ASSIGNMENT PERFORMANCE MANAGENT AT JET FOOD SERVICES Q1.

How would you describe Teresa Rosss approach to the assessment and management of Blakes performance? Ans: Teresa Ross assessed Blake's performance on following strengths and weaknesses Blake had a talent for working with people, including the employees and customers. In his tenure the number of clients increased and none of them switched to a competitor. He recruited, trained and supervised many employees who later became managers of other districts.

On the other had there were also few problems regarding Blakes behavior with others and his eating habits. During the past year he was out of work for three months with gall bladder and heart problems, attributable to obesity. His behavior toward others had become unpleasantly overpowering. According to Teresa, Blake started becoming rude and loud with regional personnel. Teresa in her assessment gave more weightage to Blakes bad behavior on job instead of his excellent performance. Had she given him an honest score based on his performance he would have scored more, but she gave him a low score purposely as she did not want him to become the assistant regional manager. After working with Jet foods for 10 years, Blake felt that he is entitled to new post of assistant manager According to Teresa, Blake did not have the personality and behavior required to be the assistant manager she also felt that her and Blakes

working styles are very different and she wont be able to work with him and his behavior might irritate regional and corporate personnel. She gave him an overall rating of 6, she knew that it is not the honest assessment of Blakes performance but she had to do it so that he doesnt get promoted, which according to her was the best thing for the organization. Teresa did not give him a fair score but she did it for the good of the organization so her approach is unfair but still justified

Q2 Are Teresas concerns with Blakes performance legitimate? Will Blake have justifiable reasons for feeling dissatisfied with the assessment and management results? Ans: Teresas concerns regarding Blakes performance are

Blakes unhealthy lifestyle Blake has unhealthy eating habits- despite doctors warning have contributed to some serious medical difficulties. Due to such habits he was out of work for three months as he suffered from gall bladder and heart problems. Blakes personal health problems affect the productivity and efficiency of operations. Blakes rude, loud and overbearing attitude toward employees and regional personnel Teresa has observed that Blakes attitude toward others is overbearing. She receives more calls or messages from Blake than from the other

nine district managers taken together- calls to advertise or promote his own efforts. When it was announced that Teresas region is going to be expanded and a new position of assistant regional manager will be created, Blake made it clear that he feels entitled to the job. Such habits and behavior of Blake eventually hurts the organization. So these concerns are legitimate. Undoubtedly, Blake will be dissatisfied with the assessment and management results as his performance (when compared to the standard performance) has been excellent. Blake will have justified reasons for feeling dissatisfied with the assessment as he has been performing well and increasing the client base of Jet. Employees performance are assessed by comparing their performance with the standard performance, and according to which Blakes performance is above satisfactory but as Teresa has made her judgment on his performance and behavior he has received a score of 6. During his tenure, Blake did not let even a single customer switch to a competitor. He recruited and trained employees in the best way possible, many of whom later became regional managers. Blakes performance has been above satisfactory in the last year except that he was out of work for three months due to medical reasons.

Q3How could Jet Foods system of performance assessment and management be improved? If you were Jets vice president of Human Resources, what changes would you make?

Ans: The current performance assessment and management system of Jet is good but like most of the other systems it suffers from the same problem, that the assessment is made only on the basis of performance only (how is the performance compared to the standard performance, has the standard level of output been met or not etc) and the behavior of the employees does not play a significant role. It could be improved by appraising employees on standard performance as well as standard or appropriate behavior.

If I were the V.P of HR, I would make these following changes in the assessment system of jet foods1. Assessing the performance on quarterly basis and not on yearly basis. 2. Giving significant importance to behavioral aspect when assessing the performance of employees. 3. Providing written explanation and reasons for the score given to each employee.