her inattentiveness and disruptive work behavior created a toxic work environment.
Dr. Jordan prioritized budgeting deadlines over effective communication. This type of management also failed Reichel by not helping her to realize the magnitude of the situation.
Viewing the organization in a machine metaphor, having a part that does not function drains resources from other parts. An alternator that does not, and is not capable of producing the required amount of electric power to keep the vehicle’s electrical systems operating, the battery carries the burden which will ultimately fail, as the battery is not designed for that function. Viewing this organization as an organism, each position performs a function similar to organs in the body. When the kidneys fail this places a burden on the heart, as toxins build up in the blood stream and cannot get cycled out while the heart is trying to circulate the blood, (similar to the frustration built up among …show more content…
This may include training, and communicating clearly defined g that will allow the employee to know the expectations for their position.
In order to promote career survival Dr. Jordan must understand the value of not allowing toxicity in the workplace repair the organ before it causes irreversible damage. In this situation either terminate when Reichel failed to report to work while on probation, or during their meeting he was able to emphasis the magnitude of her deficiencies.
JUDGEMENT:
The proposed solutions will assist the organizational philosophy of career survival. Employees need training in order to receive or maintain the desired skillset for their position. Employees also need constructive and honest feedback in reference to their job performance to prevent the perception of being dishonest with them.
Additional activities required may include being more proactive and addressing negative work behavior. This will prevent the toxins entering the bloodstream that burdens other organs and cause damage to the