The problem is inadequate communication because the previous employee did not leave files to guide Jacqueline Gibson. The three directors, and the deputy secretary are also not willing to orient Jacqueline’s as an Undersecretary of Environmental Protection, Water Resource for the state of California and help her plan. The problem aims at blocking managerial objective by undermining change and Jacqueline Gibson’s smooth interaction in the new department.
2. Cause Analysis
The factor that brings about the problem is inadequate communication. Jacqueline Gibson found nothing of a specific significance in her email or any item that called for immediate action. The three directors that Jacqueline contacted only met her for less than 10 minutes and differentially stated that all things were under control. The deputy secretary just welcomed Jacqueline to the department and immediately excused himself for an ongoing meeting. Another cause of the problem is indefinite plans because Jacqueline did not get any file from the previous undersecretary to act as a guideline to the new responsibilities.
3. Alternatives Development
Jacqueline Gibson was supposed to start the first day with a tour of the department to offer her an opportunity to meet the coworkers and her seniors. Second, hands-on training alternatives could have provided Jacqueline with the opportunity to improve her skills and knowledge to suit the needs for change in the department.
4. Alternatives Evaluation
Organization Tour
Organization tour is effective in meeting the objective of the organization. A new hire’s capacity to network with a workplace would enhance smooth communication and relief in a work environment (Srimannarayana, 2016). The process can take six hours and it requires coordinators as key organizational resources. The cost can be as low as $ 50 dollar which is mainly for refreshment (Srimannarayana, 2016). Organizational tours offer a new employee a chance to learn organizational values for equitable and responsible conducts. There is a high probability of organization tour to be a success in ensuring smooth communication among cowers because it cost effective and leads to open-ended inquiries.
Hands-on Training
Employees have different learning styles, therefore, the implementation of hands-on training in the workplace enables the new staff to spend more time with the directors and communicate freely. The alternative meets the objective of an organization by giving the new employee a platform to ask questions, provide feedback and gain one-one training (Riphahn " Zibrowius, 2016). The process can take one month and resource are organization equipment, and professionals. In the case of Jacqueline, the equipment determines the safety of groundwater, and assess sewage disposal sites. The cost of the process can be $ 300 and uphold responsible and equitable behavior (Riphahn " Zibrowius, 2016). It has a high probability of success in due to its practical and interactive nature.
5. Alternatives Selection
The best alternative is hands-on training because it offers the new employee the opportunity to learn from the directors and coworkers. In the case of Jacqueline, hands-on training will enable her to get information from the directors, and talk freely with fellow staffs. However, the weak points are that it is time-consuming and costly. Another disadvantage is that the new employee will only interact will the professionals offering the training rather than all the staff in the department on focus.
6. Recommendation
The hands-on training of the new employee should be combined with a brief organizational tour. The fellow undersecretaries should walk with Jacqueline Gibson to every part of the organization and give her the chance to interact freely. That should happen on the first day before the start of the paperwork. Second, the deputy secretary should conduct hands-on training to Jacqueline and assign four professional to train her on strategies of environmental protection. The process can take one month and it involves practical ways of determining the safety of groundwater in California, the collection of water revenue and overseeing sewage disposal.
References
Riphahn, R. T., " Zibrowius, M. (2016). Apprenticeship, vocational training, and early labor market outcomes–evidence from East and West Germany. Education Economics, 24(1), 33-57.
Srimannarayana, M. (2016). Designing New Employee Orientation Programs: An Empirical Study. The Indian Journal of Industrial Relations, 51(4), 620-632.
