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Bob Miller Research Paper

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Bob: The Complacent Employee
We, the Louisa May Alcott Union, were hired to bring back Bob Miller to the Louisa May Alcott Elementary School. Bob Miller, a child psychologist, was fired without a warning, for not following the expectations. Ashley Ostrowski, Almina Jez and Kristina Bird, have experience in visiting different organizations to improve their way of working, and finding solutions to their problems. Firing Bob was one of the biggest mistakes the Administration Board could have made. As a union, we have come together to fight for Bob’s job back. Too take some stress off of his shoulders, he will be provided with an assistant.
Bob Miller is the hero at Louisa May Alcott Elementary School. For many years, he has worked as a full-time …show more content…
It was his boss’s appearance. “This couldn’t be good. Not only were Harriet’s visits rare, but when she did appear at Louisa May Alcott Elementary School, they were always grab-and-grins, and then out she went” (Buchbinder, 2012 p 379). He was right, it wasn’t good. Without much thought, she and her colleagues decided to cut Bob’s position. Harriet jumped right into letting her employee go, rather than monitoring, correcting, and helping him improve his performance. First, she stated that his position will be cut due to little work at the school for a full-time psychologist. Bob usually ate his lunch at his desk, and stayed at work until six o’clock trying to keep up with clients and the Medicaid paperwork. His boss lied. If anything, working full time wasn’t enough. He was fired due to lack of communication and he was told he kept all of the information on his clients to himself (definitely not the case). The Human Resource Management isn’t benefiting the s1chool nor the students attending. Bringing in a new, part time psychologist from Melville Middle School, will make the students feel uncomfortable, nor will they have someone to go too at all times. The HR management doesn’t prepare the employees for what’s coming; they don’t outline what they want to see. This major issue leads to secondary issues like the following: poor communication, leading to poor performance, and employee

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