Case Study.No one wants to work with herdocx

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Running head: CASE STUDY 1 Case Study: No One Wants to Work With Her Kirsten Frederick Southern New Hampshire University

CASE STUDY 2 Case Study: No One Wants to Work With Her The situation with Jenny is one that many people can relate to experiencing in their professional lives. Even in the most positive and upbeat work environments, it only takes one negative person to completely change the overall feel of the office for everyone. Not only does this take a toll on the entire team, but it can also bleed over to the service that is provided to the customer base. In addition, the bad attitude of an employee will overshadow their performance no matter how well they are doing in their role. In order for Jenny to better control her emotions at work, she needs to work on her self- awareness and self-management. This entails the ability to not only recognize and understand the various emotions she is feeling throughout the day, but also have the ability to handle these emotions in an effective manner. I suggest that she take little moments during the day to do a self-check on how she is feeling about a particular project or task she is doing. Taking a mental note of her feelings and how those emotions are being projected onto others around her will help her take notice and adjust as needed for the benefit of the team. Managing stress is another key factor to improving self-awareness and this is also something that Jenny needs to be mindful of in her improvement strategies. Taking a break during the day to remove yourself from the stress of the daily tasks is one way to improve your stress level and improve your self-awareness. Getting up to stretch, meditate, or taking a walk can help improve your mood and get your stress under control. If she finds herself feeling overwhelmed or upset at the actions of her coworkers,

CASE STUDY 3 instead of reacting immediately she can take a moment to internally count to 10 and take some deep breaths to get her emotions under control. It is important to have positive relationships with those that you work with. We don’t need to be best friends with our coworkers, but we should have respect and kindness for others. My suggestion for Jenny would be to engage in more conversations with her coworkers and work on being more open with them to get to know them on a more personal level. Jenny can work on her listening skills so she is able to better understand her colleagues and their ideas and also listen to any feedback they have for her. I have personally experienced a similar situation in which my team was somewhat fractured due to the lack of interpersonal relationships and respect within the department. I found success in holding regular team building activities and I would suggest that in this scenario as well. By going out for some fun, away from the office, is a nice way to break the ice and help build better relationships in the team. The intention is to leave everything at work, and focus on having fun and getting to know each other. As a leader and manager of a team, it is important to not only have team meetings, but also individual meetings with each member of the team. This allows you to check in with each person regarding their performance and also address any challenges or concerns they may have with current projects. I would make sure to have weekly scheduled meetings with Jenny and discuss specific areas related to her work. During these meetings I would share any constructive feedback on her performance and attitude in a private manner as to not embarrass her in front of her peers. This feedback should be delivered in a manner that is positive, specific, and descriptive so she is clear on the situation and the expectations moving forward.

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CASE STUDY 4 References Bauer, T. (2019). Leadership and Team Building v3.0.1. Flat World Knowledge. https://mbsdirect.vitalsource.com/books/978-1-4533-3446-1

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