Chapter and Article Questions

HBR Questions Name Instructor Institution Date 1 Using Feldman’s three-stage model of organizational socialization, how would you describe the way you were socialized into an organization where you have worked? How well does the model fit your experience? The first stage is anticipatory socialization. It highlights how an individual anticipates or looks up to the things to be found before joining a given organization. For me, I checked up the name of the organization and the basic things about it from the website, so that at least I could have an idea about where I am going to work. The second stage is the encounter and provides the actual experience in the organization. Here, I got to experience first-hand what exactly was needed and how I was supposed to relate with my colleagues within the workplace. The third and final stage is change and acquisition, which now conditions one into the culture of the organization (Werner, 2022). I an organization where I have worked, I was socialized in a very professional manner, where I got introduced to the basic processes within the entity and the culture. While it was a little different to what I had earlier expected, I still found it easy to quickly adhere. Feldman’s three-stage model of organizational socialization perfectly fits my experience since it details the whole thing precisely and accurately. 2 Suppose you are a restaurant manager who is conducting a coaching discussion with one of your servers about the server’s repeated failure to complete store-closing operations before leaving for the night. You have conducted a coaching analysis and have determined that the server is able to complete these responsibilities, that all obstacles to doing so have been removed, and that this is an important part of a server’s job in your restaurant. Describe how you would get the server to agree that a problem exists, and what you would do if the server refused to acknowledge that a problem exists. Describe the options available to you in dealing with this situation. Which option would you select? Support your choice with theory. The first option to do would be to provide the server with appropriate training on the importance of properly carrying out duties such as completing store-closing operations daily. I would ensure that the server has all the right skills and technical knowhow so that there is no instance of being found flatfooted due to lack of the same. For one who might have been there for far too long, the exercise would involve refresher courses and workshops too. Once this is done, it would be automatic for the server to agree as a professional, when right or wrong or when a problem exists. The second option would be to hold an open, honest and friendly conversation with the server to make him acknowledge the existence of a problem. The approach that I make would be key, since if I go so hard on the server, he will become defensive and deny it. The second option is what I would go for in this situation. The dimensions of leadership clearly indicate accountability and humanity as key elements of handling staff. The Kinlaw process can be key in this exercise (Gandz et.al, 2013). If the server does not acknowledge existence of a problem, I would now opt for listing down the facts about the problem and then follow the disciplinary process needed for the same. ...