Petrina Williams
HIM 365
Prof. Bridget Doman
November 13, 2023
Case: Addressing the Squeaky Wheel
My first response to Sally's outburst would be active listening and compassionate communication. I would sympathize with her anger and realize the difficulties her team is facing. It's critical to avoid being defensive and instead focus on developing an open discourse in
which Sally feels heard and respected. I can lay the framework for a productive talk about potential solutions by assuring her that her worries are taken seriously.
(McConnell, 2018)
One option is to allocate the proposed full-time employee to Sally's team. This can minimize workload, reduce backlog, and demonstrate the organization's commitment to addressing employee complaints. However, there are certain drawbacks, such as budget limits and the idea of preferential treatment, which may cause animosity among other team members.
(McConnell, 2018)
Another option is to reassess Sally's team's workload distribution. Assessing present obligations and redistributing jobs or temporarily moving responsibilities to obtain a more balanced workload is part of this process. While this may be a temporary solution, careful communication
is required to guarantee fairness and understanding among team members.
(McConnell, 2018)
A strategic option is to consider process enhancements. Evaluating the department's operations
and identifying opportunities for improvement could boost overall efficiency. This method, however, runs the danger of not giving Sally and her team with immediate break, as process improvements may take time to produce apparent effects.
(McConnell, 2018)
The inherent trap in this situation is that Sally's complaints may be dismissed as persistent complaining without a full understanding of the underlying issues. This approach runs the risk of losing a valuable employee and creating a hostile work atmosphere. Ignoring these issues may contribute to lower morale and productivity, harming the department's overall success.
(McConnell, 2018)
