My planned strategy was to start being passive which would gradually become assertive depending on the modus operandi and strategy of the interviewer. It was to take the interview towards the negotiation level where both the parties would be mutually satisfied with the interview…
So I had to discard my initial strategy of being passive and straight away adopt assertive manner to explain my reasons. The most important factor that favoured me was that the interviewer was ready to listen to my reasons with open mind. It was for these reasons that I was able to satisfactorily explain my erratic timekeeping.
The open disposition of the interviewer greatly helped to ease my tension. The manager’s understanding of human behaviour greatly facilitated my strategy to come to the desired outcome. All through the interview, I never felt threatened. But the mild rebuke from the manager about my not being open with him regarding my personal problems and timely communication of the same was justifiable. Though, he was quite sympathetic about my child’s health problem, he informed me gently that he too is a father but at the same time, being a manager, he is also accountable for his workers performance as well as for their welfare. Had I discussed my problems with him, I would have better managed my office and personal life. Indeed, I was let off with warning that any future late hours would be treated as such and no leverage would be given.
The feedback was an important proceeding that comprised of open class discussion of my role play video. The peer observation was the highlight of the interview. I was informed that the first assumption of the manager about my late coming had really taken me by surprise and I had no alternative but to become assertive to maintain my credibility. I had also maintained respect for my manager that had shown through my facial expression and non verbal behaviour. My manager was very open minded and empathetic that had helped me to be frank and discuss my personal problems. The attitude and behaviour of the manager inspired trust which became the major element of facilitating satisfactory outcome of the interview.
The manager’s assertion that effective communication helps to solve problem ...
Cite this document
(“Evaluation of disciplinary interview Essay Example | Topics and Well Written Essays - 1000 words”, n.d.)
Retrieved from https://studentshare.net/miscellaneous/410942-evaluation-of-disciplinary-interview
(Evaluation of Disciplinary Interview Essay Example | Topics and Well Written Essays - 1000 Words)
“Evaluation of Disciplinary Interview Essay Example | Topics and Well Written Essays - 1000 Words”, n.d. https://studentshare.net/miscellaneous/410942-evaluation-of-disciplinary-interview.
This essay will use three articles, one from The Journal of Medieval History, one from History, and another from Speculum to draw out and synthesize rhetorical techniques commonly used in the writing of the field. These articles are “The Ministry of Gerold d’Avranches: warrior-saints and knightly piety on the eve of the First Crusade” by James MacGregor, which examines the use of violence in medieval Christianity, “The Islamic View and the Christian View of the Crusades: A New Synthesis,” by Paul Chevedden, which argues that Christians and Muslims tended to actually have a very similar idea of what the crusades were, and “The Leper in Medieval Islamic Society” by Michael Dols,
He is a dedicated health worker whose growth and rise in this medical field has not been an easy one. He started as an admissions clerk where he served for a period of four years before moving to the Medical records department where he worked for around 13 years as a medical records supervisor and director before being moved to the current position he currently holds.
In all these scenarios, it might be obvious to us what the problem might be with the design, as well as what can be done to rectify the situation. Nevertheless, sometimes the usability problems might not be obvious making the correction of the errors technical to software designers.
An Interview of a Servant Leader The concept of servant leadership as a leadership Philosophy was developed by Robert Greenleaf in the year 1970 (D’Souza, 2004). As a leadership style, servant leadership emphasis on the people, i.e. the main objective of servant leadership is to empower the people and to ensure that the people are contented and able to fully exploit their potentials.
Goal setting primarily consists of two parts, which is the defining of the overall project goals and the establishment of the relevant criteria and the particular parameters to evaluate their performance objectives (Johnson, 2009).
Thus, steps need to be taken to assure that the set goals happen to be precise and specific and their exists no ambiguity or doubts pertaining to them (Johnson 2009).
These policies may address issues such as sexual harassment, workplace violence, stealing, racial comments or observations, lethargic approaches to work and other activities which may harm the company or any of its employee's interests.
Anybody disobeying the policies implemented is usually suspended or fired due to the nature of these policies.
This case is the first disciplinary issue since the D@W program was delivered.
Personally, I do not know the employee. Hence, I had asked for the employee's record to check if he had earlier been involved in any such incident. I found that this employee's record is clear of any untoward incident, and the incident under investigation is the first one in his four years' tenure with the company (Disciplinary procedure, April 2008).
Interviewing Personnel Becomes Particularly Difficult Because Different Principles Apply Depending Upon Whether the Incident Leads To a Criminal Prosecution or a Disciplinary Hearing" 1
In the present business scenario, companies are required to adopt different policies along
In a typical workplace, there is a lot of interaction among the employees, the executive, and between the employees and the employer. This interaction has mixed results, including improved interpersonal relationships and often, conflict. When there is a difference in opinion and interests, workers may resort to inappropriate methods to settle scores.
6 Pages(1500 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic Evaluation of disciplinary interview for FREE!