Dealing with Employee Problems
Share a time when you have encountered one of the six types of people described in the article
In my stay at Virgin-Atlantic Research and Development RD department, I encountered different characters, which were annoying. Most workers were in the marketing department who wanted disrupted other members in other departments. In particular, there was Mike (not his real name), who wanted to show that he knew it all. We also had Jennifer (not her real name), who was an interpreter and a slacker. In our department, we were faced by this challenge of Salome (not her real name) a grump, who thought we despised her negatively. Additionally, in our department we were faced by a challenge while dealing with Timothy (not his real name) for his ever-shouting attitude on the phone. Despite multiple interventions to assist these individuals, it was clear that their conduct could not change. For that reason, I thought of a strategy of how to deal with such employees when a situation of need arises. The incoming section will, therefore, be analyzing what I did; the seconding section will analyze what I should have done.
Describe the situation and how you dealt with him or her
I have to confess that it was a problem dealing with these characters. Michael and Timothy presented more problems as compared to Salome and Jennifer combined. Timothy was the most problematic to me directly since we were in the same department, even though his problem was manageable. To deal with him, I opted to remain silent when he was talking on phone. Michael could visit the department occasionally, to deal with him I could just walk out in the park. Salome was the most tragic since her problem could lead to total communication breakdown, for weeks or even a fortnight depending on the nature of the last encounter. To deal with her, I could wait until her moods comedown. Jennifer, who presented two problems, an interpreter and slacker, presented a serious challenge to this organization. To respond to her unique demands, I avoided her presence more often.
Using the advice given by the author of the article, what can you do the next time you encounter a person of this type?
However, avoidance did not solve these problems. Next time when I happen to service the same department, I will find a way to communicate decisively. To respond to Jack’s disruptions, I will tell him that I have a deadline to meet, and I need more time to concentrate with it. When it comes to Timothy, I will wait for him to terminate his call. I will request him out for a cup of coffee and explain to him politely how his conduct on the phone disrupts the department. Responding to the Salome moody problems, I will try to understand her personality by asking her to my own office where I will tell her that her present condition was unprofessional (Lyles, 2014). I will try to deal with what is easier for her, so that she does not take it negatively. Finally, to respond to Jennifer two problems, I will just ignore her when she comes to slack around. If it affects my work, by slowing down her activities in the marketing department, it will be advisable that I tell her straightforward, that her excessive character was affecting other departments. Similarly, while responding to her know it all character, I will talk with her to ensure that she finds comfort with her knowledge alone (Green, 2014).
Green, A. (2011, June 6). How to Deal With Annoying Co-Workers – US News. Retrieved December 19, 2014, from http://money.usnews.com/money/blogs/outside-voices-careers/2011/06/06/how-to-deal-with-annoying-co-workers
Lyles, M. (2014). Organizational Learning, knowledge creation, problem formulation and innovation in messy problems. European Management Journal, 132-136.
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