Question

The following are descriptions of three different employees. Describe what the potential causes of poor performance for each of the following employees might be and solutions that could enhance the person’s performance. Carl Spackler is the assistant greenskeeper at Bushwood Country Club. Over the past few months, members have been complaining that gophers are destroying the course and digging holes in the greens. Although Carl has been working evenings and weekends to address the situation, the problem persists. Unfortunately, his boss is interested only in results, and because the gophers are still there, he contends that Carl is not doing his job. He has accused Carl of “slacking off” and threatened his job. Clark Griswold works in research and development for a chemical company that makes nonnutritive food additives. His most recent assignment has been the development of a nonnutritive aerosol cooking spray, but the project is way behind schedule and seems to be going nowhere. CEO Frank Shirley is decidedly upset and has threatened that if things do not improve, he will suspend bonuses again this year, as he did last year. Clark feels dejected because without the bonus he will not be able to make a down payment on the family’s swimming pool. Tommy Callahan Jr. recently graduated from college after 7 years and returned home to Sandusky, Ohio. His father, Big Tom Callahan, the owner of Callahan Motors, offers Tommy a job in the auto parts factory that makes brake pads. The factory is in severe danger of going under unless sales of the company’s new brake pads increase dramatically. Tommy must go on the road with Richard (Big Tom’s right-hand man) in a last-ditch effort to save the company. But Tommy proves to be unfocused, inexperienced, and lacking in confidence. Sales call after sales call he meets with rejection, even when the prospect looks promising. Customers express some concern about a warranty on the brake pads, but Richard believes that Tommy’s inexperience and awkward approach are the big problems.

Answer 1

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Carl Spackler is the assistant greenskeeper at Bushwood Country Club. Over the past few months, members have been complaining that gophers are destroying the course and digging holes in the greens. Although Carl has been working evenings and weekends to address the situation, the problem persists. Unfortunately, his boss is interested only in results, and because the gophers are still there, he contends that Carl is not doing his job. He has accused Carl of “slacking off” and threatened his job.

The potential cause of Carl being ineffective to control the menance of gophers can be the reasons

(a) He attends to the greens in the evenings and during weekends while the gophers might be at work during mornings or nights throughout he week.

(b) He is not using correct technique to control the gophers which can only be controlled through eiher driving them away or simply eliminating them from the greens.

The possible solutions can be

(i) To employ more greenkeepers at time hours when the facility remains unattended to keep greater vigil over the activities of gophers.

(ii) Get professional help to remove gophers from the facility for good.

Clark Griswold works in research and development for a chemical company that makes nonnutritive food additives. His most recent assignment has been the development of a nonnutritive aerosol cooking spray, but the project is way behind schedule and seems to be going nowhere. CEO Frank Shirley is decidedly upset and has threatened that if things do not improve, he will suspend bonuses again this year, as he did last year. Clark feels dejected because without the bonus he will not be able to make a down payment on the family’s swimming pool.

Employee motivation is the reason for the poor performance of the person here. The bad performance led to cut down on bonus which in turn had cascading effect on the financial well being of the employee. The hardships diverted his attention from the problem of keeping the project on track, to the bigger problem of survival back home, where his family life maybe on rocks. The demotivated employee finds it difficult to work hard to keep the project on track, which in turn invites more hardships in terms of bonus cut or maybe a job loss.

The boss needs to understand the family issue of the employee and needs to have clear conversation on the issues faced by the employee after taking him into confidence. By doing so, he would be able to take the right decision, which might be a conditional bonus, on terms of timely completion of the project work.

Tommy Callahan Jr. recently graduated from college after 7 years and returned home to Sandusky, Ohio. His father, Big Tom Callahan, the owner of Callahan Motors, offers Tommy a job in the auto parts factory that makes brake pads. The factory is in severe danger of going under unless sales of the company’s new brake pads increase dramatically. Tommy must go on the road with Richard (Big Tom’s right-hand man) in a last-ditch effort to save the company. But Tommy proves to be unfocused, inexperienced, and lacking in confidence. Sales call after sales call he meets with rejection, even when the prospect looks promising. Customers express some concern about a warranty on the brake pads, but Richard believes that Tommy’s inexperience and awkward approach are the big problems.

Tommy Callahan Jr. who as of late moved on from school was extended to an employment opportunity in his dad's organization Callahan Motors. The employing of Tommy was done at a phase when the automobile parts processing plant making brake parts was at that point in misfortunes and was in the peril of going under except if the offers of the organization's new brake cushions increment drastically. In the understanding of the circumstance, underneath are the potential reasons for Tommy's lackluster showing that further affected the organization:

a. He was a finished amateur in the vehicle business: Since Tommy had quite recently graduated school, he did not have the specialized expertise of the car parts industry. In particular so as to sell the new brake cushions to customers, he expected to have appropriate specialized information about the working, material, execution and so forth of brake cushions. which was absent. Therefore, in view of this need experience, he flopped as a sales rep and confronted dismissal even from the promising possibilities.

b. Uninformed of the circumstance: It may have been conceivable that Tommy was not totally mindful of the budgetary asset reports of the organization as he had quite recently joined. Because of this absence of permeability, he was unable to center himself on what should be done and making focuses for the equivalent.

c. Customer dealing with the system: In request to make new deals and hold the current ones, one needs to deal with customers by continually following up and getting out their questions in the least conceivable time. Tommy may have been utilizing a laid back methodology due to which the organization was not ready to get new customers.

d. Clients inquiries not being dealt with: The guarantee related questions of the clients were not being appropriately taken care of by Richard and Tommy when they hit the street to make new deal focuses. Considering this guarantee concern, the deals didn't go ahead and new clients didn't contribute.

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