Recommendations from the Clients - Assignment Example

Hypothetical Client Recommendation Paper Table of Contents Scenario The Case of Tom Martin 3 Scenario 2: The Case of Janice Wellington 5 Scenario 3: The Case of Michael Thompson 7 References 9 Scenario 1: The Case of Tom Martin In the provided case, the most preferred and suggestible option would be to release Tom Martin on the ethical and legal ground. Tom Martin had been working for 4 long years in the organization and certainly possesses significant traits to enhance his productivity as a service provider in the Family Support Services Center. However, there are also a few noteworthy complaints reported against Tom Martin as an individual counselor for the adult clients. For instance, Tom Martin has been alleged by female clients to commit sexual offences. This later also caused the four female clients to terminate counseling sessions with Tom Martin devoid of any explanation. From an organizational point of view, it is quite apparent that Tom Martin’s behavior shall cause significant effect to the organization’s well-being in terms of reputation as a Family Support Services Centre. This certain aspect can be recognized as quite significant for a service based organization. It is worth mentioning that customer satisfaction has gained considerable importance in the service industries and has been recorded to enhance the overall sustainable growth of the organization (Cronin, Jr. & Et. Al., 2000). It is in this context that Tom Martin’s behavior shall in the near future cause serious issues regarding customer dissatisfaction. Furthermore, his behavior towards female clients shall also influence the working environment within the organizational structure. From an overall point of view, this shall lead to diminished productivity of the workers in the organization. Thus, it is most likely to hamper the future growth prospects of the organization and should be considered quite significantly. Taking into account, the probable consequences of Tom Martin’s behavior from the organizational perspective, the most applicable suggestion would be to release him through termination. However, being associated with the organization for 4 years as an adequate counselor, Tom Martin can also be identified as a vital member with significant experience in client handling. It is in this context that the supervisors should also focus on interviewing Tom Martin in order to gain an insight to the scenario. As stated by Murphy & Dillion (2003), interviewing has always been beneficial to develop in-depth understanding of a situation related to the perception and behavior of an individual which shall also be beneficial in this context. It is in this milieu that providing equal consideration to the reasons and consequences of Tom Martin’s behavior, importance in the organization and other fundamental aspects, it can be stated that Tom Martin can also be referred for additional supervisory support and re-training in the child and family counseling sector. Working with children and families shall also eradicate the complaints brought against Tom Martin regarding sexual offences by the female clients. Conclusively, if the problem is observed to persist, Tom Martin should be released from the organization taking into account the rules and regulations of termination as stated in the organizational code of conduct. Scenario 2: The Case of Janice Wellington In this case, Janice Wellington can be termed as a vital resource for the organization to derive greater customer satisfaction in the child and family counseling segment. According to the past record of Janice Wellington, clients can be observed as quite satisfied with the services provided by her. She also possesses efficient therapeutic skills which can be improved through training and re-training sessions along with additional supervisory support. In this case, the strategy which shall be most applicable can be identified as the reinforcement of her confidence at working with the families as in the case of children. Interviewing her at periodical intervals and recognizing the problems that she needs to witness in her regular job shall be highly beneficial for her retraining. It is in this context that the interviewing of Janice Wellington shall in turn assist the supervisors to monitor her engagement with the organization as well as with her clients and thus identify her deficiencies (Murphy & Dillion, 2003). For instance, her current assessment depicts that she is less confident when counseling the families in comparison to the cases related to children. Furthermore, she can also be identified to lack in engaging herself in the organizational process with efficiency regarding the submission of her client logs within the due time specified. From an overall perspective, it can be stated that Janice Wellington possesses significant and advantageous traits in relation to the child and family counseling segment. However, she is also witnessed to acquire a few noteworthy deficiencies such as lack in confidence level and inefficiency in conducting the job responsibilities such as the preparation of client case logs within the due time period. Considering her demographic features, it can be further stated that she possesses insufficient experience in the field related to the counseling of families. For instance, she had been employed only for 2 years as a counselor in the child and family segment of the Family Support Services Center. Therefore, to enhance her confidence and productivity in the vertical it is quite essential to provide her with re-training and additional supervisory support as two advantageous modes of reinforcement (Murphy & Dillion, 2003). It is worth mentioning that continuous motivation shall be quite advantageous in this context so as to ensure consistent quality performance from Janice Wellington as a child and family counselor. With the concern to enhance the efficiency of Janice Wellington’s performance and motivate her to reinforce the desired behavior, supervisors can certainly implement re-training strategies as well as reinforcing strategies (Vance & Ensher, 2002). In this case, both positive and negative reinforcement can be considered to be effective. For instance, the competitive traits of Janice Wellington such as quality and satisfactory services provided to the clients should be considered for positive reinforcement in terms of rewards and other forms of appraisals. On the contrary, her inefficiency in preparing client logs and providing it to the supervisors at due time shall be subjected to negative reinforcement in terms of penalties and punishments as well. However, the prime effort of the supervisors in this case should be to enhance the competency of Janice Wellington from an overall perspective so as to benefit the organization at large. Scenario 3: The Case of Michael Thompson In the case of Michael Thomson, it can apparently be observed that the employee is facing significant complexity in managing his personal and professional life with efficiency. It is of no doubt that the person is quite important and productive for the organization with positive past records. Moreover, he has been working for around 16 years with the organization in the segment concerning the cases related to substance abuse with 18 years of sobriety in drug use. In this case, the actual problem can be identified as related with Michael Thomson’s personal life. As stated in his current record, Michael Thomson has been observed to be stressful and depressed in the workplace due to his personal life conflicts. It is in this context that studies have revealed employees’ stress and depression to have significant impacts on their performance and overall efficiency. For instance, stress within the employee has been observed to result in diminished sense of belongingness and accountability towards their job responsibilities that shall in turn affect the organizational productivity as a whole (Colligan & Higgins, 2005). Moreover, the stress and the depressed behavior of an employee in the workplace is also recorded to affect the overall work culture and thus influence the productivity of other co-workers as well (Murphy & Fordham University, 2008). Therefore, it is quite essential to provide considerable significance to the context of employee stress and depression so as to gain efficiency in managing human resources. Considering the probable consequences of Michael Thomson’s stress and depressed behavior in the workplace, it can be stated that the individual requires intense amount of assistance from his supervisors in relation to stress management. With this concern, it can be beneficial to continuously monitor the behavior and performance of Michael Thomson along with enhancing his relationship with the job responsibilities and reinforcing his prior efficiency. In order to reinforce the desired productivity of Michael Thomson, the supervisors shall consider frequent interview sessions with him providing an opportunity to identify his actual lacuna and thus support other reinforcement strategies (Murphy & Dillion, 2003). The supervisors of Michael Thomson shall also focus on the implementation of refer strategies concerning rectification or corrective plan of assistance. It is worth mentioning that Michael Thomson has been recorded to relapse or most probably contemplate drug use personally by his co-workers that are likely to cause significant issues in the workplace and overall productivity of the organization in the long-term scenario. Other than stress at home, Michael Thomson has also been witnessed to deal with financial obligations and problems in his personal life. This can be stated as another significant reason for his stress and depression. In this regard, the organization can emphasize on the Employee Assistance Program and Policy providing financial assistance to Michael Thomson. This shall not only enhance his belongingness towards the organization but shall also motivate him to work with better efficiency. Moreover, providing financial assistance shall also reduce his stress to a certain extent. References Colligan, T. W. & Higgins, E. M., (2005). Workplace Stress: Etiology and Consequences. Journal of Workplace Behavioral Health, Vol: 21, pp. 89-97. Cronin, Jr. & Et. Al., (2000). Assessing the Effects of Quality, Value, and Customer Satisfaction on Consumer Behavioral Intentions in Service Environments. Journal of Retailing, Vol: 76, pp. 193–218. Murphy, B. C. & Dillion, C., (2003). Interviewing In Action: Relationship, Process, and Change. Brooks/Cole Thomson Learning. Murphy, C. A. & Fordham University, (2008). Working In a High-Performance Corporate Culture: Effects on Employee Perspective and Health. ProQuest. Vance, C. M. & Ensher, E. A., (2002). The Voice of the Host Country Workforce: A Key Source for Improving the Effectiveness of Expatriate Training and Performance. International Journal of Intercultural Relations, Vol: 26, pp. 447–461. Read More