Module 2 - Assignment Example

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Step 1 One of the team mates in our organization believes that he knows everything since he has spent a lot of time working for the organization in different departments. This person works in the marketing department of a chain supermarket that specialises grocery and other retail products…
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Module 2
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It takes some time to convince this person that he ought to change his behaviour in order to meet the changing needs of the customers. In some cases, he is adamant and argues that he has a lot of experience dealing with customers. This attitude has to be changed in order for this person to improve his performance. Step2 According to Silverman, Pogson and Cober (2005), there are five individual precursors used to rate the performance of individuals in the organization and they are listed below. The score for individual precursors is outline below. These are rated out of a possible score of 5. Awareness-2 Sense of necessity-3 Confrontation of change-2 Willingness for feedback -3 Development orientation-3 Based on the scores above, it can be seen that this person has little awareness on the need to change given that he scored 2 according to the observations made on him. To a certain extent, it can be seen that this person is moderate in terms of sense of necessity. He thinks that it is important to change following the negative comments that are often given by his co-workers who believe that change is necessary in order for him to keep pace with the developments taking place in the workplace. In as far as the precursor of confronting change is concerned, it can be seen that this person has little intention to suddenly change his behaviour. The score for precursor number 4, willingness for feedback is 3. ...
Step 3 From the possible score of 25, this individual person has scored 13 and he has been assigned to the second category of developers. This is an average score which shows that with concerted effort, this person is ready to develop when the initiative is incorporated into the organizational performance management system. As noted by Schraeder et al (2011, p.3), “The management of employee performance is regarded as an essential function of organizational managers.” It is the duty of the managers to view employees as assets to the organization hence the need to constantly develop them so that they can contribute to the overall performance of the company. Employee development is essential for the success of the company. Step 4 The score for organisational precursors is outline below. These are rated out of a possible score of 5. Organizational alignment-5 Organizational feedback-4 Formal individual growth-3 Accountability-4 Compensation system- 4 From the above scores, it can be seen that the rate for organizational alignment is 5. The organization is high on this precursor where it can be seen that it aligns its mission, vision and value system in its operation. The score for organizational feedback is 4 given that the management makes any effort to provide feedback to all employees about their performance. In formal individual growth, the organization scored 3 given that most of the growth initiatives are managed by the responsible authorities. In terms of accountability, the score is 4 since the organisation strives to be accountable to both the employees and customers in order to gain their trust. The score for compensation system is 4 since the company tries to motivate the employees through offering rewards for Read More
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