I am currently doing my assessments to be included in this discussion. Will attach it to you when done and approve of the tutor. I will be attaching the rubic for it to. The scenario is a total of 6 pages. I can only send 5 for now.

I have included the discussions on what I have been done before I can turn it in to you..

• ADDITIONAL GUIDANCE FOR WEEK ONE DISCUSSION FORUM ON ‘DIFFICULT SITUATIONS

  Contains unread postsJanet Byrne posted Dec 22, 2019 11:09 PMSubscribeClass: Please be sure to complete the Week One Assessments prior to answering this question, as you will need to include your Assessment results in your answer. For example, your personality type and other traits, such as whether you are introverted or extraverted, will all impact the approach you take for this scenario and sharing your results also demonstrates that approach or alignment to others and is key for these self-application like scenarios. Based upon your personality type and perhaps your learning style, how would you be most comfortable in approaching Larry, and what would you say to him? Try your best to also reference/demonstrate principles from Chapter One in your answer. I hope all this helps with your first week’s posting. I’ve also attached a worksheet from Chapter One, which you can use to save your answers for this week’s assessments, as you will need this information for your Learning Journal assignment as well as in answering this question. Janet

  • Week 1 Assessment Worksheet.docx(19.88 KB)

  less0Unread0Replies0Views

• SAMPLE EXEMPLARY POSTINGS FOR WEEK ONE

  Contains unread postsJanet Byrne posted Dec 22, 2019 11:08 PMSubscribeModule One: Difficult SituationsStudent Sample #1: ISTJMy personality code is ISTJ. Introvert (11%), Sensing (25%), Thinking (1%) and Judging (28%). It appears that I am more likely to think inwards than discussing my thoughts in a public. I also like to use my senses to make decisions and judgments. Using my mind and feelings to make decisions are about equal. I rely on my experience and knowledge as to right and wrong. I trust my gut feelings, because they have proven to be correct almost every time. I will wait and think about my responses to issues in order to make sure I am not saying something incorrect or rash. I am proven and capable of handling difficult situations including employee issues and misconduct. I will handle them fairly, respectfully and correct to company policy.First off Jane and Larry share responsibility for the performance of the team, therefore, Larry did not have authority to implement a bonus plan without Jane’s approval. Due to this management has the right to review and should nullify the bonus plan. It will also be important to let staff know the ethical reasons for revising the bonus plan and give them a definite date for the rollout of the revised plan. When developing a new plan, management must keep in mind the current transition of the company and the experience level of all the staff. There are a couple of experienced staff who’s bonus can be tied to the training of new employees, which will help the company overall and get all employees up to a baseline level. In addition, they should be rewarded for their experience and performance and improvement of the company’s bottom line. The new employee’s bonuses will be tied to how fast they are trained and up to speed by a certain date. New employees shall also have the opportunity to earn a performance bonus. After a defined date in the future all bonuses will be tied only to individual performance. It will also be necessary to have some sort of company function to promote employee engagement and teamwork. During this function the management can present the company’s overall mission and policies, and let employees where the company stands financially and what is the plan for the future with employee assistance.Finally, Larry should receive a letter of reprimand due to his unethical behavior, which leads to conflict and favoritism amongst staff. However, this should be done privately with upper management, who will inform Larry that he has a lot of knowledge and is a valuable member of the team. He will also be assigned the task to work with Jane to come up with the new bonus plans described above. Both Larry and Jane will present their bonus plans to management at a defined date.Student Sample #2: ESFJMy personality type is ESFJ. This personality type, according to surveys, covers about 12% of the population. (Personality Types ESFJ, 2014) ESFJ personality type people are very traditional; we tend to follow rules and regulations to the T. We are also very committed to doing what is right for everyone and like to have things harmonious. My assessment stated that I was moderate extroversion over introversion, moderate thinking over feeling, and distinctly judging over feeling. My learning type was mild Read/Write. Read/Write learners favor learning based on text input or output. (Southwestern CC, 2014) This means that we prefer to learn by using lists, notes, dictionaries, or Power Points. It is easier for us to understand things if they are in black and white in front of us.Because of my personality I would want to try and develop a business plan that would benefit everyone rather than one that was tailored to certain people. Since I don’t’ like confrontation, I would pull Larry aside and ask for a private meeting. In this meeting I would explain to him the importance of trying to come up with an equal plan that would suit everyone’s different abilities. I would be open-minded in my conversation with Larry and ask him to explain his plan and how it works to me. I would then make suggestions to him as to how to make it a little more uniform throughout the office in turn giving everyone an equal chance at the bonuses. Because of the fact that I don’t want to hurt his feelings or cause a conflict, I would not criticize his ideas or accuse him of being bias. I would simply try to work with him to make a more suitable plan for everyone. I would explain how our office has been slipping downhill and how the only way to fix that would be to help the majority, not to target bonuses to the few that are already motivated to do well.Works CitedPersonality Types ESFJ. (2014, 4). Retrieved from 16 Personalities.com: http://www.16personalities.com/esfj-personalitySouthwestern CC. (2014, 4). VARK learning styles. Retrieved from VARK learning styles: www.southwesterncc.edu/sites/default/files/tutor-program/learning%20styles%20-%20VARK.pdf
  Student Sample #3:INFJIf I were Jane I would definitely have to talk to Larry about his new bonus plan. Since I have a personality type of INFJ and am both a visual and kinesthetic learner, I would feel most comfortable talking to Larry face to face. I feel like I get my point across better when I can see and gauge a person’s reactions. I would prefer to discuss the bonus plan outside the team environment as not to be overheard. I would prefer to talk with Larry outside of his office since that is his territory and in my opinion that would start the discussion off on the wrong foot. I would send Larry a message asking him if we could meet for lunch at a nearby café. Assuming he accepts I would spend some time that morning preparing a graph to support my ideas. At lunch time I would try to meet Larry in the building so we could walk to the café together. During our walk I suspect we would have pleasant chit chat about our weekend and how our families were doing. When we get to lunch and settle in I would bring up my concerns about his new bonus plan.I would start off by letting Larry know that I was surprised by the announcement of his new plan especially since he had not mentioned it or consulted with me. Without being too confrontational I would express to him my disappointment that I had not been part of the planning. As a manager with an interest in the team’s performance I would want to input on such an important motivator for the salespeople. As co-managers of the team we should both have a say in major decisions. Hopefully Larry would acknowledge my equal interest in the team and be willing to listen to my opinion. I would tell Larry that his bonus plan seems to favor those with more tenure with the company which is great for them but not very motivating for the newer team members. I would give him the graph I had prepared showing that from last month’s sales Samuel and James would qualify for the new bonus with great success; however the rest of the sales team would fall short. I would then suggest that we could supplement his plan with a caveat for the salespeople just getting started with the company. Hopefully Larry would realize that there needs to be something done to his bonus plan to make it more motivating for the entire team, and also see the importance of consulting with me before making major decisions.Student Sample #4: ENFJI am an ENFJ. Actually, many years ago I took this same personality test but it was over 500 questions long. While I am now more extroverted than I was then, the seminar leader said that I fell into a .01% of people in the world. All of my answers were almost equal in every aspect. She said that I use all portions of my brain equally (Right, Left, Front and Back). She stated that I could take the short test multiple times throughout the day and based on what was going on in my life at that moment my classification could possibly change. This is confirmed also in my learning style which lists me as Multi-Modal. I was also affirmed in my career choice since my list contained Science (Technical), Computer Programmer, and Management. My initial career path out of high school was in Education (initially music education but switched to computer science later on).

  Before I could effectively communicate with Larry, I would need more background on him than I have from the scenario description. I need to know his personality type. This scenario makes the assumption that I have worked with him for some time. It also lists that I had a difficult ride in to work that day. My first step would have to be that I NOT jump to conclusions. I would take a moment to leave my negative ride to work at the door then focus my concentration on the new bonus plan. After careful review of the plan, if I did not see it as beneficial for the entire company I would privately ask Larry to validate the new plan by explaining how it is beneficial for the company as a whole. I would request that he explain this in person and not by email so I can hear his tone of voice and read body language.

  As “Jane”, I will walk into his office with a look of respect. This scenario has us as a female manager, which stereotypically are not treated with fairness and respect. Our scenario does not state if Larry holds a title over or below mine. So many unknowns in the presentation of this scenario. I can only assume by the scenario description that Larry does not respect Jane because he did not consult with her on this and the 2 highest benefactors of his bonus plan are males. I also have to assume that since sales are down it is due to multiple problems. Senior members of the sales team are not selling as much as they used to, and/or the new sales members have not had the chance or the encouragement to excel in their sales. I would start this conversation by saying, “Larry, I have had a chance to review the new bonus plan that you sent to everyone. It appears to be somewhat biased to the sales employees with more tenure. Can you please explain your vision for this bonus plan?”While observing his body language, I listen intently, without interruption to his explanation. I will nod and keep eye contact to show that I am actively listening to his explanation. Based on the summation of his response I will have one of the following follow up questions.Scenario Larry response 1: (Larry crossed arms, stern eye contact and tone-Defensive) My senior sales people work hard and I want them to be rewarded for it. (Jane Reply) I want to reward the senior members as well, but I would like to collaborate and agree on the best plan for the company as a whole. Would you be willing to review this plan again and possibly make a few enhancements so it really makes our department shine to upper management? I was thinking that our senior sales members could mentor our younger members. A little competition between Samuel and James to see who could make the most sales would really help us all as a whole. They have so much experience to share with this younger group. Whoever has the highest sales this quarter gets to split the bonus with his team, not just the highest sales person.Scenario Larry response 2: (Larry hands behind head, feet on desk, little eye contact-arrogant) I don’t see a problem with it. If you have been here as long as some of these sales people you should get paid more. (Jane Reply) I don’t think you realize the impact this plan has had on the entire department. Have you seen some of our employees crying at their desk? You know as well as I do that sales are down and we have had a lot of turn over. I would hate for us to take another report to upper management with more turn over and poor sales. Our sales can’t increase if we can’t keep the employees we have. Do you want us to get the reputation of being a bad place to work? Let’s kick around a few ideas and see how we can make the bonus plan favorable for everyone. If Samuel and James are as good as you say they are, then let’s give them a chance to prove it. For the next quarter, let’s put everyone on even ground and see who can sell the most. I know we generally give everyone a 2% sales bonus, but what if we gave our top seller a 3% bonus, our lowest seller a 1.5% bonus and everyone else the standard 2%. Scenario Larry response 3(Larry hands on arms of chair, professional eye contact, concerned tone) This new plan sounded good at the time. James and Samuel have been such good friends and co-workers and they have been here a long time. It seemed like they were never rewarded for their time here. (Jane Reply) I understand you were just trying to reward them, but we can’t afford to have more turn over than we already have. Sales are already down and training a new person is only going to make it dip further. Upper management will be looking at replacing us if we can’t find a way to turn this into a positive. We are supposed to be a team and we should have worked on this together. I’m actually a little hurt that you didn’t even let me look at it before you sent it out to the team. Let’s announce to the team that we are going to review your plan together and make some enhancements to promote a stronger bond with our sales team.