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Case 46: Lighting a Fire

Jan-Anne Ocampo
For Human Behavior in an Organization
Viewpoint:
 Allison Clark, EA to the Commissioner of Client Services

Statement of the problem:


 Inefficient and demotivated work performance from Lenora
 Difficulty in getting Lenora to help other team members
 Ineffective motivation strategies to get Lenora’s willingness to contribute
Statement of Objective

To effectively motivate Lenora to increase


her productivity and cooperation within 2
months
• Allison has the responsibility to supervise

Strengths
all clerical support staff
• Has competent staff members: Wilma and
Joan

Weaknes • Allison dislikes supervising


• Reluctant supervisor
• Demotivated, inefficient and unhelpful
s team member: Lenora
• Involvement of training and development
team to assist Allison
Opportunities • Review the processes of work

• Competent staff might leave the company


• Company audit might take place and the
Threats team might cause findings
• Allison might be relieved of her supervisory
role
Assumption

 Lenora is inefficient and demotivated due to previous experiences


 Her demeanor and lack of personality might be caused by personal or professional
background
 She doesn’t want to perform more than what she is paid to because she doesn’t want
people to abuse her
 She is not scared of losing her job because a union is probably going to support her
claims
 There is no set training plans made by the company’s HR
 No succession plan is in place
ACA 1: create one-on-one sessions
with the team as a part of career
development

 Advantages
 Allison would be able to get to know the team better
 She would be able to understand the reasons for Lenora’s actions
 Lenora will be able to communicate who she is and her plans

 Disadvantages
 Might take a few moments of work hours
 Tracking of progress in each session
ACA 2: transfer Lenora to a
different department

 Advantages
 Allison can get rid of her main problem: inefficient team member
 Wilma and Joan won’t have a negative impression in the work environment

 Disadvantages
 Workload might be more for the remaining team members
 Lenora might not change and the team she transfers to might experience the problem
ACA 3: increase Lenora’s salary

 Advantages
 Lenora might start to feel that she can take on more workload as she is paid enough to do so
 She would start to feel motivated

 Disadvantages
 Wilma and Joan might raise an increase
 Increase in labor cost
Decision matrix

Criteria ACA 1 ACA 2 ACA 3


Timing 2 3 1
Effectivity 3 2 1
Cost 1 2 3
Commitment 3 1 2
Total 9 8 7
ACA Selection

ACA 1: create one-on-one sessions with the team as a part of career development is the
most effective course of action because this will definitely help Allison get to know who is
she dealing with. Who really is Wilma, Joan and Lenora as people and as workmates.
This will help her also get to experience a different side of supervisory role. Supervising
people is not just looking at what they do and how they do it but it’s also getting to know
who they are and understand their needs.
Creating one-on-one sessions should be the key to a harmonious supervisor-staff
relationship. This will definitely be a way to create career development plans that best fits
each and every member of the team.
Action plan

Action Plan Person responsible Timeline


Gather the team and announce the Allison Half day
one-on-one session plan

Create objectives for the sessions Allison One day


Schedule the sessions on a weekly Allison Half day
basis
Conduct sessions once every week Allison 3 days per week
Track items discussed, next steps and Wilma, Joan and Lenora Weekly
make follow ups

Coordinate plans with training team Wilma, Joan and Lenora Weekly
Measure changes Allison Weekly
Questions?
Thank you!

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