Introduction

Health and Human services are a state department in every 50 states. This is the state department that handles the processing of Medicaid, SNAP (Foodstamp), W.I.C, Medical transportation, Women Health and many other state welfare program. Health and Human Services (HHS) has to follow state and federal laws. Depending on the importance of the change, some changes can get lost in translations. Sometime those changes over look once caught can cost the department fines and or losing funding.

Overview of the Organization and Case Study

HHS is monitor by the state Auditor office. The office makes sure the agencies follow and apply all new guide lines. In 2011 a new disclaimer was sign into law. The disclaimer basically stated that the worker did take the correct step and confirm the SNAP case was should be denied. When a case is denied and the denial is not valid it not only cost the state money but it is also report. Too many denial had been appealed and over turn.
“Sanctions Document the SNAP Employment and Training (E&T) or Choices penalty information from the automated Texas Workforce Commission interface; Form H1816, SNAP E&T Noncompliance Report; or Form H2581, Choices Noncooperation Report, including the noncooperation date, applicable penalty period and reason when staff are not able to enter the penalty in TIERS, as required by policy in A-1890, Documentation Requirements” (Health and Human Service Pg3)

Once the issue was discovered after an audited and this location was fined, the supervisor did not take owner ship. The supervisor should of notified the workers of the new documentation policy created to help stop the turn over and the location from being fined. However this is not what happens.

Identify and Describe the Situation or Problem

Knowledge
The major issue in the case is new information not be shared with the right people. Supervisor upset with workers, after they were yelled at by the head manger. The minor problem is the disorganization among the supervisors. The issue being major or minor would not be here if the supervisors followed the right procedure for spreading new information. We are emailed and give lots and lots of new information.
The more important the information it should be given verbally. Faylor’s bridge. Communication theory applies to this “Usually it is simpler and quicker to do so verbally than in writing (Shockley-Zalabak, 2014, p. 75)”…If the supervisor would of just told us inside of thinking we would read it. Things would have been better. Also the organizational theory or perspectives is Bureaucracy. The Company is run according to policy and procedures. “Bureaucratic authority was to rest on formalized rules, regulations, and procedure (Shockley-Zalabak, 2014, p. 76) . What is missing is a better way of keeping up with new law pass. As well teaching it to the workers The assumption are that the supervisors don’t care about the workers and their job performance as much as they care about their own.

Sensitivity

All the workers on the floor feel the supervisors are the cause of the issue. They all agree they are not doing their job and telling the workers of the new documentation rules. The shared realities of the situation are that supervisors and workers should share all new information once learned. This information affects the company as a whole; the people need to work together. This is the principal of individual’s good communicators. However, the main principals are still not assuming responsibility. They are placing the blame workers for not keeping up with the latest new law.
Skills
The skills they are exhibit is one of no concern. When new documentation rules are coming up they should pass on the information. The supervisors need to develop their skills of dealing with anger. Also communication skills between supervisor and workers? The way this could be developed is the supervisor takes a class on how to relate information to the workers that was over look. Also how to handle their anger when they get in trouble; for not relating needed information to the workers. Great communication between the area manger and supervisors.

Values
The important thing is to document all Snap denied cases correctly, so when the case is reviewed by any one, they know the person who denied the case took all require step. It’s also important to document on every case and put down everything that you do. All employee want to do their job correct and right. The culture of the company is to help all people and do our job with pride. We are train to do our job to avoid more fines and a failed audit is part of the culture as well. Develop Alternatives and Test Possible Solutions

The best solution is to have the trainers keep up with new policy and have training on new and important policy. There is at least three other ways the new information can be track. Create a team that keeps up with policy, or trainers, or the supervisors. The company needs to have some or a few people to keep up with the constance change to policy and procedure. Maybe the superiors are two busy to keep up with all changes.

Propose Solutions and Suggest Implementation Plans
The main reason of the solution is to keep from getting blamed for another person mistake. The supervisors should of told advice then employees about the new documentation, when they were notified. And not just assumed they knew about the new policy. This should take effect right away as new policy and changes can be a few times a week. When the audit comes around again, one of the question that is ask “ Do you think having the trainers keep up with new changes and have them train you on it has benefit you as a worker or not?” When the employees give their feedback, this will let the company know the plan was good or not.

Summary
“Team Work….divide the task and multiple the success”
-Unknown
In any company the goal should be to build success together. Being a supervisor and you cannot communicate to your team. Then why be supervisors at all. New policy and procedure should be share with your team. It’s a known fact that the team is a reflection of the supervisors doing their job. When the supervisors was advice of the new policy they should of made it their, priority to tell their team. And once it was discovered this did not happen the supervisors should have accepted they had missed up. Take full responsibility for the bad audit due to lake of communications with the team.

References
Shockley-Zalabak, P. (2012). Fundamentals of Organizational Communication
(9th Edition). Upper Saddle River, NJ: Pearson.

Health and Human Service of Texas. (2014, April). Texas Works Documentation Guide. Retrieved March 19, 2015, from https://www.dads.state.tx.us/handbooks/TexasWorks/res/Texas%20Works%20Documentation%20Guide.pdf