Letting People Go

You have identified an individual in your department who falls into the bottom 10%. Using Jack’s advice on no surprises and no humiliation, how would you approach the conversation with the individual? Specifically outline how you would prepare for the meeting. Where and when would you have the conversation? What documentation or other resources will you want to have with you at the meeting?

Post your initial response by Wednesday, midnight of your time zone, and reply with suggestions for improvement to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​​

1st class to respond to

 Tiara Collins RE: Week 6 DiscussionCOLLAPSE

Hello Professor and Class,

 You have identified an individual in your department who falls into the bottom 10%. Using Jack’s advice on no surprises and no humiliation, how would you approach the conversation with the individual?

My goal of the meeting and approach would be to find out why are they falling in the 10% (1). I want to understand and have empathy with the subordinate. I would want to make sure it is in private because the chance that others could over hear the conversation is not a good thing. I would make sure I could have it over maybe the morning coffee with them in the conference room to make them feel more comfortable (2). I would ensure I am actively listening.  

Specifically outline how you would prepare for the meeting.

I would make sure I set the time aside to show the person that they are important. I also would make sure I am using facts to show them that this wasn’t the same level they were performing at. I would show them the level I wanted to encourage to get them to that level.

Where and when would you have the conversation?

In a conference room or in their office. I would make sure I sit next to them so it shows we are on the same side of this improvement. I would want them to feel comfortable to understand I am trying to work with them and we are on the same team. I would have the meeting mid-morning.

What documentation or other resources will you want to have with you at the meeting?

I would have any training items that I could suggest for them to get out of the 10 percent. I also would have the documents that show the difference in the levels. I also would have a calendar to try to put a timeline together if we were brainstorming to make the subordinate better. I also would have a not book and pen to take notes. I also will have the questions I want answered written down.

Tiara Collins

1. https://www.forbes.com/sites/forbescoachescouncil/2017/07/17/14-ways-to-approach-conflict-and-difficult-conversations-at-work/?sh=1d44d7ee3cfd
2. https://www.bustle.com/articles/181666-11-tips-for-making-people-feel-comfortable-around-you

2nd response to classmate

 Laryssa Wilson RE: Week 6 DiscussionCOLLAPSE

Good Afternoon Professor and Class,

I have first hand experience with this.  The way I approached, my non-performing staff  was with continued communication.  I set precedence when I took over for the last manager and did my due diligence.  I reviewed the previous year’s performance appraisals, and observations. I had a good idea of who the weakest links were. 

When I started, I gave everyone a clean slate with the new objectives that they were to meet. I advised that we would touch base at the end of each week. Out of the gate they knew  to expect me to be very communicative. It was up to me to be consistent with the communication because my manager held me accountable for that.

The meetings were weekly in my office. It was the norm so no one felt they were being singled out or was in trouble. The conversations were not a surprise when and if  I had to deliver A hard message.  If they were not meeting the objectives, at the regular “base touch” I brought it  up. I  would let them know  I am noticing a negative pattern and would show them the reasons why, eg.. drawer out of balance, sales goals/efforts not attempted or at meets standards.  I’d always ask  if they are struggling personally with any thing  or needed my help with anything. If necessary we, the employee and I would  set up an action plan for improvement.  Documenting  areas of improvement and expectations and me documenting the interaction as well. The meetings continued  weekly, as they normally would. I had two employees that actually resigned, because they knew they were not improving or lost the desire to. They knew I would be “managing them out”.  With these two recognizing that, instead of me terminating them, it made the transition easier because there was a notice to resign, not a no call/no show but an understanding even had a goodbye potluck. 

Experts of Practice Videos week 5

Winning,  Jack Welch

Charlie Tharp-Managing People Out 

Jack Welch -Performance Appraisals are Continuous

Instructions:

After completing this week\’s readings (i.e., a personal account of the Rwandan genocide) and the materials below, articulate your opinion of how current and future threats of ethnic genocide should be handled. 

Step 1: View the following two videos describing recent events in Xinjiang China:

https://www.pbs.org/video/china-power-and-prosperity-1570223945/Links to an external site.

https://www.youtube.com/watch?v=VRS5cdcsUOcLinks to an external site.

Step 2: Read the follow article that provides a more personal account of events in Xinjiang (*a chance to hear an individual’s story, in detail). It also includes descriptions of historical and political context (*you should be able to read it without a subscription, just on a reduced screen).

https://www.newyorker.com/magazine/2021/04/12/surviving-the-crackdown-in-xinjiangLinks to an external site.

Step 3: Respond to the following prompt (1 page, single-spaced, 12 point font)

1. Articulate who you think is responsible for the Rwandan genocide? Colonial powers (i.e., through institutionalized discrimination)? Those who gave the orders? Those who carried out the orders? Those in Rwanda who failed to stop it? Those outside Rwanda who failed to stop it? You may assert a single choice or assert multiple layers of responsibility. Either way, pinpoint why you assign responsibility in the way(s) you do.

2.  Next, apply the question of responsibility to how the “world” should respond to present-day, unfolding events. Describe your reaction to the events with the Uyghurs in China using the following 3 prompts:

(1) Describe your awareness or lack of awareness of Uyghur experiences in Xinjiang before this exercise, include consideration for the role of media coverage and global conversation when responding to threats of genocide

(2) Describe three details that stood out to you in the above materials that shape your understanding of Uyghur experiences and/or China\’s position (i.e., what do you know now)

(3) Suggest strategies for responding to current threats faced the Uyghurs. This is an opportunity to weigh-in with your opinion.

____________

Template with section headings (please use these headings in your paper):

Assignment # 3: Culturally Sensitive Population Care Management Plan Paper ( pages excluding title page, references and appendix with list of organizations and links)

a.       Identify the physical or mental health disparity that this plan addresses: describe, using RECENT (not older than 5 years) peer-reviewed evidence, ONE specific physical or mental health disparity experienced by this population; three (3) causes of the health disparity, and what initiatives have taken place to address the health disparity (including what has worked and what has not worked). Describe what needs to be done now and in the next 12 months to address this disparity.

b.       Describe your selected aggregate with the physical or mental health disparity: including RECENT demographic information on the estimated number of individuals in the community served by the organization, the age range of this population, and a description of the environment where they live; provides 3 examples of cultural values and practices that impact the chosen population when a person seeks physical or mental healthcare services and follows the health care providers’ instructions; includes 3 information examples on this population’s perceived value of health and access to care; describe financial access issues including private pay for services. Describe the specific organization located in a specific community where you will implement your plan. Identify three evidence-based models of care that have been used with a similar population and physical or mental health disparity.

c.       Apply the cultural competency model to address how it will structure your plan in addressing the identified physical or mental health disparity.

d.       Identify strategies for eliminating physical or mental health disparity: describe 5 implementation strategies that are based on best practice evidence including adapting evidence-based models to reduce the identified disparity

e.       Proposed care management plan and implementation steps: describe the care management plan including the specific departments within the organization who will be involved.  Identify at least six (6) specific steps that need to be taken to implement this plan. Include who will be carrying out the specific implementation steps and the timeline for completing the steps.

f.         Organizations to consider for grant funding: provide three (3) names of organizations that you can apply for grant funding to support implementing your Population Care Management Plan; include information on the title of the grant being applied for and a link to the grant guidelines from each of the organizations in the appendix.

g.       Measuring projected health outcomes for the physical or mental health disparity addressed in the care management plan: describe three (3) specific measurable health outcomes to evaluate the plan’s success; describe who will collect, synthesize, create the outcomes report, and distribute the data. Determine and describe the specific tools that will be used to collect data, who will collect the data, and three (3) distribution channels that you will use to disseminate the findings. Consider cost of intervention and sustainability.

h.       Summary:  2-3 paragraphs summarizing each of the prior sections to use as an executive summary for the plan.

Review Dr. Rand\’s PowerPoint presentation \”Online Health Communities: The influence of social media on consumer empowerment.

2. Read Nambisan\’s article for instructions on how to evaluate Online Health Communities from a consumer perspective. ***You will use the FOUR Dimensions of online health communities described in this classic article in your Assignment #4

https://cpb-us-w2.wpmucdn.com/sites.uwm.edu/dist/8/147/files/2019/10/Nambisan-HCMR-2011.pdf

3. Explore online health communities recommended by Pinterest  https://www.pinterest.com/restministries/health-communities-online/ or WebMD  https://exchanges.webmd.com/default.htm

4. Follow the instructions on slide 4 of the PowerPoint presentation for specific instructions on how to complete this assignment.

Assign at least one page per OHC website evaluation and respond to activities a, b, and c below for each OHC.

a)   Describe the purpose of the virtual health community that you selected.

b)   Evaluate the website based on 4 dimensions of experience: Pragmatic, empathic, sociability, and usability experience.  The parameters for evaluation are described in Nambisan’s article (Week 13 folder) with details in the next slide.

c)   Describe why or why not you would recommend each site to a patient/client with that condition

Paper requirements: APA format including:

• 4 page count – this EXCLUDES title page, abstract and reference page.
• Title page
• Abstract of less 150 words must be included.
• 3-5 Keywords.
• Reference page with minimum of five (5) references from the literature required. ( 2020-2025)
• Font: Times New Roman #12, double spaced, one inch margins