1. One thing I noticed in general about the meeting is that no one on the committee is really serious about the meeting and no one felt that it is their binding responsibility to solve the problems that is presented to the committee. The committee duties are not prioritized. Even the organizer and president of the committee was late for the meeting. The organization of the meeting was poor. No steps were taken to follow up on the objectives identified in the previous meeting. I sense a lack of organized and responsible conduct of the committee members. There is also a lack of cooperation and a deficiency in the way matters are communicated to the members. The argument between Robert and Morey is not appropriate and it has taken a blaming and criticizing tone.
2. The Employee Retention Committee Meeting has 5 members with the Administrative Assistant as its head. Probably, The Administrative Assistant is not efficient and organized in heading the committee and in ensuring the coordination of the members. I would prefer to replace the chairmanship with a much more efficient officer like the Head of Administration (Buchan, 2004). The head of HR can be involved in the meeting.
With Friend Like This
1. My immediate reaction to Millie would be to listen to her concerns and assure her that it will be investigated and needed action would be done. This will help prevent further agitation and over reaction to a situation which is not verified as true or false.
2. If someone has used your initials to alter departmental schedule, it is serious and needs to be addressed. Before taking disciplinary action, I will seek a detailed understanding of the situation. An explanation from the person can be sought before proceeding with disciplinary action.
3. It is always better to involve a third party like the HR department to handle the problem. Trying to address the problems directly will result in biases, creating personal grudges and enemies. It is always better to the concerned department to solve such disputes. A complaint can be lodged with the HR department. This will also help you take the mind of such workplace politics and drama.
References
Buchan, J. (2004). What difference does ("good") HRM make?. Human Resources for Health, 2(1), 6. http://dx.doi.org/10.1186/1478-4491-2-6
