Case Study
1. As you study Henry's problem, think about what you would advise Henry to do.
I would advise Henry to assess the reasons why the supervisors are requesting transfers to other stores. Although Henry does offer his supervisors a pay incentive plan that provides financial rewards to employees who cut cost and increases sales, he does not take the time to communicate with his employees to find out if they have the tools that they need to perform their jobs effectively. Henry should meet with his supervisors once he discovers where he missed the mark. He will then be better prepared to improve his communication methods with his staff of supervisors. Once he makes this necessary change this could mean a world of difference in regaining the trust of his supervisors as this will display to them that he is listening and recognizes that there is in fact a problem and that he intends to right his wrong. 2. What does Henry need to know about communication competency?
Henry needs a basic understanding of communication competency, at the minimum. This would be the least amount required for someone in his position. It would be preferable that a manager have an extensive amount of experience in communication competency, but at the minimum, Henry should be able to effectively communicate with his peers and subordinates, including the two managers. In this scenario, Henry has not taken any proactive stand at any time to actually communicate with the managers under his supervision.
3. Discuss the relationship between communication and motivation. There is a strong relationship between communication and motivation. In order for employees and managers to both become and stay motivated, communication is essential. When there is an active dialogue between managers and subordinates, it provides motivation because the employees/managers are aware of exactly what is expected of them, and the lines of communication are open. Employees that know that the lines of
I would advise Henry to assess the reasons why the supervisors are requesting transfers to other stores. Although Henry does offer his supervisors a pay incentive plan that provides financial rewards to employees who cut cost and increases sales, he does not take the time to communicate with his employees to find out if they have the tools that they need to perform their jobs effectively. Henry should meet with his supervisors once he discovers where he missed the mark. He will then be better prepared to improve his communication methods with his staff of supervisors. Once he makes this necessary change this could mean a world of difference in regaining the trust of his supervisors as this will display to them that he is listening and recognizes that there is in fact a problem and that he intends to right his wrong. 2. What does Henry need to know about communication competency?
Henry needs a basic understanding of communication competency, at the minimum. This would be the least amount required for someone in his position. It would be preferable that a manager have an extensive amount of experience in communication competency, but at the minimum, Henry should be able to effectively communicate with his peers and subordinates, including the two managers. In this scenario, Henry has not taken any proactive stand at any time to actually communicate with the managers under his supervision.
3. Discuss the relationship between communication and motivation. There is a strong relationship between communication and motivation. In order for employees and managers to both become and stay motivated, communication is essential. When there is an active dialogue between managers and subordinates, it provides motivation because the employees/managers are aware of exactly what is expected of them, and the lines of communication are open. Employees that know that the lines of