1. What are the issues that Beverly faces as a supervisor? Identify the specific performance improvementresults she should seek.2. Do you agree that Bob should be transferred to another department if he does not perform well? Ifyou are Tony, what would you have done differently?3. How would you address the case with HR planning?4. Given Bob’s career stage, what steps should Beverly do to save or improve Bob’s decliningperformance Beverly Comes Full CircleBeverly Wyman, 33, took her job as supervisor very seriously. She may be new to the company, but shebelieves that she's doing a good job. Beverly is in charge of the Consumer Credit Sales Group of the FirstUnion National Bank. Her sales group was formed six (6) months ago to aggressively sell and market thebank's various car, boat, and other personal loans. Beverly was promoted and became the groupsupervisor shortly after the group started, moving up from an assistant manager's job in the nearby CreditAnalysis Section. Some problems in the Analysis Section kept her longer than what was anticipated, andshe joined her sales group after it had already started opening.Three (3) years ago, Bob Watson, 41, was the chief credit analyst and Beverly's boss when she joined thebank. During that time, Bob was responsible for training all new junior analysts. Bob had long been a topcredit analyst as he earned almost twice the net income as the next most productive employee in creditanalysis. He was good with his job that the division manager had to ignore Bob's occasional moodiness.Bob was respected by many. However, he was also avoided due to his inconsistent work habits.After Bob's divorce from his wife, his attitude problem and erratic work habits have worsened. Tonylanelli, the department manager, decided to act on the matter and gave Bob a written disciplinary notice.However, almost nothing has changed as Bob remained indifferent toward his job. Because of Bob'sincompetency, Tony transferred Bob to the newly formed Consumer Credit Sales group as a seniorrepresentative, which is being given to Beverly for supervision after some time. Now, Bob works underBeverly. The chart below shows the organization of First Union's Consumer Credit Sales Division.CONSUMER CREDIT SALES DIVISIONDivision ManagerChris MillerTony lanelliCredit AnalysisDepartmentConsumer ServicesDepartmentAssistant ManagerBeverly WymanConsumer CreditSupervisor CollectionsSalesBob WatsonThree (3) CSRSSr. CSRThree (3) CSRTrainees Four (4) months after Beverly moved into the supervisory position, she faced a number of problems withBob Watson. Bob only takes the easiest sales jobs and gives up quickly on the toughest. He also influenceshis trainees with his questionable work tactics. She believes that Bob could consistently be a topperformer if only he could get over his attitude problem.The most recent and crucial problem Beverly is faced with is Bob's indifference to her. Bob alwayscomplains about ideas that she and Tony have talked about. Bob is resistant to changing some of hispractices and bringing them into accord with the newly revised Consumer Credit Protection Laws. This isBeverly's biggest problem because mistakes under this new law could cost the bank a lot of money inlawsuits and penalties.Beverly had circulated a flier announcing the changes, but Bob did not seem to pick it up. Beverly'sproductivity is also being hampered because of Bob's attitude and Tony lanelli's inaction towards theissue. Beverly realizes that it is impossible to fire Bob as Tony's sensitivity to "front-office" pressure tokeep Bob around is getting in the way.One afternoon, Beverly is sitting at her desk while checking Bob's Sales Progress Report. She shakes herhead problematically as she notes the errors and wonders what she needs to do.

The current situation is based on the performance management of a company where the Beverly was…

What are the issues that Beverly faces as a supervisor? Identify the specific performance improvement results she should seek. 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? 3. How would you address the case with HR planning? 4. Given Bob’s career stage, what steps should Beverly do to save or improve Bob’s declining performance

What are the issues that Beverly faces as a supervisor? Identify the specific performance improvement results she should seek. 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? 3. How would you address the case with HR planning? 4. Given Bob’s career stage, what steps should Beverly do to save or improve Bob’s declining performance

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter12: Managing Human Talent

Section: Chapter Questions

Problem 2CFCA

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