Question

Short case "Igor the Employee"

Create your post addressing the following:

Describe four HRM mistakes made by the manager in the case. There could be more than four.

Applying the FOSA or DESC model, script a conversation with Igor about his tardiness and dependability. Must address all dimensions of FOSA or DESC and incorporate progressive discipline concepts from the chapter.

Igor's manager reports to you. Other line employees complained to HR about the all-hands memo, stating that only one employee was breaking the rules, and sending a memo to everyone is a bad HRM practice, and a demotivating experience for the employees. HR asks you to coach the manager. You agree. Using the FOSA or DESC model, script your coaching discussion with the manager about the all-hands memo. Must address all elements of FOSA or DESC. Be sure in the end to suggest an alternate course of action to the manager, in case the manager has to deal with similar performance issues in the future.

Have you ever received an all-hands memo that would have been better sent only to the offending employee? Describe your experience if you want to share.

Answer 1

HRM mistakes in the case include poor communication, mismanagement of discipline, breaching confidentiality, and ineffective feedback. FOSA or DESC models are suggested to script a conversation with both Igor and the manager for improvements. Sharing personal experiences can bolster the case for targeted communication.

Step-by-step explanation:

Identifying HRM mistakes made by the manager in the Igor the Employee case involves noting where managerial practices diverged from effective human resources strategies. Four possible HRM mistakes include: inadequate communication, poor use of disciplinary measures, failure to protect employee confidentiality, and ineffectual use of feedback.

When scripting a conversation using the FOSA model, which stands for Factors, Objectives, Solutions, and Agreement, it's essential to articulate the manager's observations (Factors), outline desired changes (Objectives), propose actionable steps (Solutions), and aim for a consensus (Agreement) on how to improve Igor's tardiness and dependability. This should also incorporate progressive discipline concepts.

For coaching the manager regarding the all-hands memo, the FOSA or DESC (Describe, Express, Specify, Consequences) model can be applied to provide constructive feedback. Highlighting that addressing the entire workforce for an issue caused by one person could be demotivating, offering alternative strategies for future incidents can reaffirm better HRM practices.

Reflecting on personal experiences with an all-hands memo, sharing how it may not have been the most effective approach can serve as an illustrative point in understanding the impact of broad communication versus targeted guidance.