Review the case scenario you worked on in M1 Assignment 3You can expect Bob to be uncooperative. Taking this into consideration, prepare a 6- to 8-page report that addresses the following questions:Ho

Working Ahead-Bob Case Scenario

Stephanie Rincon

Professor: Erica Wansel

 Interviewing & Interrogation: History & Techniques

February 6, 2019

Working Ahead-Bob Case Scenario

Part One: Planning

Purpose of Specialized interview

Bob has been having problems that are hidden regarding criminal activities. It becomes difficult for the management to identify them. With the concealed information, the managers find it challenging to identify the behavior of Bob when it comes to identifying the well-being of their employees. It is evident that Bob has been threatening others and acting strangely when it comes to his relationship with colleagues. Despite the above, it has become difficult to come up with evidence that links him to crimes. This is devastating for the professional organization. It is through a specialized interview that it becomes possible to comprehend Bob’s behavioral traits.

It is through a specialized interview that the management acquires information on the uncooperative nature of Bob’s behavior. This also touches on evaluating his performance and its relationship to the development of the organization. Additionally, it may be used as a framework through which Bob may defend his dignity in court for the allegations made against him. The specialized interview acts as one session with the organization’s stakeholders and law enforcement agencies to defend himself and to give main reasons regarding his behavior (Rey-Casserly & Koocher, 2012). It is a valuable tool to evaluate organizational culture and its interactions with the employees.

Assessment in the Case of Bob and Evaluating the Truthfulness of Response

The first step in the assessment includes the identification of relevant environment to enable interaction with Bob. This enables Bob to have an easy way of communicating his behavior and answering the involved questions. An open environment/office are critical environments to enable the collection of data and to ensure the evaluation of the situation that affects Bob. The second step includes communicating with Bob the main reason for the occurrence of the interview and the assessment. It becomes crucial to inform him about his roles in the assessment and the expectations associated with his participation.

The above situation creates an open mind as per his participation and the activities involved (Stuart, 2016). The step ensures Bob understands the processes, activities, and procedures of the assessment beforehand. It eliminates anxiety. The preparation of the technique and activities involved serves as the third step. Bob should undergo easy and flexible activities for him to provide the assessment with the desired information. The step brings about evidence together to identify the reasons for the behavior of Bob.

The Stakeholders for the Assessment Review

The situation involves several stakeholders and issues that ensure proper assessment of Bob. The first stakeholder includes the manager. The manager receives an email regarding Bob and his threats to his colleagues. The manager may communicate about his perception regarding Bob, even without involving the emails. The law enforcement officers become the second stakeholders who confirm the commitment of the crimes through evaluating his criminal record. The police assists in the development of evidence regarding crimes committed in the past. The judicial system identifies the reasons for the arrest and conviction of Bob during his absence from work.

The above factor confirms whether Bob went through the counseling process and community service or not. It is essential to engage colleagues to comprehend his behavioral traits. The employees accusing him of threats should also communicate their perception and confirm their allegations.

Communication about Bob’s Evaluation

Bob should know that the evaluation focuses on identifying the truth about the allegations made against him. This is to identify workplace performance and role in enabling him to become friends with other colleagues. The evaluation identifies the relationship he has with colleagues. This looks into relationships and their impacts on the professional environment (Stuart, 2016). The other communication to Bob comprises of making him understand that the evaluation focuses on identifying his psychological well-being. The army service reports show a personality disorder that leads to his termination. The above factor is essential for him to note that he has a mental disorder. It prepares him for treatment. Bob should have the reassurance of not being fired for him to provide the desired information.

Disadvantages and Advantages of Telephone Interview

A telephone interview goes beyond geographic limitation. People do not need to be in the same environment for them to communicate about issues surrounding the interview. They have a cost-effective status. It is affordable to make calls regarding interviews as compared to making travel arrangements to meet with participants. Traveling means accommodation, food, and transportation which are expensive. Telephone interviews save time in comparison to traveling from one place to another (Rowley, 2012). The disadvantages include telephone interviews possessing limitations from controlling what the participant says and the activities needed for the situation. The participant may also fail to understand the context of the questions if not explained to adequately. The above factor may influence the interview not to answer questions correctly.

Assessment Instruments

They comprise questionnaires and interviews regarding different issues facing Bob.

Methods used to deal with Bob’s defensive Posture

Bob needs the reassurance of him not being fired. Bob needs to be told about him receiving counseling assistance. It is also important to reassure him of not going through arrests when he tells the truth and when it is confirmed that he is innocent.

References

Inabinett, J., & Ballaro, J. (2014). Developing An Organization By Predicting Employee Retention By Matching Corporate Culture With Employee's Values: A Correlation Study. Organization Development Journal, 32(1), 5-12.

Rey-Casserly, C., & Koocher, G. (2012). Ethical issues in psychological assessment. Handbook of psychology: Assessment psychology, 295-330.

Rowley, J. (2012). Conducting Research Interviews . Management Research Reviews, (35 3/4), 261-270.

Stuart, M. B. (2016, July 11th). The future of the Affordable Care Act: Reassessment and revision. Brookings.