3 lack of discipline the agenda is ignored during

This preview shows page 3 - 5 out of 6 pages.

3. Lack of discipline The agenda is ignored during this meeting, with Andrews deciding to divert the attention of the meeting to the turnover survey and not what had been planned. Further, Andrews was rude when Wilson was concerned about this. Timekeeping is also a major problem with most of the members hence little is achieved during the meeting. Again, Andrew’s should have taken the extra measure of reminding all the members to show up on time and he himself to also hold punctuality with higher regard. 4. No minutes are taken Minute taking is the most serious omission observed. No one is jotting down the proceedings of the meeting and hence there’s no follow-up to what had been previously discussed. A member should have been given the task of a secretary. Comment on the composition and membership of the Employee Retention Committee, and indicate how you would structure and position such a committee and how you would thoroughly describe its mission, purpose or charge. The make-up and structure of this committee could have been better. In the first place, the manager of the committee was selected just when he had joined the hospital’s workforce and hence had limited knowledge on traditions, employees’ welfare and the main problematic issues. 3
Image of page 3

Subscribe to view the full document.

In no uncertain terms, he was unqualified for the post. Employees of lower ranks should have also had a larger representation. A suitable committee would constitute at least six members, all of which should have at least two years of experience in the organization. The managers, their assistants and the hands-on employees should all have equal representation in the committee. The mission of the committee would be to work towards satisfaction of the entire employee workforce by guaranteeing the overall welfare of each individual and his or her specific needs. The committee would be charged with tasks such as building employee support strategies, ensuring that the working environment favors the employee, ensuring that a healthy level of openness is maintained for purposes of evaluation of the satisfaction levels and relaying their suggestions to the employer and finally, coming up with strategies to increase people’s emotional attachment to the organization they work for. CHARTING A COURSE FOR CONFLICT RESOLUTION: “IT’S A POLICY” In either paragraph form or as a list of points, develop the argument you would be advancing if you were in George Mann’s position.
Image of page 4
Image of page 5
  • Summer '17
  • aggab veda

{[ snackBarMessage ]}

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern