HRM Incident 2: Good Job! Chandra LaMar just celebrated her 20-year anniversary at Westfield Farm Implement Company, a large retailer of farm equipment ranging from small riding lawn mowers to gigantic combines. She started her career as an office clerk and received excellent performance reviews, which led to many promotions through the years. Chandra worked the longest in the customer service department as a product specialist. Chandra was well liked by her peers. She was an easy going individual who tried to help in any way possible. For instance, when a coworker did not understand details about new products, Chandra always took the time to answer their questions. When a coworker needed to leave early or come in late, Chandra answered his or her calls as well as her own. All the while, she never took credit for helping others. Chandra was thrilled when the company promoted her to manager of the customer service department. First unsure about whether to accept the promotion, she asked her peers for their opinions. Everybody expressed excitement and support for Chandra’s promotion. Everything had been going easily for Chandra, at least until she completed performance appraisals of her staff members. One employee, Janine Melton, has been distracted during most of the past year while she was caring for an ill parent. Her performance was suffering. For instance, Janine routinely failed to return customer phone calls and e-mails, and she missed important product introduction meetings. When it was time for Janine’s annual PA, Chandra felt conflicted about what to do. Chandra and Janine were peers and they are close friends. Chandra did not want to add more stress to Janine’s life. After much thought, she decided to overlook Janine’s performance deficits, focusing instead on a couple of examples of good performance. Although Janine could not be considered more than an average worker, Chandra rated her outstanding overall. Janine was relieved when she got her review from Chandra. She had been concerned about performing poorly given all of the distractions in her life, but concluded that she simply must have been too hard on herself. QUESTIONS 7-23. From Westfield Farm Implements standpoint, what difficulties might Chandra’s evaluation of Janine create? 7-24. What are the possible long-term consequences for Janine’s employment status? 7-25. What can Chandra do to correct her mistake?

HRM Incident 2: Good Job! Chandra LaMar just celebrated her 20-year anniversary at Westfield Farm Implement Company, a large retailer of farm equipment ranging from small riding lawn mowers to gigantic combines. She started her career as an office clerk and received excellent performance reviews, which led to many promotions through the years. Chandra worked the longest in the customer service department as a product specialist. Chandra was well liked by her peers. She was an easy going individual who tried to help in any way possible. For instance, when a coworker did not understand details about new products, Chandra always took the time to answer their questions. When a coworker needed to leave early or come in late, Chandra answered his or her calls as well as her own. All the while, she never took credit for helping others. Chandra was thrilled when the company promoted her to manager of the customer service department. First unsure about whether to accept the promotion, she asked her peers for their opinions. Everybody expressed excitement and support for Chandra’s promotion. Everything had been going easily for Chandra, at least until she completed performance appraisals of her staff members. One employee, Janine Melton, has been distracted during most of the past year while she was caring for an ill parent. Her performance was suffering. For instance, Janine routinely failed to return customer phone calls and e-mails, and she missed important product introduction meetings. When it was time for Janine’s annual PA, Chandra felt conflicted about what to do. Chandra and Janine were peers and they are close friends. Chandra did not want to add more stress to Janine’s life. After much thought, she decided to overlook Janine’s performance deficits, focusing instead on a couple of examples of good performance. Although Janine could not be considered more than an average worker, Chandra rated her outstanding overall. Janine was relieved when she got her review from Chandra. She had been concerned about performing poorly given all of the distractions in her life, but concluded that she simply must have been too hard on herself. QUESTIONS 7-23. From Westfield Farm Implements standpoint, what difficulties might Chandra’s evaluation of Janine create? 7-24. What are the possible long-term consequences for Janine’s employment status? 7-25. What can Chandra do to correct her mistake?

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter12: Managing Human Talent

Section: Chapter Questions

Problem 7EE

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Chandra LaMar just celebrated her 20-year anniversary at Westfield Farm Implement Company, a large retailer of farm equipment ranging from small riding lawn mowers to gigantic combines. She started her career as an office clerk and received excellent performance reviews, which led to many promotions through the years. Chandra worked the longest in the customer service department as a product specialist.

Chandra was well liked by her peers. She was an easy going individual who tried to help in any way possible. For instance, when a coworker did not understand details about new products, Chandra always took the time to answer their questions. When a coworker needed to leave early or come in late, Chandra answered his or her calls as well as her own. All the while, she never took credit for helping others.

Chandra was thrilled when the company promoted her to manager of the customer service department. First unsure about whether to accept the promotion, she asked her peers for their opinions. Everybody expressed excitement and support for Chandra’s promotion.

Everything had been going easily for Chandra, at least until she completed performance appraisals of her staff members. One employee, Janine Melton, has been distracted during most of the past year while she was caring for an ill parent. Her performance was suffering. For instance, Janine routinely failed to return customer phone calls and e-mails, and she missed important product introduction meetings.

When it was time for Janine’s annual PA, Chandra felt conflicted about what to do. Chandra and Janine were peers and they are close friends. Chandra did not want to add more stress to Janine’s life. After much thought, she decided to overlook Janine’s performance deficits, focusing instead on a couple of examples of good performance. Although Janine could not be considered more than an average worker, Chandra rated her outstanding overall. Janine was relieved when she got her review from Chandra. She had been concerned about performing poorly given all of the distractions in her life, but concluded that she simply must have been too hard on herself.

QUESTIONS

7-23. From Westfield Farm Implements standpoint, what difficulties might Chandra’s evaluation of Janine create?

7-24. What are the possible long-term consequences for Janine’s employment status?

7-25. What can Chandra do to correct her mistake?

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