What Could Spencer have done to Combat Jeff's Defensiveness?

What Could Spencer have done to Combat Jeff's Defensiveness?
Part A: Case Study
Spencer, Jeff’s manager, is concerned about Jeff’s performance. However, he raised his concerns in an inappropriate manner. Jeff is defensive when confronted about his performance and based on him everything is alright since he achieved his primary goal. When the quarter started, it appears that Jeff had five goals to meet. In that light, achieving one of them does not mean that Jeff is on the right track. One thing that Spencer would have done to combat Jeff’s defensiveness more effectively is by appreciating the achievement of Jeff in the past quarter (Aguinis, 2019). He should have started by congratulating Jeff for the things he has achieved and the effort he put in his work. Besides, Spencer should have avoided making a mistake on the phone call, which irritated Jeff who waited for about five minutes. Beginning the conversation by telling an employee of his or her poor performance is not a good way to motivate them. After the positive compliments for the goals that have been met, Spencer can now tell Jeff that there is room for improvement. As such, Spencer can now mention the things that Jeff needs to focus on the next quarter without threatening him. The manager did not do well by telling Jeff that he will fire him if the employee will not meet all his set goals.
Spencer would have used coaching to combat Jeff’s defensiveness more effectively. In particular, coaching refers to the collaborative process through which supervisors or managers interact with their employees by taking interest or an active role in their job performance. In other words, it involves motivating, rewarding, and directing workers’ behavior (Aguinis, 2019). For example, Spencer should have motivated Jeff by telling him that he can achieve all set goals and when he does that the employee should be rewarded. The most significant thing about coaching is that it is a daily ongoing process that entails observing employees’ performances, helping them to improve their weaknesses, and complimenting their good work. Coaching is all about development. On that note, Spencer should have told Jeff that he needs to improve so that he can meet all established goals next quarter. The manager should intervene and help the worker to develop a feasible development plan. Nevertheless, to do this more effectively, Spencer would have first established a trusting relationship. For instance, he should have started the conversation by discussing Jeff’s strengths or achievements.
Furthermore, to combat Jeff’s defensiveness more effectively, the manager should have asked the employee about the problems he encountered while undertaking his daily duties. Specifically, workers might encounter things outside their workplace that affect their performance. Failing to meet goals in one quarter does not mean that an employee is performing poorly. That is why Spencer would have tried to go to the root of the problem. He should have compared Jeff’s performance in other quarters to identify whether he had an issue, such as a family problem, hindering him from concentrating at work. Spencer’s approach was wrong since he showed Jeff that all he cares about is meeting the set goals. However, a friendly conversation involving how Jeff has been doing and whether he had a personal issue would have been a good strategy. The manager should show workers that he or she cares about their well-being and not only achieving set goals. Jeff needs an individual who understands him to avoid being defensive and be more accountable. Besides, Spencer would also have asked Jeff whether there are challenges in his line of work that hinder his performance. After identifying the problem, Spence...