Mark is unable to complete work in a timely manner.

Mark needs to have a conversation about deadlines and priorities. While having conversations, Mark may be able to determine which work can wait and engage in critical thinking by using "what if" in his thought process.

Human Resources paper costs estimated $1840.00 (40% office supply budget) per fiscal year.

Jenna is a part time track coach at a high school. She has a full-time job elsewhere .Jenna failed to follow established social media rules. After she contacted some of the young teens outside of her job duties and using her personal phone, some parents complained that she is overstepping boundaries. She has now been called in to the principal's office to be reprimanded. Her violations may result in her being fired.

Employees ‘travel’ for hot beverages and snacks. They ride several elevators and escalators, then wait in lines to buy these things. Time is lost but people want coffee and hot water for tea. Instant coffee machines have been installed on each of the 40 floors, but they are not as popular as the well-known chain coffee and pastry shops available to anyone who wants to travel to lower levels of the building (or to the shops outside of it).

The HR Department at XYZ Health Plan has reported to Senior Leadership that for FY 2019 there was an increased Employee Turn-over Rate from 20% in quarter 1 to a concerning 35% in quarter 4 for the job role of the Prior Authorization Nursing Staff. The Operations Team are not sure what to do about this employee retention issue.

Our patients' eyes need protection from splatter during dental procedures; We want to protect them and avoid costly consequences of eye injury.

Team Leaders struggle with how to hold conversations with Team Members regarding performance concerns and issues

A learning design company regularly hires IDs in batches and engages them in an onboarding program that has several goals: familiarize IDs with the company's policies, procedures, pertinent documents, and related practices; 2) introduce and engage IDs with the actual tools and templates they will use once they are vetted; 3) determine how the new IDs work with their peers and supervisors particularly on team projects and in terms of work feedback and revisions; 4) Identify IDs level of creativity when it comes to learning design.

The onboarding is extensive and involves the actual design of a learning experience (no development) for which eight hours have been allocated (the onboarding is a total of 40 hours). There are a lot of moving parts that IDs need to stay on top of. Built into this work is their nervousness of doing "the right thing" as a new ID in a new company with specific work structures and approaches. And their desire to come on board and thus be "perfect" during the onboarding.

Jane is a new employee and during her one-on-one meeting with her new boss she expresses her frustration with completing all of the required eLearning courses. She is not sure which courses to take and in what order. To complicate things, she is sometimes interrupted by incumbent employees who stop to talk. Additionally, Jane's training is sometimes interrupted during busy times and she is asked to assist customers.

Outreach Workers need to improve the number of members engaged in Care Management upon initial outreach and connect to CM and resources

I work from home 2X/week and my motivation/ on task behavior ebbs and flows.

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