<\/p>\n
The demotivating part of Harper\u2019s job comes from a cocktail of elements. She has spent four years since she graduated, she still in the same post without any advancement. Even after the departure of her mentor (Jose), the company left his role empty when she could replace him. By replacing him, she would feel a big development in her career which had remained static for many years. Next, there is miscommunication or total lack of communication between her and David, the new boss. Even with the fact that she was overloaded, David didn’t take the time to listen to her and to determine whether she was satisfied or was happy with her tasks. If there is a lack of communication, problems cannot be diagnosed and solved. She felt helpless where she had a mentor at the beginning. Furthermore, Thus, she developed morale and psychological dissatisfaction with her job. She lost interest in staying in a company where there is no reward or recognition of their worker dedications and sacrifices.<\/p>\n
Re-engaging Harper will ask a lot of tact. Her discomfort has reached an alarming level. However, David should try to reduce her work volume to help her recover the right scale between the work and real life. David should also allow her to get a new position for justifying her development in the hierarchy of the company. This promotion will become an opportunity for growth and new skills gaining. Harper deserves it, for her dedication and her work ethic. The company could also congratulate her officially through written feedback. All these things could help in addition to raising her wage. Besides, David should change his behavior within the company by listening more carefully to the workers and making the work environment more joyful.<\/p>\n
By losing Harper, Marketable Inc. will lose a skilled worker, capable of being overloaded but still achieves the objectives set for him. The company can also lose money, because the one that will be recruited for replacing her, could need training and may not fulfill his job requirement. They can also lose reputation because this kind of situation is an example of weakness in their management of the workforce. Zappos example is to cheer in this case, they have shown strength by giving both, the workers and the customers, the same treatments.<\/p>\n","protected":false},"excerpt":{"rendered":"
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