Roger has been employed at the hospital for 5 years, these last 3 years in his current job in the Patient Accounts department.  He is usually cheerful, very engaged with the team, always responds to any of my (I am the Department Director) requests to help, or work on special projects. 

But lately, ever since his new Team Leader, Jane, was hired, he has been really quiet and withdrawn. He's not participating in meetings or sharing his ideas with the team. I don't think he likes reporting to a woman and he doesn't seem to like his job anymore. He's not putting the effort into his work like he used to.  

I had a short one-on-one with him over coffee a few months ago and figured everything would be ok going forward. 

I think the next step is a Written Warning to make sure he knows his job is in jeopardy if he doesn't improve.

1. Based on the information provided in the scenario, would agree with the actions taken so far (if there have been any)?  Explain why yes or no?

2. What would you is the next-steps if you were the manager- and be sure to connect your suggested actions to the slides and your reading, show the "why" (from the slides) you would take these steps.

3.  If you are a manager who avoids dealing with issues, you are "conflict-averse", what would you likely do and explain why, although tempting,  this might NOT be the most effective strategy to handle the situation.

Answer rating: 100% (QA)

1 Evaluating the actions taken so far a oneonone interaction with Roger by the Department Director appears to be a good initial step This meeting prov... View the full answer