Carl Robins Mistakes Made By A New Recruit

1527 Words4 Pages
bulb-icon

Recommended: Choice of career

Through-out the following case study, there were many mistakes made by a new recruit at ABC, Inc. Due to the poor training he received, Carl Robins was inadequately prepared to do his job successfully, nor was he properly prepared to train others. He procrastinated until there wasn’t very long to get everything together for the new recruits’ orientation and didn’t take the chance to admit to his supervisor that he wasn’t ready for the deadline. In order to better understand the gravity of his situation, some background is needed. New recruit Carl had only been with ABC, Inc. for 6 months. During the month of April, he was able to hire 15 new employees for the supervisor of operations, Monica Carrolls. This would have cause most of administration to view him positively since he had not been with the company very long. Carl had scheduled the new employees’ orientation for June 15th with the hopes that they would start working by July. After a few weeks, Monica Carrolls called Carl on May 15th to see if …show more content…

Starting the timeliest process first allows Carl to start on the other tasks while the longest one is already in the works. Delegation would also come in handy for Carl in order for everything to come together. He would do this by having the employees work on completing all the required paperwork, and setting up their appointments with the company that does the drug screens. By giving the employees a deadline of the week before orientation, Carl would give enough time to ensure if any problems arise on the employees’ end, that he can find solutions without compromising his deadline. Carl would also delegate by having a printing service or designated person within the company get together the amount of orientation manuals that he needs. By delegating this work, it would allow Carl to use his time to find a suitable room to hold the

Show More
Related

  • Dr. Arthur Ellice-Flint Case Report

    1185 Words  | 3 Pages

    The worker was new to the role and had been employed for only about 3 months.

    Read More

  • Summary Of Creative Followership: In The Shadow Of Greatness By Jimmy Collins

    848 Words  | 2 Pages

    ...red Mr. Cathy’s goals and objectives for the company. Their stellar professional relationship was the soil out of which their friendship grew and flourished. Mr. Collins’s unwavering loyalty to Mr. Cathy was rewarded by Mr. Cathy’s friendship and trust as well as gaining Mr. Collins a champion and mentor. The most important result was the development of Mr. Collins’s character. His long career of hard work, decency toward others, a non-gossiper, and a supporter of his boss and team, all made him into a fine individual indeed.

    Read More

  • New Graduate Nurse Orientation Case Study

    1073 Words  | 3 Pages

    In the conflict presented in New Graduate Nurse Orientation, we see that there is a new hire to the floor. Recently graduating from nursing school Helen really wants to fit in with the fellow nurses on the unit. Helen wants to belong to the unit as a whole and is looking to her preceptor Ashley as they one to help facilitate not only her transition from nursing school to the unit, also the transition to being a part of the unit through the camaraderie of the fellow nurses on the unit. What Helen begins to learn is that there is a hierarchy on the unit, which Ashley is in the so called “in crowd”. Throughout Helen’s orientation, Ashley is constantly on her cell phone dealing with personal issues, or a way from Helen when she is need of guidance with alarms and equipment that she is unfamiliar with. Helen being new did not know what she needed or did not need in orientation. When approached by a more seasoned nurse that is not in the “in crowd” as to

    Read More

  • Us Postal Service Orientation Case Summary

    1422 Words  | 3 Pages

    Supervisors are acting as trainers when implementing the formal orientation and OJT process. It is important that they thoroughly learn the content of the orientation process, as well as learn how to implement the process with new trainees. By implementing the Train-the-Trainer Model, Burgess is ensuring that each direct supervisor, receive the same training and have common KSA regarding the support and preparation of new employees. She increases the likelihood or consistency for the job site training offered each need employee. Additionally, with Train-the-Trainer model, direct supervisors can understand their roles in the process and it further increases their accountability regarding the success of new hires at their

    Read More

  • High School Drama in Daniel Orozco's Orientation

    539 Words  | 2 Pages

    Daniel Orozco has won many awards for his short fiction. In his short story “Orientation” the narrator not only gives a tour of the office to the new employee, but the speaker also provides personal knowledge about all of the workers. Although the name of the narrator or the new employee is unknown, the narrator exposes all of the staff. It is difficult to tell if the information about the office and the employees are facts or stories that the person leading the orientation tells. The office staff in “Orientation” shares many similarities I can relate to with the people I come in contact with in High School.

    Read More

  • Analysis Of Orientation By Daniel Orozco

    950 Words  | 2 Pages

    The short story “Orientation” by Daniel Orozco is a unique story. Orozco never introduces the narrator or the audience. The story appears to be, just as the title specifies, an orientation for a person entering a new job. The story, however, delves deep into the lives of several employees throughout the story. The lives of these employees and their interactions become the most important part of Orozco’s work and the main character that is being spoken to becomes an unimportant observer in an intricate atmosphere.

    Read More

  • An Analysis Of Reflection In Orientation, By Daniel Orozco

    1494 Words  | 3 Pages

    I challenge you to take a trip back in time to your very first job orientation. Do you remember what the orientation process was like? In this short story titled "Orientation" written by Daniel Orozco, he tells the story of someone who is attending their orientation for an office job. This story is told by the narrator who is also the person conducting the orientation. The person on the receiving end is not specified, so that leads me to assume that the narrator intended for the audience reading this story to feel as though they are apart of this story and as though the narrator is actually talking to them specifically. Personally, when reading this story, I imagined that I was the one who was taking a tour of the office because the author

    Read More

  • Prioritizing and Time-Management

    920 Words  | 2 Pages

    April: Carl recruited 15 new hires to work in the Operations Department. Carl also scheduled Orientation on June 15, which was to be held in the Training Room. This was to ensure tentatively that the new hires would start by the month of July.

    Read More

  • The Effects of Incivility

    668 Words  | 2 Pages

    ... the overall attitude of the hospital staff being changed, and when the new hires entered in, they, through observational learning from the more experienced staff, acquired the favorable work attitude.

    Read More

  • The Pros And Cons Of Integrative Negotiation

    1122 Words  | 3 Pages

    I, as Terry made the first offer and anchored our negotiation of wanting Joe to start tomorrow. This was also my aspiration point. I clearly explained and recapped to Josephine what was given to us in the general instructions. I explained what the anti-nepotism policy was, how it affected her and Joe’s promotion. However, at no point in time did I disclose my reservation point of 6 weeks. This was the bare minimum it would

    Read More

  • Patricia Benner's Theory Of Nursing Theory

    2010 Words  | 5 Pages

    Management spends several hundred dollars for each new nurse that it hire and train. Using Benner’s theory, and investing in nurse retention will decrease costs, as well as having resulted in better patient outcome. A savings of one and one- half to two times of a salary is estimated to have occurred in reducing nursing turnover (Friedman, Delaney, Schmidt, Quinn, & Macyk, 2013). During my first four to five years in my current post,. I noted there to be an increase in novice and advance nurses not staying very long. Upon doing exit interviews it was brought to my attention, that the orientation, he or she received was not enough to make them feel comfortable. The nurses felt that he or she had been rushed through orientation, and did not feel confident in dealing with some

    Read More

  • Manuel's Employee Assistance Program

    488 Words  | 1 Pages

    Mary Ann Damian Incident 1 – What a Change Manuel’s supervisor Bill has viewed him to be a hard and corporative worker. That has changed since Manual has started to experienced personal problems which altered his behavior. Over the past year Bill has overlooked Manuel’s inappropriate work ethic. However, the time has come when Bill realizes he needs help from his boss before the situation escalates any further.

    Read More

  • halo effect and recency effect

    495 Words  | 1 Pages

    The common problems I have identified when conducting my research for this training are as follows:

    Read More

  • Mary Corey's Temper Case Study

    1245 Words  | 3 Pages

    Helen Rowe, who was Mary’s supervisor decided to look over Mary’s records to see what could have cause such a falloff in production and attendance. Helen discovered that about six months ago Mary has started taking longer lunches. Mary even stretched one lunch out an extra 25 minutes. Since

    Read More

  • Improving College Recruitment

    1823 Words  | 4 Pages

    Proper training is essential to an effective recruitment process. Marianne Collins, HR Manager for exempt employees, is already aware of the issues that can arise from ineffective or insufficient training. Among the issues experienced is a lack of concern for the security of applicant materials, lack of knowledge regarding the positions available, untimely processes, deficiency of knowledge about the hiring processes, legal infractions, an absence of professionalism in interviewing, and a failure to communicate the timeline for recruitment and hiring.

    Read More

More about Carl Robins Mistakes Made By A New Recruit

Open Document