Post by Drew Holness on Feb 25, 2016 17:17:03 GMT
b. Discussion post: After watching the video, answer the following in the discussion post:
What assumptions are present in this scenario?
• Considering he was going to be working at major hotels one would assume that the quality of Steve’s work would be part of Karen’s discussion.
• It was an implicit assumption that Steve was qualified for the job
• I can assume that Karen thought Steve would know what to do or had experience and training.
• Karen assumed that Steve could repair trucks and the equipment he was held responsible for.
• I can assume that Steve’s performance issues at work is ongoing versus coincidental.
• I can assume that Steve’s performance will continue to be below expectations until he’s able to resolve his personal issues.
• I can assume that Steve did not accrue any personal time off so that he’s able to tend to his personal issues (vacation, sick leave).
• I can also assume that Steve made unauthorized personal charges the gas card.
• The assumption is that Steve is being honest about his personal issues.
• At the firing you can also assume that Steve thought that Karen would understand his alleged personal dilemma with his daughter because she’s a woman.
• At the end you assume Steve was terminated.
• The assumption at Steve did not receive any verbal or documented coaching before his performance review.
• It can be assumed that Steve expected to use the truck for personal use
• The official job offer/hire was not clear
How would you respond?
• I terminate Steve’s employment giving him the time he needs to straighten out his personal life so that he can minimize his distractions for any future employment.
What would you do?
• I would have found out if Steve was qualified for the job by asking probing questions.
• I would have laid out clear expectations regarding at his hiring and impose a 6 months probationary period.
• I would coach Karen in regards to how she handled Steve’s hiring/interview. I would encourage her to ask specific questions regarding Steve’s experience and qualification. I would direct her to actively listen more.
• Additionally, I would have offered him some training as to how each hotel site needs to be cleaned and what specifically he’s responsible for at each site.
• Depending on the circumstances if Steve communicated to me before hand I might have offered Steve a day off with no pay to address his personal issues
• I would have given Steve notice and opportunity to turn his performance around
• I would have actively performance managed Steve with progressive discipline verbal and documented coaching before it amassed out of control leading to a performance review board.
What questions did you ask yourself in coming to your conclusion?
• Did Karen give Steve clear expectations regarding attendance and responsibilities
• Did Steve make Karen aware of his personal situation at the time of hire/interview
• Did Karen make Steve aware of the demanding nature of the job
• Could Steve had handled the issues differently
• Did Steve use the truck for excessive personal use and charges on the gas card
• Did Steve fail to repair the broken equipment
• Why did Steve come in late and leave early
• Was Steve given any notice and opportunity during his performance issues
What assumptions are present in this scenario?
• Considering he was going to be working at major hotels one would assume that the quality of Steve’s work would be part of Karen’s discussion.
• It was an implicit assumption that Steve was qualified for the job
• I can assume that Karen thought Steve would know what to do or had experience and training.
• Karen assumed that Steve could repair trucks and the equipment he was held responsible for.
• I can assume that Steve’s performance issues at work is ongoing versus coincidental.
• I can assume that Steve’s performance will continue to be below expectations until he’s able to resolve his personal issues.
• I can assume that Steve did not accrue any personal time off so that he’s able to tend to his personal issues (vacation, sick leave).
• I can also assume that Steve made unauthorized personal charges the gas card.
• The assumption is that Steve is being honest about his personal issues.
• At the firing you can also assume that Steve thought that Karen would understand his alleged personal dilemma with his daughter because she’s a woman.
• At the end you assume Steve was terminated.
• The assumption at Steve did not receive any verbal or documented coaching before his performance review.
• It can be assumed that Steve expected to use the truck for personal use
• The official job offer/hire was not clear
How would you respond?
• I terminate Steve’s employment giving him the time he needs to straighten out his personal life so that he can minimize his distractions for any future employment.
What would you do?
• I would have found out if Steve was qualified for the job by asking probing questions.
• I would have laid out clear expectations regarding at his hiring and impose a 6 months probationary period.
• I would coach Karen in regards to how she handled Steve’s hiring/interview. I would encourage her to ask specific questions regarding Steve’s experience and qualification. I would direct her to actively listen more.
• Additionally, I would have offered him some training as to how each hotel site needs to be cleaned and what specifically he’s responsible for at each site.
• Depending on the circumstances if Steve communicated to me before hand I might have offered Steve a day off with no pay to address his personal issues
• I would have given Steve notice and opportunity to turn his performance around
• I would have actively performance managed Steve with progressive discipline verbal and documented coaching before it amassed out of control leading to a performance review board.
What questions did you ask yourself in coming to your conclusion?
• Did Karen give Steve clear expectations regarding attendance and responsibilities
• Did Steve make Karen aware of his personal situation at the time of hire/interview
• Did Karen make Steve aware of the demanding nature of the job
• Could Steve had handled the issues differently
• Did Steve use the truck for excessive personal use and charges on the gas card
• Did Steve fail to repair the broken equipment
• Why did Steve come in late and leave early
• Was Steve given any notice and opportunity during his performance issues
