Ten years ago, you started working as a clerk for DMD

Medical Supplies. Six months ago, Liz Jakowski, the human
resources director, promoted you to office manager. You
manage two employees: Jack Snyder and Ruth Disselkoen.
Your office provides secretarial support for the four members
of the executive team. Two years ago, Liz had assigned Jack
to support Ralph Alane and Jessica Hilo. Ruth was assigned
to Samuel Daley and Frank Daley. The work flow was
equally balanced.
You’ve noticed that in the last three months Ruth has cut her
breaks short to complete her work, complains of being tired,
and at least twice a month requires overtime hours costing
the company an additional $200 a month. In the last three
weeks, Frank Daley has complained to you a few times about
the poor quality of Ruth’s work.
On the other hand, over the last three months, Jack frequently
seems to have little to do. He has begun coming in late a
couple times a week and taking more than the allotted break
times. What work he does have, however, is always professionally
comClearly, you must investigate to determine what is causing
this change and how to improve the situation. Since nothing
has changed in the personal lives of either Jack or Ruth, you
conclude you must focus on the in-office work situation. You
learn the following facts:
• Samuel and Frank Daley share a part-time administrative
assistant who works only 15 hours a week.
• Ralph Alane and Jessica Hilo share a full-time administrative
assistant.
• Jessica Hilo has been on medical leave for the last four
months, and Liz Jakowski isn’t sure whether Jessica will
be able to return to work.
• Jessica’s duties have been temporarily reassigned to
Ralph and Frank.
Although you don’t have the authority to change who Jack
and Ruth are assigned to work for, you clearly need to
change the work the two do so that both Jack and Ruth
work regularly without requiring overtime.

How would you like us to help you with this assignment?

• Facts and figures that define the problem (the cause)

• Details that show the impact of the problem (effects) on
Jack, Ruth, and the company
Section 2
• The steps needed to change the situation
• Reason to implement each step, including the benefits
to your employees, your supervisor, and the company
• Information about your role in the change

Ten years ago, you started working as a clerk for DMD
Medical Supplies. Six months ago, Liz Jakowski, the human
resources director, promoted you to office manager. You
manage two employees: Jack Snyder and Ruth Disselkoen.
Your office provides secretarial support for the four members
of the executive team. Two years ago, Liz had assigned Jack
to support Ralph Alane and Jessica Hilo. Ruth was assigned
to Samuel Daley and Frank Daley. The work flow was
equally balanced.
You’ve noticed that in the last three months Ruth has cut her
breaks short to complete her work, complains of being tired,
and at least twice a month requires overtime hours costing
the company an additional $200 a month. In the last three
weeks, Frank Daley has complained to you a few times about
the poor quality of Ruth’s work.
On the other hand, over the last three months, Jack frequently
seems to have little to do. He has begun coming in late a
couple times a week and taking more than the allotted break
times. What work he does have, however, is always professionally
comClearly, you must investigate to determine what is causing
this change and how to improve the situation. Since nothing
has changed in the personal lives of either Jack or Ruth, you
conclude you must focus on the in-office work situation. You
learn the following facts:
• Samuel and Frank Daley share a part-time administrative
assistant who works only 15 hours a week.
• Ralph Alane and Jessica Hilo share a full-time administrative
assistant.
• Jessica Hilo has been on medical leave for the last four
months, and Liz Jakowski isn’t sure whether Jessica will
be able to return to work.
• Jessica’s duties have been temporarily reassigned to
Ralph and Frank.
Although you don’t have the authority to change who Jack
and Ruth are assigned to work for, you clearly need to
change the work the two do so that both Jack and Ruth
work regularly without requiring overtime.

i need help figuring this out please!

To address the issues with Jack and Ruth's workload and productivity, follow these steps:

1. Identify and analyze the problem: Based on the information provided, the main problem seems to be an imbalance in workload and poor quality of work from Ruth. Additionally, Jack appears to have excess free time. It is important to understand the underlying causes for these issues.

2. Evaluate the workload distribution: Assess the current workload distribution among the executive team and their assigned assistants. Determine if the workload is evenly distributed or if there are any disparities that may contribute to the issues observed. Note that you do not have the authority to change the assignments, but understanding the distribution is essential.

3. Consider the impact of Jessica Hilo's absence: Take into account the temporary reassignment of Jessica's duties to Ralph and Frank. This redistribution of work may have increased their workload, affecting their ability to supervise and support their respective administrative assistants effectively.

4. Communicate with Jack and Ruth: Schedule separate meetings with both employees to discuss their work performance, concerns, and any challenges they may be facing. Encourage open and honest communication to gain better insights into their situations.

5. Evaluate Ruth's workload: Discuss with Ruth the reasons behind her reduced breaks, fatigue, and need for overtime. Identify the specific tasks and responsibilities that may be overwhelming her. Determine if any adjustments can be made to her workload or if additional support is required.

6. Address Frank Daley's complaints: Have a conversation with Frank to understand the specific issues he has observed in Ruth's work quality. This feedback will help identify areas for improvement and potential solutions.

7. Assess Jack's workload and motivation: Speak with Jack to discuss his perceived lack of work and the reasons for his tardiness and extended breaks. Evaluate if he is properly assigned to support Ralph and Jessica, or if there are alternative tasks he can assist with. Motivate Jack to take ownership of his responsibilities and maintain professionalism in his work.

8. Coordinate with Liz Jakowski: Consult with Liz, the human resources director, who promoted you, to share your observations and proposed solutions. Seek her input and potential interventions to improve the in-office work situation. Mention that the workload distribution and administrative support arrangements may need reevaluation.

9. Propose a plan to improve the situation: Based on the insights gathered, develop a plan to address the workload imbalances and productivity issues. This may involve reallocating tasks, providing additional support, or adjusting work schedules. The aim should be to achieve a more equitable distribution and enhance overall productivity.

10. Monitor and reassess regularly: Implement the plan and closely monitor its effectiveness. Continuously reassess the workload distribution, employee performance, and overall work environment to ensure sustained improvement. Make adjustments as necessary to promote a healthy and productive office environment.

Remember, it is crucial to approach this investigation and subsequent changes in a fair and considerate manner, while respecting the limitations of your authority and consulting with key stakeholders.