The study case that we are presently dealing with is one that can occur at any firehouse. Working with the same partners for a long period of time could either create long time relationship or could possibly produce friction and destroyed the dynamic of a shift. Lieutenant Hanson can no longer deny it. He does not like paper works, unfortunately the situation that arise under his leadership will give him no choice to act on. The situation that occur at station three appear to be minimal at first. The action that Firefighter Sleamon want to take brought the issue to another level. My first concern is the way that firefighter Sleanmon and Kowalski responded to each other. Kelly Sleamon should have known better by telling Kowalski what to do. Same for Kowalski, such behavior toward Sleamon is absolutely inappropriate and unacceptable in a workplace. Everyone should have been assigned their station duties at the beginning of the shift. That entire …show more content…
Stan might need some helps, especially if during the investigation they found he had issues in his workplace. Maybe he need some coaching or some kind of discipline. “In a disciplinary conversation, what you’re trying to do is to coach the employee to improve his performance by clarifying expectations and making him understand his responsibilities to act correctly. The same approach should be taken with firefighter Sleamon. Perhaps both members could use the help of an EAP (Employee Assistance Program) program or any similar program offered by the Zenith Fire Department. It could certainly be beneficial for both firefighters and the ZFD. Before disciplinary action take place, Lieutenant Bill Hanson needs to ask several questions as we saw in Unit 5. If the offense is serious enough and I believe it is, he will need to make a full report to his