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Instructions:
Discussion Task on Performance Management
Discussion Task on Performance Management
Alexandra was just promoted from Associate to Senior Associate at Jeffries, Smith, and West, a Vancouver-based accounting firm that specializes in tax audits for entertainment-related businesses. Alexandra had no prior management experience with this firm prior to this advancement. Nonetheless, she now leads a staff of six Associates and three Junior Associates as a result of the promotion. Many of the folks on her team are people she has already worked with and knows well from her time as an Associate.
James is one of the Associates with whom Alexandra has worked and now oversees. At the past three years, James has worked for Jeffries, Smith, and West and has earned a reputation for “playing hard,” but not always “working hard.”
Alexandra has already collaborated with James on two occasions. The first occasion was when they were on a team that performed an audit for Bridge Studios two years ago. Alexandra noticed that James was a very capable guy who succeeded as a team member while working on this project. Alexandra and James worked together for the second time nine months ago on an audit for Vancouver Film Studios. Alexandra experienced a different side of James while working on this project. James appeared bored and uninterested in his task. Furthermore, Alexandra overheard their managing Senior Associate criticize James for his lack of structure and discipline.
Because Alexandra is now James’ manager, she is attempting to determine what she can do to assist James in becoming the employee he was on the Bridge job. Alexandra studied the contrasts between the Bridge and VFS professions to determine what kept him motivated and working hard on the Bridge job against what caused him to become disengaged from the VFS job. Alexandra noticed a difference between the two projects in the managing Senior Associate. Jackson DeRosa, the managing Senior Associate with the Bridge role, was definitely one of the best supervisors Alexandra had met since joining the firm. She admired how approachable he was with his employees. He seemed to know each and every one of his coworkers by name. He also seemed to know how to motivate his colleagues by pressing the right buttons. Jackson was regarded across the industry for being the only manager who consistently made his deadlines. Working for him was a dream come true for everyone. Gary Boone, Alexandra’s managing Senior Associate on the VFS job, stood in stark contrast to Jackson. Gary, in Alexandra’s opinion, was a harsh supervisor who seemed to be more concerned with the numbers than with his staff. Gary routinely required his employees to work 14-hour days on weekends. Gary had departed the firm since that time.
Questions:
1. If you were in Alexandra’s shoes, what kind of coaching approach do you think James would prefer, and why?
2. What actions would you take to ensure James’ productivity while mentoring him? Make sure to explain why you’d take the actions you’ve chosen.
Discussion Task on Performance Management
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Discussion Task on Performance Management