Choose One Of The Following Questions To Answer Submit 1 Or

Choose one of The Following Questions To Answer Submit A 1 2 Page Pape

Choose ONE of the following questions to answer. Submit a 1-2 page paper, double-spaced, 12 font Times New Roman, to answer the question. Research and cite your sources. These questions are based on Ch.10, and you should review the Ch.10 text and PowerPoint.

1. You have hired a new Sales Associate, Miguel, and he has been with the company now for one week. In Miguel's initial calls with customers and interactions with other employees, you have noticed that he has a harsh tone and does not seem friendly. You have even received customer and employee complaints. What action would you take with Miguel? Miguel asks about his "career" and future with the company. Define "career" and how you would manage Miguel's career development. Explain your thoughts and rationale.

2. Lydia has worked for you for over three years. She is normally a good employee, but lately you have noticed that she is leaving work around 4:30pm, even though she is supposed to stay until 5pm. You have also noticed that she is stretching out her time on projects and her work, taking longer than she normally does. What action would you take with Lydia? Lydia asks about her "career" and future with the company. Define "career" and how you would manage Lydia's career development. Explain your thoughts and rationale.

3. You are the Manager for a local 24-hour pharmacy store. You hired Maria about two months ago as the Night Shift Lead. Overall her performance has been good. She has a good manner with customers, and employees respect her. During the last few weeks, Maria has called in sick a few times, and completely missed her overnight shift. This has caused a lot of last-minute shuffling as you have had to find a backup for her. What action would you take with Maria? Maria asks about her "career" and future with the company. Define "career" and how you would manage Maria's career development. Explain your thoughts and rationale.

Remember to choose only ONE of these questions to address in your 1-2 page paper, providing explanations and your rationale for your actions. Reference the Ch.10 and Ch.12 textbook and PowerPoint. Check your grammar and spelling before submitting, as this is important in the business world. Include references where used and ensure most of your paper reflects your own thoughts and wording.

Paper For Above instruction

In this paper, I will address the scenario involving the new Sales Associate, Miguel, focusing on appropriate actions to take and how to manage his career development considering the challenges observed during his initial week. I will analyze the situation using leadership and human resource management principles, supported by scholarly sources, to recommend a constructive approach that fosters Miguel’s growth while maintaining team morale and customer satisfaction.

Initial observations reveal that Miguel exhibits a harsh tone and appears unfriendly during customer calls and interactions with colleagues. Such behavior can undermine team cohesion, diminish customer experience, and pose risks to the company’s reputation. According to Robbins and Judge (2019), effective communication and interpersonal skills are crucial in sales roles, impacting customer loyalty and team dynamics. When faced with a new employee displaying these behaviors, the immediate step is to provide clear, constructive feedback in a private setting. This communication should focus on observable behaviors, their impact, and expectations for improvement, rather than personal criticisms (Werner & DeSimone, 2018). It is essential to approach Miguel with empathy, understanding that his demeanor may stem from unfamiliarity with the company culture or personal challenges, and to develop a supportive plan for his growth.

Developing Miguel’s career involves identifying areas for improvement and providing targeted development opportunities. For instance, offering coaching sessions on emotional intelligence, communication techniques, and customer engagement can help him enhance his interpersonal skills. Furthermore, setting specific, measurable goals aligned with his role and career aspirations fosters motivation and accountability (Noe et al., 2017). Regular performance evaluations and feedback sessions are vital, enabling Miguel to track progress and feel supported in his professional development. Incorporating mentorship programs or peer coaching can also facilitate skill development and integration into the team (Cummings & Worley, 2018).

From a broader perspective, managing Miguel’s career involves a proactive approach to talent development, aligning his individual growth with organizational objectives. As Latham (2019) notes, career development should be personalized, considering employees’ strengths, interests, and aspirations. Providing Miguel with opportunities for skill enhancement, recognizing improvements, and aligning his future roles with his interests can boost engagement and retention. If Miguel demonstrates a positive trajectory, leadership can involve him in more complex sales tasks or leadership training programs, preparing him for future roles within the company (Cascio & Boudreau, 2016).

In conclusion, addressing Miguel’s initial misconduct with a balanced approach—combining immediate corrective feedback with ongoing development opportunities—can foster his professional growth and contribute to a positive organizational culture. Clarifying expectations, providing support, and setting developmental goals are key steps in managing his career. These practices not only benefit Miguel but also uphold the organization’s standards and promote a cohesive, customer-focused team environment.

References

• Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
• Cummings, T. G., & Worley, C. G. (2018). Organization development and change. Cengage Learning.
• Latham, G. P. (2019). Work motivation: History, theory, research, and practice. Sage Publications.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. (2017). Fundamentals of human resource management. McGraw-Hill Education.
• Robbins, S. P., & Judge, T. A. (2019). Organizational behavior. Pearson.
• Werner, J. M., & DeSimone, R. L. (2018). Human resource development. Cengage Learning.