Question.4276 - Week Three: Discussion One Subscribe(CLO5) Where should a department manager first look for clues to corrective action when an employee exhibits problem in meeting the job’s minimum standards of performance?This week contains multiple discussion questions that you are required to answer. To access each of the discussions for this week, please click the link above.Once on that page, you will see the list of discussion forums that have been created for each unit. Click on the appropriate forum and then select the Create Thread button to write your response. After you are finished answering the question, click on the Submit button located at the top right-hand corner of the page.Read each question -- there may be more than one.Post your responses in the appropriate threads. Students are required to make their initial post by Thursday at 11:59 p.m. (your time zone).Responses should be at least 200 words or more. You must research answers and all answers must include reading citations, with page numbers, parenthetical style (Author, Date: page#), and the source listed APA style at the end of the post.Respond to at least two of your classmates' postings. Responses should be at least 100 words or more. Responses are due by Sunday at 11:59 p.m. (your time zone).Review your postings to see who has responded to you.Be sure to answer ALL QUESTIONS.Best approach: Just “talk “ to your fellow students. Have a conversation. If you do not count how many times you connect with your fellow students, you will give more than adequate responses. Prompt discussion, not make a simple comment, such as “good work!” There will be no credit for such responses that end rather than foster discussion. Address fellow students with respect and acceptance that there may be a variety of personal views.Please find below the rubric to which all discussion board answers are graded.
Answer Below:
Hello xxxxx and xxxxxxxxx When xx employee xxxxx to xxxx the xxxxxxx standards xx job xxxxxxxxxxx the xxxxxxxxxx manager xxxxxx begin xx reviewing xxx job xxxxxxxxxxx and xxxxxxxxxxx expectations xx outlined xxxxxx hiring xxx onboarding xxxxxxxxx According xx Human xxxxxxxx Management xx Healthcare x clear xxx accurate xxx description xxxxxx as x foundational xxxx for xxxxxxxx employee xxxxxxxxxxx If xxxxxxxxxxxx were xxx clearly xxxxxxxxxxxx or xxxx changed xxxxxxx formal xxxxxxxxxxxxx the xxxxxxxx may xxx fully xxxxxxxxxx what xx required xx them xxxx the xxxxxxx should xxxxxxx the xxxxxxxx s xxxxxxxxxxx training xxxxxxx and xxxxxxxxxxx records xxxxxxxxx emphasizes xxxx inadequate xxxxxxxx or xxxxxxx instruction xxxxx contributes xx performance xxxxxx If xxx employee xxx not xxxxxxx proper xxxxxxxx or xxxxxxx feedback xxx fault xxx lie xxxxxx with xxx system xxxxxx than xxx individual xxx manager xxxxxx also xxxxxxxx whether xxx employee xxx the xxxxxxxxx resources xxx support xx perform xxxxxxxxxxx It xx also xxxxxxxxx to xxxxxxxx whether xxx personal xx external xxxxxxx might xx influencing xxxxxxxxxxx such xx health xxxxxxxx workplace xxxxxxxx or xxxxxx McConnell xxxxxxx managers xx approach xxxx situations xxxx empathy xxx confidentiality xxxxx maintaining xxxxx on xxx requirements xxxxxxxxxx before xxxxxx formal xxxxxxxxxx action xxx manager xxxx gather xxx relevant xxxxxxxxxxx to xxxxxx fairness xxx accuracy xxxx includes xxxxxxxxx documentation xxxxxxxxxx with xx if xxxxxxxxx and xxxxxxxxxx a xxxxx constructive xxxxxxxxxxxx with xxx employee xx following x systematic xxx supportive xxxxxxxx the xxxxxxx increases xxx likelihood xx improving xxxxxxxxxxx while xxxxxxxxxxx morale xxx legal xxxxxxxxxx ReferencesMcConnell x R xxxxx resource xxxxxxxxxx in xxxxxxxxxx Principles xxx practices xx ed xxxxx Bartlett xxxxxxxxMore Articles From HCA 628
.ico)
.ico)
.ico)
.ico)
