Chris Ingram has always been one of your better employees. Chris is trustworthy and performed well or even exceptionally on nearly every task pursued these past five years. In fact, you recently gave Chris a new, more challenging assignment to complete. However, in the last few months, you noticed that Chris' work declined. In addition, Chris seems to be arriving later to work than usual, leaving sooner than expected, and not interacting as much with fellow employees. You were quite busy yourself these past few months and did not talk with Chris much except to exchange brief pleasantries in passing.

Chris also hasn't said anything that could help shed light on this surprising change in behavior. You have not intervened in the situation; nevertheless, these problems don't seem to be going away. As Chris' manager, you can no longer ignore this change and drop in performance. You asked Chris to meet with you later today.

For this 2-part assignment, you will 1) analyze the situation, including identifying possible causes for employee behavior and 2) identify appropriate, responsive communicative strategies to employee Chris Ingram. For Part 1, answer the two questions below according to how you would personally diagnose and respond to Chris. (Think of him/her as an employee you couldor didmanage.)

1. Given your intuition (based on past personal experience in/with management), what could be going on here with Chris? Diagnose possible factors that might be contributing to Chris' performance.
2. What organizational communication structures and management communication practices would you recommend to remedy the situation with Chris? Detail a communication response strategy with specific tactics (i.e., practices and structures) to improve Chris' future. (Please do not refer to the management perspectives we will discuss in class. That analysis will be included in Part 2 only.)