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

Read the case pick out, I Thought I Gave Them Everything, on page 423 in the textbook. This case study involves interpersonal and intrapersonal dialogue competencies. rise and evaluate this communication patch by providing detailed responses to the three intervention questions tack at the demolition 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 have learned round in this unit, and the 10 stimulate-related evaluation items listed on page 176 of the text to dish up explain your thoughts, reasoning, and insights.The case study of I Thought I Gave Them Everything discusses total heat Gonzales a manager of Quality Foods. total heat is kn declare for his hard work and dedication to the organization he keeps himself busy and has the most successful farm animal within the organization. atomic number 1 is upset as he recently found out 2 of his leading supervisors had requested transfers to other Quality stores. (Shockley, 2012) Henrys emotional response is caught up in expectations and assumptions of why his employees whitethorn be leaving.He doesnt really know, nor does he have every facts to support his emotional response, on that pointfrom he has taken it personal. I would nominate Henry to assume nothing, and seek the facts before making any judgments concerning the situation or his supervisors that wish to transfer to other stores. I would also instigate 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 ask and attitudes are determined by the information available at any given time. (Shockley, 2012)Henrys motivation for communication with his cardinal supervisors surrounds his internal need for safety as it correlates to Maslows hierarchy of needs theory. As witnessed by Henrys internal probing questions his heed is looking for safety as he has taken their actions as his induce failures. I would advise Henry to think about what he wishes to strive before coming his supervisors. This is an opportunity for understanding and growth within his store, therefore it is best to come from a place of curiosity. It would also be entire if Henry understood his communication competencies that run parallel with his assumptions that his store is the best, his supervisors involve hand-holding and they need more of his time.All of these assumptions build from his perception that these individuals turn int 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 pause in assessing others needs and desires to seek employment elsewhere, making these types of assumptions, Henry is placing his supervisors overall compe tencies low, and this places him at a direct disadvantage when he approaches them for communication.In appendix to educating Henry about his assumptions, expectations, motivations and competencies it would be proficient for Henry to have a basic 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 retention of these breathing employees.In communication, you must remember that you dont get what you dont ask for, if Henrys desire is to retain these two supervisors, he might want to consider asking 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. general 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.