HCA 545 Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why? Explain your reasoning.

HCA 545 Module 4 DQ 2

Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why? Explain your reasoning.

Answer:

The more effective approach to managing unproductive employees is the modern persuasion method. This method focuses on individual communication and creating a relationship between the manager and employee.

The closed impersonal method is less effective because it does not create a connection between the manager and employee.

In this method, the manager is focused only on getting the job done with minimum effort. This approach may work for certain situations where time is of the essence and there are no other options available. However, in most cases it will not be as effective as the modern persuasion method because it does not take into account individual differences or personality traits of each person involved in the process.

The modern persuasion method is more effective in managing unproductive employees.

The closed impersonal method can be effective in the short-term but it does not provide any long-term change. The modern persuasion method provides a more effective long-term solution for managing unproductive employees. It allows for better understanding of the employee’s perspective and creates a more positive work environment.

The closed impersonal approach is a very direct way of managing unproductive employees. It involves informing the employee that they are not meeting expectations and then laying out consequences for their failure to improve. This approach is often effective because it gives clear expectations and consequences that can be enforced by management or supervisors (Hwang & Hwang, 2013). This approach has proven effective when dealing with low-level employees who do not have much power or leverage within their workplace (Hwang & Hwang, 2013). It also works well with younger workers who do not have much experience in the workforce yet (Hwang & Hwang, 2013). However, this approach is less effective when dealing with more experienced workers who may be resistant to being treated like children (Hwang & Hwang, 2013).

The modern persuasion method involves engaging employees by asking them questions about what would make them happy at work

The modern persuasion method is more effective than the closed impersonal method in managing unproductive employees because it allows an employee to have a voice and be heard, which can help improve their morale and productivity.

The closed impersonal method is more of a command-and-control approach. The manager tells the employee what to do, and they do it without question or negotiation. This can lead to resentment and frustration for both parties, with no real improvement in performance. The modern persuasion method encourages dialogue between manager and employee so that they can work together toward a common goal—improving the company’s bottom line through increased productivity.

A good manager knows that treating people like adults will get better results than treating them like children (or worse). There are times when you need to take a hard line with an employee who is not pulling their weight, but those situations should be few and far between.

The modern persuasion method is more effective than the closed impersonal method.

The closed impersonal method involves firing an employee and replacing them with someone else. This method is effective in that it removes the problem employee, but it’s not effective because it doesn’t address the underlying issue of why the employee was unproductive in the first place.

The modern persuasion method is more effective because it recognizes that there are often underlying issues causing employees to be unproductive, and that those issues need to be addressed before productivity can increase. It’s also more effective because it relies on a more human approach that encourages employees to feel like they’re part of a team rather than just another cog in a machine.

I think the closed impersonal method is more effective than the modern persuasion method.

The closed impersonal method is essentially to fire someone for being unproductive, whereas the modern persuasion method involves trying to convince them to do better.

The closed impersonal method is more direct, which makes it more effective because it cuts out all of the extra steps involved in convincing someone to change their behavior. It’s also more efficient; it doesn’t spend time on things that aren’t likely to lead anywhere. The modern persuasion approach takes time and energy that could be put into something else.

In addition, I think people are more likely to be motivated by threats than by positive reinforcement. Threats are a great way to get people’s attention and make them realize they need to make changes if they want to keep their jobs—or at least that’s what I’ve found when dealing with my own employees!

I think the modern persuasion method is more effective than the closed impersonal method because it allows for more personalization.

The closed impersonal method is just that: closed and impersonal. It’s a cold, cut-and-dry approach that doesn’t allow for much of a relationship to develop between the manager and the employee. In this case, there’s no space for trust or understanding; it’s just “do what I say or else.”

The modern persuasion method is a lot more personal. It’s about getting to know your employees and their needs so that you can help them reach their goals while also achieving yours as an organization. This kind of relationship allows managers to have more leverage over their employees when they need something done, because they now have a relationship with them—they know their strengths, weaknesses, interests, etc.—which makes it easier for them to communicate what needs to be done in order to reach goals together as a team.

The modern persuasion method is more effective.

In the first place, the closed impersonal method does not take into account the fact that each employee is different and needs to be treated accordingly. For example, an employee who needs to be reprimanded for her poor performance may react better if she is given a chance to explain herself before being reprimanded.

Secondly, the closed impersonal method is less effective because it does nothing to improve relations between employees and management. Employees are more likely to perform well when they feel as though they have a say in how things are managed and what their responsibilities are. When managers use this approach, they do not take into account these factors and end up alienating their employees instead of motivating them through positive reinforcement.

Question:

HCA 545 Module 4 DQ 2

Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why? Explain your reasoning.

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