This is a very important piece of the story because it encourages the reader to think deeply about the text. Lengel, the store manager, refers to the group as girls which is very interesting because he could have gone with saying ladies but he didn’t. The reason the author chooses to put the word “girls” in there is to show that Lengel is not entirely respecting the group as young adults. He is really talking down to them and is not treating them as an equal. In a professional setting, or when a manager is talking, typically they would use the term ladies.
Miss Schwartz is a people pleaser, and she must learn to treat herself with dignity. Multiple times in the story Miss Schwartz does not take responsibility for her actions. After taking the dress from the department store Lena is not sure about bringing the dress back. The narrator states, “she would have gone back with the dress, but did not know how to go about it.” Miss Schwartz knows that it is wrong to steal, but she does not truly want to return the dress. To take the blame off herself she makes up the excuse
Miss Strangeworth tries to wear an innocent mask, but actually she is cruel. Jackson uses symbolism to support the theme of “The Possibility of Evil” by naming the main character Miss Strangeworth. The name Strangeworth demonstrates that the character is unordinary. Miss Strangeworth is different from everyone else because she writes cruel letters that are based on gossip, not facts. For example she writes, “HAVE TOU FOUND OUT YET WHAT THEY WERE ALL LAUGHING ABOUT AFTER YOU LEFT THE BRIDGE CLUB ON THURSDAY?
During a team meeting, registered nurse Robin utilized aggressive communication towards assistant Rashad. Robin’s verbal response to Rashad was hurtful, derogatory, and belittling rather than encouraging and supportive. Robin’s comments appear to represent her belief that she is superior to Rashad; therefore, she will be the one making the decisions. Rashad demonstrated passive behavior. Because he feared losing his job, he did not defend his position with an explanation of his job description or scope of practice.
How can you get to the bottom of an issue if employees are upset of being accused of doing their job wrong? Manzoni should have been the one to conduct this meeting to stress the importance of doing the input correctly she is the chief executive officer (CEO). Employees basically rejected everything they were told because of Singh’s approach to the training and the way she talked to them, it is evident since the data entry worsened. Training should lead to improvement not a decline in the services. These are all potential sources of the problem.
Though John had sympathy for the family pressures she was facing, but her unpleasant behavior was affecting the efficiency of the entire team and the organization. On the other hand, Andy another employee with CES and a team member for the waste management committee, made it worse by creating negativity in the mind of Vincent on the very first day of his office. Vincent resigned his earlier job because of the internal politics and did not want the same issues again. Vincent tough tried in altering Gwen’s job description but knew she won’t be satisfied with that too. John’s inability to anticipate issues and take up steps to resolve the conflict arising due to the Vincent’s presence is harming the output of the organization.
The managers were in fear of being unionized because they were afraid that a union would affect their everyday productions and interfere with their profit. A union would require the company to provide some form of benefits for their employees, which would interfere with company budget and spending. In order to convey this message to Norma Rae, the managers used intimidation by having her secluded in a little room with multiple managers surrounding her. This intimidation strategy had a very little impact on Norma and she could not be influenced by their aggressive point of view. When they took Norma away in a police car, the managers were setting an example to the employees about the consequences of protesting against the company and disrupting production.
The group leader, Christine, is frustrated with her team mate Mike who has made excuses for not attending meetings and has become disconnected from the rest of the group. Looking back at the incidents within the group Christine should have been able to see the warning signs that Mike would not give a full effort. If Christine had paid attention to the character traits of her team members she may have been able to work with Mike. Knowing that he did not feel the need to attend meetings might have helped her to assign tasks more effectively. Part II: Problem Identification Many of the groups’ problems started in the beginning when they were allowed by the group leader.
Recently, I was called down to the hotel’s Human Resources Department to be interviewed concerning how impossible the feud has become. I was asked to give some insight into the character of both ladies because the situation had progressed to the point of needing disciplinary action to be taken. Initially, I did not want anything to do with the situation. I would allow both women to vent to me when they needed to but as far as reporting their behavior to management I refused to be involved in. When I was told by my manager that Human
Everyone related to this company is affected by this situation. Investigators and employees didn’t want to get involves because they didn’t want to investigate their own bosses or be involve in conflicts of interest. I think their claims were reasonable but don’t think action should be taken upon them. But to prevent this issue there should be a policy or clause addressing this issue with its consequences so it doesn’t happen again. 3.