Rod of correction

EFFECTIVE PEOPLE MANAGEMENT

Done By:Adeline KeeChua Wan LingFiona LimFiona ShenLam Hao Zhi

Similar to a shepherd’s rod Protect Inspect Correct Use it too much and incorrectly, will

lose the goodwill of the people Use it too little, will lose the respect

Stand in for them Fight for them Took the blame Advice the employees with opinions

give employees sense of security gain trust and loyal from employee not wanting them to head towards the wrong direction employee will know that employer is concerned about them

SCRIPT ON SCENARIO PROTECT OVER EMPLOYEE

This script is about our company cooperates with another company to complete a major project. One of our employee had sent the wrong information file to the client we cooperate with. This is because he is a new employee and does not know the company system well enough. Haozhi will be the employee, Adeline will be our company manager, and Wan Ling will be the manager of the client company.

Haozhi: Hi Miss Chua, your assistant had informed me that you’re looking for me.Wan Ling: Yes, please take a seat. According to this file, I believed you had sent the wrong information to our company, this is a serious matter. Hasn’t your company train you to be well-known of your company’s system?Haozhi: I’m sorry, I’m not quite aware of the working system in this company because I’m still quite new here.Wan Ling: Newly employed is not an excuse for this mistake. You should be well trained before your company allow you to be part of this major project. One mistake may cause losses to both companies, are u aware of that?

SCRIPT ON SCENARIO PROTECT OVER EMPLOYEE

SCRIPT ON SCENARIO PROTECT OVER EMPLOYEEAt this time, Adeline, the manager of Hao Zhi stepped into Wan

Ling’s office.Adeline: Excuse me, sorry for my interruption, is there any problem here?Wan Ling: Yes, your employee had sent the wrong information to our client which may result in big losses. Didn’t your company train the employees well enough to handle such major project?Adeline: My apologies for his mistakes, but as you know, our company is training them while giving them real life working experiences. This is also the reason we had put Hao Zhi in this project, as we think he has the potential to help in our project.Adeline: The mistake he made may be a big problem, but if he learn something from this mistake, this will improve his working ability. I will apologize on behalf of our company for this mistake, I hope you will be satisfy with us in cooperation to complete this major project in future.Wan Ling accepted the apology from Adeline.

PURPOSE OF THE SCRIPT

To create an example on employee being in a difficult situation.

Possible problems might faced. Possible solutions. How the manager can adopt the possible solutions to

solve the problem. The way manager expressed herself to solve the

difficult situations for both parties.

INSPECT For a shepherd:

Part the wool Inspect for health problems

For a manager: Check on the progress of subordinates Assist them with their problems Effectively challenge them so as to develop

growth

COACHING & MENTORING

Involves clearing the doubts of subordinates

Ensure that all duties and responsibilities are clear

Helping them with their assignments

Creating positive relationships

Character of some employees:

Prefers privacyMay take longer time to finish assignmentsDoes not utilize active listening

ETHICAL ISSUES Employees may buy expensive gifts and

expect a favor from the manager when inspecting his work.

Some employees may purposely take leave in order to avoid inspection of work

Employees may pass blame for mistakes to other innocent co-worker

Claiming credit for someone else’s work

FROM THE ROD OF CORRECTION

COURSE CORRECTION: Approaches Teaching opportunity Is a instruction

Why they will listen to you? Rod Story

Who NEED CORRECTION?

A staff who. . . .

Have ability but no job performance standard

No ability to meet the job performance standard

The APPROACH

Positive

NegativePositive

HERE IT GOES….. It involves 2 persons. The newly employed

manager and the employee with more than 10 years experience in the company. The employee thinks that because she has more working experience compared to her manager, therefore, when getting things done, she did not consult her manager for any opinions and take things for granted. When the manager comes to realize this matter, she wants to have a talk with this particular employee and also think of ways to correct her doings without hurting her overly.

Lim: Hi Fiona, can you please come into my office for a moment?

Shen: YES, what’s wrong?Lim: I want to speak to you regarding the

project that you did earlier. I feel that there are some issues that you should have consulted me before making any decisions. Some of the decisions you made could have negative implications to the company in terms of financial and manpower matters.

Shen: I have more than 10 years of working experience and you’re just a newly employed manager. So I believed that the decisions I made were right. Therefore, I don’t see a need in consulting you since you’re still new here, manager.

Lim: Fiona, you see. Even though I’m new here, but the company had appointed me to be the manager so it would be good if you practice mutual respect. Being your superior, I feel that I have the responsibility to coordinate all project leaders. As such, this talk is not about reprimanding you. The main reason for this talk is because other project leaders had complained about the decisions you made. You may question my abilities, but are you going to question your colleagues working abilities too?

Shen: i didn’t know that the decisions I made would have caused so much implications on other project leaders. I will personally apologize to them for causing unnecessary troubles. I hope that this will not strain our working relationship and may we continue to work well together.

Lim: Okay, I accept your apology and I hope this doesn’t repeat again. Alright, you may go and finish up your work now.

SOLUTION TO CORRECTION

Training provided Counseling Discipline

COACHING MODEL

Describe Current performance

Describe desired performance

Get a commitment to change

Follow up