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12 Task Performance 1

Beverly faces issues as a supervisor dealing with an employee, Bob, who has an attitude problem and erratic work habits. As a new supervisor, it has been difficult for Beverly to address Bob's unacceptable conduct, which could negatively impact the company's performance and lead to legal issues. To improve the situation, Beverly should understand the root cause of Bob's behavior problems and create a positive work environment where employees feel supported to meet performance standards and contribute value to the organization.

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Allyza Renoballes
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447 views

12 Task Performance 1

Beverly faces issues as a supervisor dealing with an employee, Bob, who has an attitude problem and erratic work habits. As a new supervisor, it has been difficult for Beverly to address Bob's unacceptable conduct, which could negatively impact the company's performance and lead to legal issues. To improve the situation, Beverly should understand the root cause of Bob's behavior problems and create a positive work environment where employees feel supported to meet performance standards and contribute value to the organization.

Uploaded by

Allyza Renoballes
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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1. What are the issues that Beverly faces as a supervisor?

Identify the specific performance


improvement results she should seek.

The issues that Beverly faces as a supervisor, she had a major concern in terms of dealing her
employees especially Bob because he has an attitude problem and erratic work habits have
worsened. As Beverly moved into the supervisory position, it was difficult for him to modify
unacceptable employee's conduct that could affect the company's performance. Also, being
unproductive and unresponsive of employee can leads to mistakes under this new law that could
cost the bank a lot of money in lawsuits and penalties. The performance that could improve the
outcome that Beverly should do is to find out why Bob has attitude problem and erratic work habits
have worsened. It is also an obligation of the supervisor to understand the root of a performance
problem before you can fully address it. It is an ability and motivation go together to impact
performance, and the most successful performance improvement efforts combine strategies for
improving each. This creates a positive environment where people feel supported to reach their
performance potential; and feel valued, knowing that the organization wants to find a good fit for
their abilities.

2. Do you agree that Bob should be transferred to another department if he does not perform well?
If you are Tony, what would you have done differently?

For me, No. Even if Bob has a poor performance in the organization, it is not right to simply transfer
him to another department. It is an obligation of a supervisor or manager to understand the root of
a performance problem before you can fully address especially Bob has a big contribution to the
organization before the problem happened. He was a Pioneer employee, which implies Tony and Bob
may already have an excellent connection that has developed through times. As a manager, it is
preferable to inform the employee the pros and cons of having a bad performance inside the
organization. Not only his bad performance affect to his work but as well, it affects the trainees
under his supervision. While the problem has a solution, take an immediate action before it’s too
late.

3. How would you address the case with HR planning?

For me, I would address this case with HR Planning by informing the HR the poor performance of an
employee. If my employee will not listen to my advice then it is the time that I refer my employee to
the HR. I believe that every member of the team needs to contribute, and remain motivated to
accomplish their goals, and thus the company’s. This means that if an employee isn’t performing up
to standard, it can affect the whole company.

This study source was downloaded by 100000809081318 from CourseHero.com on 06-05-2022 11:00:56 GMT -05:00

https://www.coursehero.com/file/98423597/12-Task-Performance-1docx/
4. Given Bob's career stage, what steps should Beverly do to save or improve Bob's declining
performance.

Dealing with poor performance is probably one of the biggest challenges you will face as a manager.
Seeing Bob’s career stage, the steps should Beverly do to save or improve having a declining program
is to remind the employee what “good” looks like. Tell her what the goal is, what the behavior is that
she want to see or what results she looking for. Beverly must be direct and clear in communication.
Next is, tell Bob what specific behavior she have seen or heard and how it missed the mark. Beverly
must assure the note areas that need attention and improvement. Then, let him know how the poor
performance is impacting other employees and the organization. Next step is Outline an
improvement plan in the identified problem areas. Beverly must sure that Bob clearly understands
her expectations. Last is ask the employee what he can do to help boost performance. If a lack of
training or mentoring is the problem, then Beverly must find a way to provide the necessary
guidance. She must give the employee the resources, tools and support needed to help him
improve. It’s always better to deal with these types of situations rather than ignore them, even if it’s
not the most comfortable conversation. Poor employee performance, if left unaddressed, can be
toxic to the work environment and detrimental to the profitability of your business.

This study source was downloaded by 100000809081318 from CourseHero.com on 06-05-2022 11:00:56 GMT -05:00

https://www.coursehero.com/file/98423597/12-Task-Performance-1docx/

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