Sandy Smithfield Sandy is a Human Resources manager. She has worked for her current company for 18 years. She started as a clerk and has risen in rank until she now heads up the organizations recruitment and hiring process. Sandy has five direct reports, with an additional 12 indirect reports. Her group is responsible for campus and experienced-hire recruiting, and for ensuring that new recruits are interviewed, screened and hired. When Sandy took over this position several years ago the department was in disarray. Her predecessor was extremely difficult and abrasive. The department was rife with insecurity and divisions, people were constantly upset over one thing or another, and morale had plummeted. Many of the best people had left to go to work at other companies, and the remaining employees were over-worked and highly stressed. Sandy hired additional resources, worked hard to improve the workplace climate, and made innovations to support employees ability to balance work and family responsibilities. She has also promoted opportunities for departmental socializing, such as regular celebration of birthdays, anniversaries, and other occasions. Her employees joke that she is the Queen of Cakes, providing appropriately decorated cakes and other goodies for every possible occasion. She regularly provides guidance and support to her employees in helping them deal with the stress of work. Sometimes she personally pitches in to relieve over-worked staff by taking on interviewing and screening responsibilities when the workload is heavy. In meetings, she has set a tone of civility and politeness; this tone has gradually spread throughout the department. On the other hand, productivity has not kept pace with the improvement in the social tone of the department. Sandys manager has been complaining that in light of the companys rapid growth it is taking too long to find and hire new people, and that the quality of the new hires has not been of a consistently high standard. Review Sandy's situation overview and the results of Sandy's ESCI assessment. Pay particular attention to the open ended feedback. What is Sandy's preferred personality style? What is Sandy's strength? How is it being overdone? How has this impacted her team? How would you direct Sandy to improve her work? How would you begin the conversation and what goals would you aim to achieve in the conversation? Your submission should be two to three pages long, double spaced. Incorporate course content.