Read the case study “I Thought I Gave Them Everything, Essay

Read the pillow slip study, I Thought I Gave Them Everything, on page 423 in the textbook. This case study involves interpersonal and intrapersonal conversation competencies. analyze and evaluate this communicating situation by providing detailed responses to the three discussion questions found at the end of the case study. Examine and evaluate this communication situation.Provide detailed responses to the three discussion questions found at the end of the case study. Directly reference the theories of motivation you ache learned around in this unit, and the 10 work-related evaluation items listed on page 176 of the text to help explain your thoughts, reasoning, and insights.The case study of I Thought I Gave Them Everything discusses henry Gonzales a dealr of Quality Foods. atomic number 1 is known for his hard work and dedication to the organization he keeps himself busy and has the most successful store within the organization. heat content is upset as he of late found out two of his leading supervisors had requested transfers to different Quality stores. (Shockley, 2012) Henrys worked up response is caught up in expectations and assumptions of why his employees whitethorn be leaving.He doesnt really know, nor does he have any facts to support his emotional response, in that locationfore he has taken it personal. I would advise Henry to assume nonhing, and seek the facts originally making any judgments concerning the situation or his supervisors that wish to transfer to other stores. I would also remind Henry that given enough time, everyone leaves. It is notable that Henry is subject to Gerald Salancik and Jeffery Pfeffers Social Information Processing Theory A persons necessarily and attitudes are fixed by the information available at any given time. (Shockley, 2012)Henrys motivation for communication with his two supervisors surrounds his internal need for safety as it correlates to Maslows hierarchy of needs theory. As witnessed by Hen rys internal probing questions his mind is looking for safety as he has taken their actions as his own failures. I would advise Henry to think about what he wishes to achieve before approaching his supervisors. This is an opportunity for hearing and growth within his store, therefore it is best to come from a bunk of curiosity. It would also be good if Henry understood his communication competencies that run parallel with his assumptions that his store is the best, his supervisors required hand-holding and they need more of his time.All of these assumptions build from his perception that these individuals dont see what they are doing, and Henry is in a place superiority. Its generally best policy to let people manage their own lives and make their own decisions. While communication can bridge the gap in assessing others needs and desires to seek employment elsewhere, making these types of assumptions, Henry is placing his supervisors overall competencies low, and this places him at a direct disadvantage when he approaches them for communication.In addition to educating Henry about his assumptions, expectations, motivations and competencies it would be good for Henry to have a prefatorial understanding of general employee motivations as they relate to needs. If Henry is approaching this from a learning perspective it may be a good idea to perform an exit interview with these employees and have them rank there satisfaction using the 10 work-related evaluation items. This would give Henry a clear indication of how he might better meet his employees needs in the future, and may even allow for retentivity of these existing employees.In communication, you must remember that you dont get what you dont have a bun in the oven for, if Henrys desire is to retain these two supervisors, he might want to consider inquire them directly what he may be able to do to retain their services. It is noted that Henry does have a pay incentive plan already in place, so salary may not be what is needed for retention. The study also mentions that Henrys is a busy manager and may have lost touch with these employees. If this is the case, he should be sensitive in his initial approach, and seek to understand if these employees have a sense of belonging. Overall I would suggest that Henry not make this about him, or a direct reflection of him.ReferencesShockley-Zalabak, P.S. (2012). Fundamentals of Organizational Communication Knowledges, Sensitivity, Skills, Values. Boston, MA Allyn & Bacon.