• What do you think is the most demotivating part of Harper’s job?

I believe that the post demotivating part of harper’s job is that she has unwillingly take on extra work and it’s affecting her life outside of work because she may now not have any time for herself. She doesn’t have any help or any form of guidance from her boss. She also is not being appreciated for the work that she does do. Harper is basically working two jobs.

• If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help David re-engage Harper?

My advice to David would be to schedule one on one times with each employee to establish personal work goals and expectations that need to be met. I would also advise him to manage his time better because he should be able to atleast have some time to help/guide Harper until the position is filled. I also advise that he have a Group meeting to keep everyone on track and maybe split up the work that Harper has been managing to balance out everyone’s schedule and not have her do everything.

• What would be the downside of losing Harper as an employee?

I believe that the company would be at a loss because Harper proves to be a great employee and a team player. This will also leave two positions to be filled and two persons who may need training and this will result in decreased productivity. While the company is in the hiring process both Harper and Jose’s work would have to be completed by someone else which will most likely cause the same issue.

1)The most demotivating part of Harpers Job is that her boss Jose has left the organization. Her workload has increased, she has limited communication with the new boss, she feels overburdened and she doesn’t feel valued. She had a good work relationship with Jose her earlier boss for the past 4 years. He was guiding her since the time she has joined the organization. She has lost the guidance and support provided by him. The communication level with David the new boss is limited and though her workload has increased she does not feel involved or valued
To conclude she is demotivated by her boss leaving the organization and lack of acknowledgment from David the new boss.

2) I would as the HR manager advise Harper’s supervisor David to create channels of communication with Harper and make her feel valued. I would recommend that he spends some time with her every week to prioritize her work schedule. He can also give her feedback on the positives and negatives to acknowledge her contribution and make her feel that she is an important part of the team. Further, he can review her work load and responsibilities and distribute some work load to other team members giving her time and space to manage her responsibilities effectively. Additionally, he can offer her a revised pay package to compensate for her additional work responsibilities. Lastly, he should positively reinforce her role in the team by recognizing her contribution to the team.
To conclude he has to communicate with her, make her feel valued, and redistribute her workload to make her more effective.

3) he downside of losing Harper as an employee would be that the company would have to find a new employee and train the employee to adapt to company culture and work style. The activity of hiring a new individual would consume time, efforts mad resources. The company would have to invest time in finding a suitable resource and train the resource to perform her responsibilities. She has a good understanding of the organization and her work style is perfectly suited to the organization. She joined the organization immediately after graduating and has been successfully completing her role for the past 4 years. The new employee may not adapt easily to the work culture and the company may find it difficult to find a suitable resource with matching competence levels.
To conclude it is more expensive to hire a new employee than to retain an existing efficient employee.

What do you think is the most demotivating part of Harper’s job?

What do you think is the most demotivating part of Harper’s job?

I think the most demotivating part is the lack of importance that her due must feel to the company’s lack of efforts to address her segment of work. This attitude from the company may be felt by Harper in part due to two reasons. One is the lack of urgency to replace her old manager, sending a sign that this work Is not being prioritized or Harper’s overwork isn’t being accounted for by management. Furthermore, her work and increased efforts to make up for the lack of staff is not being by her new supervisor. Even though, the manager is busy this extra work should be recognized at the least.

If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help David re-engage Harper?

If i were in an HR meeting to advise how to handle Harper’s situation, I would first try to get extra hands in her department. Although, this is not always possible and the hiring of a new employee may not be feasible right away. A few other solutions we could instead first give Harper some recognition for her work. You can also incentive and reward her, this can be finical since this is a temporary situation and may be enough to make her feel appreciated during these challenging times. Another solution could be asking Harper if she would be interested in an internal promotion to her old supervisor’s position. If she is competent enough to fill in for her supervisor and do her job she may be ready to take on the new role and responsibility. Given the increased responsibility may be willing to do extra work that is required at the time. This may even save the company time and money depending on the market conditions, as sometimes a lower-level position is easier to fill.

What would be the downside of losing Harper as an employee?

The major downsides will be the financial cost of finding a new hire and training them. As well as, the financial cost of not one but two people in the same department who worked together. This can lead to a big gap in workers and lead to a sharp drop in productivity. This loss in productivity will be further exasperated by the fact a new employee may not have the experience at the company Harper has and could be less efficient. Finally, employees leaving and leaving more work to do by others could lead to a cycle of overwork, burnout, and increased turnover.

• What do you think is the most demotivating part of Harper’s job?

I think the most demotivating part of Harper’s job to her is how she is uncomfortable with the recent change. She was in a comfortable routine and it all suddenly came to an end and she doesn’t like it. I think it is demotivating for her because it’s new and most of us don’t like change. Some changes take longer than others for us to adapt to but for the most part it usually always ends up working itself out. Either that or we just need to open up and communicate about what the problem is or just find a new routine or way of doing things that works most efficiently with the new change.

• If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help David re-engage Harper?

I would advise that since David is new to go have lunch with all his new employees to get to know them more on a personal level and lay out what he expects from them and ask them if they have any sort of questions or concerns. From this article to me it all sounds as simple as if there is just a lack of communication at this firm. They all need to sit down and have a meeting and go over all expectations and requirements. If everyone could come forward and say what is working well for them and what isn’t then people would know and they could all figure out a solution. But since there is a new manager he isn’t aware yet of what works for each individual and what doesn’t.

• What would be the downside of losing Harper as an employee?

The downside of Harper leaving would be that she is an experienced employee at the firm and probably knows a lot more than the other people working there. You would also have to take time to hire someone else to fill her position and take time to train them. The best solution is for everyone to communicate and fix what problems are happening internally.

Harper feels like she is always behind on her to-do list. The most demotivating part of her job is the lack of recognition for her hard work. Harper is interested in leaving her company because it has been too long since her previous boss left.

Harper’s boss, David, can do a few things to get her interested in her work again. He has to talk to Harper about how she’s feeling about her workload first. He ought to hear her out and learn where she thinks she needs extra support. David needs to make it a priority to provide Harper with additional venues where she can receive public acknowledgment for her efforts. It could be as simple as telling her she did a nice job or giving her new duties that help her advance in her chosen field. David has to make more of an effort to be there for Harper, whether that’s through scheduling regular meetings or just being more receptive to her concerns and queries.

There would be a number of negative consequences if Harper were to leave the company. The first is that she knows the company and its products inside and out. She is completely familiar with the inner workings of the business and its goals., she is a dedicated worker who strives to better herself and the team at all times. Third, she has excellent communication skills and is always willing to provide a hand to her coworkers. A fourth strength of hers is that she is a resourceful problem solver who is always eager to lend a hand. Last but not least, she works well with others and is always prepared to pitch in and lend a hand.

Harper’s departure would have a devastating impact on the business. She is an integral component of the group, and losing her would be devastating.

1. What do you think is the most demotivating part of Harper’s job?

As we read in the article, Harper is not satisfied with her job anymore because she wants her previous boss to return to work and be her boss again. She thinks that her previous boss was better and they didn’t have any problems. So, she worked more productively and she was more satisfied than now. 

Also, I think Harper doesn’t feel valued in her job and everything is tough for her. She feels bad. She’s so busy and if the situation keeps happening as such, she will be demotivated.

2. If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help David re-engage Harper?

According to the article we read, I surmise that David doesn’t know Harper’s problem. If he knew her problem, he would definitely do something to solve Harper’s problem. Because Harper was one of the best employees of the company. This means that she has the potential to be the best in her career. As we know, Harper has lost her motivation and she is overwhelmed. According to the “8 EFFECTIVE EMPLOYEE RETENTION STRATEGIES” article, I would suggest to her supervisor, David, to help her feel valued by inspiriting her. Even though she was busy and trying to do her best, he must tell her that he knew she was trying. The second piece of advice would be not to overwork her. As we know, she is too busy and she feels like she is behind her to-do list. There must be a balance between work life and real life. I think the reason that Harper wants to leave her job is overwhelming. So, she wants to quit her job and find a new one. 

What would be the downside of losing Harper as an employee?

       Harper has been working for this company for 4 years. This clearly means every single thing about the company. If she leaves, the company needs to hire another person to work instead of her. Which basically requires a huge amount of money and time to hire the best person to fit into that position. This process will take at least 3 weeks to hire someone and then it will take a long time to train that person. So, the best solution is to try to keep Haper and motivate her to stay in the company.

• What do you think is the most demotivating part of Harper’s job?

In my opinion, the weakest part of Harper’s job is her constant workload and feeling of not being a valuable member of the team. Her previous boss, Jose, left six months ago and she’s upset because they got along really well. Jose was very open with communication and Harper always knew what was going on. After Jose left, Harper had to take on extra work to cover some of his responsibilities. He feels like he’s behind on his to-do list. This issue was self-inflicted. Before the new boss (David) Jose was very open and clear in communication and since he managed Harper and another colleague it was always easy to get in touch with him, but now David manages the whole team so it has become more difficult for him. David Harper is not very aware of the workload and stress and cannot help Harper if she needs advice.

• If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help David re-engage Harper?

If I were the HR manager of the company, I would explain the whole situation to David very slowly. Since it is still new, it can be far from problems. David is still adjusting to his new job. I would speak to David for his information about Harper and his skills, the vast experience he has brought to the company and his tremendous value to the business. And a 26-year-old marketing coordinator. He has been doing the same job since he graduated from college at the age of 22.

• What would be the downside of losing Harper as an employee?

The downside of losing Harper as an employee would be his contribution to the company. Harper has been with the company for at least 4 years and I believe he knows everything about the company. If Harper leaves David, I think the company will slow down, and the company will have to hire a new employee, it will take a long time to get to know him well. Harper’s benefit is huge for this company. That is why they should respect the employees who worked in the company.

• The most demotivating part of Harper’s job is her having to taking on more work and not being appreciated for it. Not having a balanced work/life is never good but when your not being rewarded for working harder and going the extra mile it drains on you even more.
• If I was a HR manager trying to re-engage Harper I would first acknowledge the extra work and time she put in picking up for Jose’s departure. Since she works on a team of six so it is important to make each person feel like they are being rewarded for there contribution to the team.
• The downside of losing Harper is with the amount of work for the company she was doing covering in the absence Jose they would be at a great disadvantage. Having to fill two important team roles would be difficult and Harper should use this to her advantage to get a promotion or a new job.

1) What do you think is the most demotivating part of Harper’s job?

First of all, as we can learn from Harper’s situation and as learned and discussed in this chapter, the common demotivating reasons do not necessarily arise from salaries or compensation conflicts, as might be thought. In Harper’s situation, what causes her demotivating and psychological withdrawal is the fact that she feels overwhelmed with the new situation in her company. She feels that the workload has become too heavy and that she is not recognized and appreciated for the effort and investment she puts into the work. Moreover, her communication with the new manager is not as good as it used to be with the previous one, and she feels that The job and job definitions are not clear and defined.

2) If you were an HR manager meeting with Harper’s supervisor, David, what advice would you give to help David re-engage Harper?

If I were the company’s HR, I would start by trying to show David the situation and open his eyes. He might not be aware of the problem as he is still adapting to the new place and job. I would tell David about Harper, For her abilities, extensive experience she gained in the company, and tremendous value to the business.

Then I would suggest to David a few practical solutions:

• Recognize and reward Harper for her hard work and performance. Maintain constant open communication and feedback.
• Provide Harper with precise job descriptions, and align his expectations of her. Try reorganizing the division of labor so that Harper isn’t required to do everything.
• Provide Harper with career advancement opportunities and career paths, so she feels like she is progressing and realizes her potential. As she is still young and has many more years to contribute to the company.
• Approach Harper and value her work by offering rewards like more comfortable working hours, vacation days, and enrichment.

3) What would be the downside of losing Harper as an employee?

As we learned in the chapter, the downside of losing Harper will have both direct and indirect costs. The direct cost of losing Harper will be the costs that lie within the recruitment process of a new employee, such as advertising, testing, time of interviewing, and training. The indirect costs of losing Harper will mainly be the psychological effect on her coworkers, loss of knowledge and productivity until the new employer fits in, and the loss of customer satisfaction.

To sum up, I have to admit that in this chapter, I have learned that HR has a vital role in a business’s success. And that there are much more consequences and factors to think about when terminating staff than what is immediately apparent. The hassle of hiring a new employee pales compared to the costs and harm done to the business.