Inept Management Style in the Performance of People - Case Study Example

Human Resources (Healthcare) - Case Study Introduction The Case to be analyzed focuses on the impact of an inept management style on the performanceand working style of the people relating to a Hematology Department. It focuses on the change management required to be put in place to help encourage the people to change their attitudes to the work and become more committed in fulfilling the objectives of the concern. The paper in the course of dealing with the case would tend to provide effective recommendations to enhance the efficiency of the selection process. Structuring of the Selection Process for Supervisors The selection process for Supervisors in the Hematology Department can be formulated based on a comprehensive process such that each of the different applicants is evaluated and rated based on specific parameters. The first parameter deals with the aptitude and skill of the individual in problem-solving activities and in providing prompt decisions. Secondly, the selection process also needs to evaluate the interpersonal and team building skills of the individuals relating to the process of influencing subordinates to fulfillment of organizational goals. Thirdly, the selection process involves understanding or evaluation of an individual’s potential in handling controversial or confronting issues and to work harmoniously in a pressurized job setting. Similarly, in the fourth case the selection process should also tend to evaluate the degree of innovation incorporated in rendering new initiatives in a proactive fashion by the managerial applicants in troubleshooting problems. Finally, the selection process of the supervisors should also tend to observe the agility in the management staffs to enhance their technical and process knowhow through learning. Along with the above parameters specific tools can be incorporated, like ‘Role Playing’ that in turn contributes to the reduction of the event of Role Ambiguity in the workplace. Similarly, apart from conducting ‘Personal Interviews’ scales can be adequately designed to rate the behavioral attributes of the different applicants based on ‘Behavioral Anchored Rating Scales’. The scales can be created on a Five Point basis from ‘Very Good’ to ‘Very Poor’ rating the different parameters like ‘Interpersonal Skills’, ‘Initiative’, ‘Working under Pressure’, ‘Leadership’, ‘Prompt Decision Making Potential’ and others to thereby present an effective assessment of the individual potencies involved in matching the requirements of the role set (Rice and Burnett, n.d., p.2-5). Inclusion of Staff in the Selection Process The selection process for the supervisors can be further enhanced through the incorporation of the 360 degree appraisal program. Incorporation of the 360 degree appraisal contributes to the gaining of effective feedback from subordinates and peers of the applicants involved such that an effective selection procedure can be implemented. The supervisor to be selected would work to gain success for the concern not in an isolated fashion. Rather, the person would be required to draw in the support of the staffs involved, whether along the same level or subordinates to help him or her in fulfilling the organizational objectives. Herein the motivation and commitment of the people need to be enhanced and streamlined to help reduce the stress in the organization emanating from the fear in the rise of attrition and absenteeism levels. Gaining feedback from the employees or staffs involved would also contribute in enhancing their morale to operate in a highly committed fashion. Similarly, the feedback of the people gained in the supervisor selection process would also help in the reduction of potential conflicts emanating from the perceptual differences between them and the supervisor selected in decision making functions (Reilly and Williams, 2006, p.149). The Right Person to be hired Relating to the study of the case conducted it is evident that the right person to be selected as the consequent Supervisor after Anne is Jennifer. Selection of Jennifer to the Supervisory role in the Hematology department would serve good for she is the person who being entrusted with the responsibility of the Department Supervisor in the second month of Anne’s probationary period largely contributed to setting things right in only a month’s time. It was inferred by the Technical Director that last month when Jennifer was acting as a temporary supervisor, the situation had changed from the previous case reflecting high employee morale and strong interpersonal bonds. Further, Jennifer also reflects prior experience of around four years in operation in the Hematology department and also has required technical and process knowhow. In addition to the above parameters Jennifer’s selection as a supervisor also has adequate support from the staffs thereby making her as the right person to be selected to the post of the Supervisor. Handling of Staff Grievances The decision taken to appoint Jennifer as the next Supervisor may not be liked by certain staffs that in turn would desire Grace to be appointed in the stated post. These people may happen to reflect potential conflicts and thereby tend to disrupt the organizational functioning. Herein the effective process meant to resolve such emerging staff disputes emanates from conducting an enhanced understanding of the issues highlighted through active listening. Apart from enhancing the activity of listening to the issues raised in by the staffs the process of conflict management involves reducing organizational stress through effective and proactive communication practices. Creativity rendered in the communication paradigm would contribute to the incorporation and development of a new work culture in the concern. Again, Jennifer can be trained to encompass the views and feedbacks of the people in the process of formulating effective managerial decisions. These processes kept in mind would contribute to the enhancement of transparency in the decision making activities and thus enhance staff support (MacKinnon, 2003, p.293). The Most Pressing HR Issues The most pressing Human Resource issues reflected in the case encompasses reduction in employee morale, increase in the level of absenteeism pertaining to weekends, enhancement of the feeling of dissatisfaction in the workplace owing to disruption of harmony and rise of potential conflicts and also clear evidence of biasness in the behavior of Anne in managing staffs. Owing to the above factors a larger portion of the staffs continually threats the management of putting down their papers to thereby help in raising concerns. Events of staff favoritism coupled with indifferent attitude of Anne towards staff problems had resulted in enhancing the frustration levels of the workers at all levels. The above fact being carried out in a spontaneous fashion by Anne resulted in reduction of the commitment level of the staff to perform in an effective fashion and rise in the level of disruption at the workplace. Conclusion It is learnt from the analysis of the case that the inept management style of Anne was the root cause of the problem for reducing the morale of the staffs working in the Hematology department. The paper rightly focused on the changes pertaining to the selection process that ought to be put in place to gain the support of the people in the department for the holistic fulfillment of the tasks outlined. The paper also effectively outlined the process of dealing with staff tensions so as to sustain harmony in the concern and outlined the most pressing issues concerning human resources in the department that needs to be taken care off. References MacKinnon, L.T. (2003). Exercise Management: Concepts and Professional Practice. United States: Human Kinetics. Reilly, P., and Williams, T. (2006). Strategic HR: Building the Capability to Deliver. United States: Gower Publishing, Ltd. Rice, C., and Burnett, J. (No date). Comprehensive Assessment Process for Selecting Management Trainees. Retrieved from: http://www.assessmentcenters.org/pdf/36thIC_Documents_2011/CSX.pdf Read More