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  3. James Belasco: When the employee causes a problem, help him or her to recognize that. Describe how you feel about the situat

James Belasco: When the employee causes a problem, help him or her to recognize that. Describe how you feel about the situat

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问题 James Belasco:
    When the employee causes a problem, help him or her to recognize that. Describe how you feel about the situation and explain possible consequences. You may also suggest other ways for the person to think about the situation. For instance, tell the person how his or her difficult behavior affects other people, such as coworkers or customers.
Ken Carlson:
    Encourage people instead of criticizing them. Praise them and they’ll do more things right and discover talents and abilities they never realized they had. Look for opportunities to compliment a person who demonstrates high work standards. Show the person that you understand everyone makes mistakes and that we can learn positive lessons from mistakes. Or even briefly share one of your own mistakes and thereby strengthen trust between you.
Jack Carter:
    Although you’ve got a lot to do each day, give your first attention to approving and reviewing projects your employees are working on that day. Don’t frustrate them by being too busy to OK their work or give direction. Give feedback and share information, ideas and suggestions in a timely manner. Don’t hide behind voice mail and closed office door. Make yourself easy to contact in case they need you.
Kelly Hodges:
    Often, it is the little things we do for people(such as letting workers with long commutes leave early on a snowy day, or springing for dinner when overtime is required that determine their loyalty to you). Talk with people who have faced challenge in and outside me workplace. Offer them your encouragement. Ask men what things you can do that support them. Work with them to develop a plan for building more supportive behaviors. Show your employees that you care about them. Make certain every employee knows you are committed to supporting his or her development, both professional and personal developments.
Robert Scott:
    Don’t shoot down a suggestion before you’ve heard it in full. Many of us are too quick or too eager to show off our own experience and knowledge and say that something won’t work because" we’ve tried it before" or" we don’t do it that way. "Give complete attention to his proposal. Listen carefully and respond with empathy. Seek opportunities to praise and compliment constructive suggestions.
    Now match each of the person(61 to 65)to the appropriate statement.
    Note: There are two extra statements.
                             Statements
[A]Don’t be overly critical.
[B]Reward them for their hard work.
[C]Be available.
[D]Challenge them with a difficult task.
[E]Take a personal interest in people.
[F]Be open to ideas.
[G]Influence the person’s attitude.
Ken Carlson
选项
答案A
解析 该段认为不要对人太苛刻，要尽量多地去鼓励别人而不是批评别人。
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