ขั้นตอนที่สอง คือ เมื่อเรารู้ต้นเหต

ขั้นตอนที่สอง คือ เมื่อเรารู้ต้นเหตุของปัญหาแล้ว ต่อไป การแก้ไขด้านต่างๆของพนักงาน ก็จะมีการอบรมเขา(Training) และให้คำแนะนำกับเขา(Counseling) โดยจะมีการเรียกเขามาพบแล้วให้feedback ซึ่งเชื่อมโยงกับหลักการของ CEDAR จะมีขั้นตอนต่างๆในการแก้ปัญหาภายในองค์กรที่สามารถใช้ได้เมื่อพนักงานมีปัญหา First , Clarify the performance you need to see. For example , ถ้าเราไม่อยากเห็นพนักงานทำพฤติกรรมนั้น เราต้องบอกเขา. Next , Explain what actually your staff is doing. เราต้องมีหลักฐานในการที่จะอธิบายเขาได้. Next , Discuss the differences between the two. หลังจากนั้นควรเปิดโอกาสให้พนักงานพูด. Next , Agree on steps to fix the problems. ถ้าไม่สามารถตกลงกันได้ก็กลับไปคุยกับเขา(discuss) อีกครั้ง And the last one is Review the outcomes. ถ้าไม่เป็นไปตามสิ่งที่เราคาดหวัง ก็กลับไปที่ clarify อีกครั้ง ทำไปเรื่อยๆ ถ้าหากไม่มีการปรับปรุงหรือแก้ไขไปในทางที่ดีขึ้น อาจจะใช้วิธีที่เด็ดขาด

ผลลัพธ์ (อังกฤษ) 1:

The second step is when we know of a problem and following. To edit any of the employees, there will be training (Training) and to make recommendations to him (Counseling) by calling him come, feedback, which is associated with the principles of the CEDAR will provide steps to solve the problem within the organization that can be used when an employee has a problem, you need First to Clarify the performance For example, if we see. I don't want to see that our behaviour must make employees. Next, your staff is doing what actually Explain it. We have to have evidence to explain his differences, Discuss the Next. between the two. After that, it should enable an employee to speak to Agree on Next steps., fix the problems. If you can't agree, it goes back to talk to him (discuss) Again. And the last one is if the Review outcomes does not conform to what we expect. It's back to clarify again. Do so on If there are no updates or corrections to the zero-tolerance approach may be used.

ผลลัพธ์ (อังกฤษ) 2:

The second stage is when we know the cause of the next revision of the staff. He will be training (Training) and make recommendations to him (Counseling) will be calling him to found the feedback. CEDAR which is linked to the principles of the steps in solving problems within the organization that can be used when an employee has a problem First, Clarify the performance you need to see. For example, if employees do not want to see that behavior. We have to tell him. Next, Explain what actually your staff is doing. We need evidence in order to describe him. Next, Discuss the differences between the two. After that, it should provide assistance. Next, Agree on steps to fix the problems. If they can not agree, they went back to talk to him (discuss) again And the last one is Review the outcomes. If it does not conform to what we expect it to. clarify once again to do so if there is no improvement or change in a better way. May be used to decisive

ผลลัพธ์ (อังกฤษ) 3:

The second stage is when we know the cause of the problem, the next to edit the various aspects of the employees. Have trained him (Training). And advise him (Counseling). Will be called him to feedback. The link with the principle of CEDAR.First.Clarify the performance you need to see. For example, if we don't want to see employees behavior, we have to tell him. Next Explain,, What actually your staff is doing. We need evidence to explain them. Next Discuss the, differences between the two.After that, should be open to employees say. Next Agree on, steps to fix the problems. If not agreed to talk with him (discuss). Again And the last one is Review the outcomes.If you don't follow what we expect, then go back to the clarify again. Keep going. If there is no improvement or correction in a better way. May use the method.