ArchiTech Zone (Pty) Ltd is one of the top 10 architectural firms in South Africa. The architectural firm focuses on designing both contemporary and traditional buildings, as well as luxurious homes tailored to the needs of their clients. The firm remains at the forefront of design by exploring new forms, pushing the boundaries without compromising on the authenticity of the design, aesthetics, materials, and originality. Recently, ArchiTech Zone (Pty) Ltd has found that the business is not doing as well as in the past. With the advent of innovation and technology, competing architectural firms have recently entered the market and have been offering "high tech architecture" at lowest prices and they are attracting new clients including the ones who were previously serviced by ArchiTech Zone (Pty) Ltd.

Adri Van Rensburg, the HR manager at the firm, has noticed that the workload of five employees, who are primarily in charge of researching historic architecture has declined considerably. She is also aware that she simply cannot transfer one of them to a new position. Further, the firm does not receive grants from the government based on their employment equity status. Thus, Adri has reluctantly decided that she must terminate the employment of one of these employees. Her question is, which one?

Timothy Jones: 45 years old; male; white; married with three children; 15 years with the firm, graduated from an FET college with a national Diploma in architecture; knows how to resolve difficult spatial designs issues due to his experience in urban planning; is difficult to get along with; antagonises other employees at firm; hates filling out reports or completing any administration-related tasks and refuses to do so on certain occasions, which forces others to complete it for him in order to get the job done.

Keshnee Padayachee: 23 years old; pregnant female; Indian; married; currently studying at an FET college for a National diploma in Architectural technology; one year with the firm; spouse works as an ICT technician at the firm; works very hard and is eager to learn; well-liked by all employees and she is highly dependable; is rarely absent and will gladly work overtime to deal with emergencies; with more experience she should be an outstanding research consultant; is highly loyal and dedicated; moved recently to a new apartment across the street from the office where she works.

Didintle Lentswe: 27 years old; female; black; single; Bachelor of Architecture (B.Arch.) and currently studying towards her Master of Architecture (M. Arch.) at night; three years with the firm; very reserved and does not get along with many of the employees; very active in community development initiatives; capable of moving up to a top management position with the firm; often misses work due to school and community activities.

Albert Booysen: 36 years old; male; coloured; married; attended FET college but did not complete his qualification; ten years with the firm; nephew of Adri Van Rensburg; has had eye problems and headaches, which have affected the quality of his work over the last year and may continue to do so; has been very helpful in getting new business for the firm; is well known and highly respected by other firms.

Pierre Erasmus: 63 years old; male; white; married; 25 years with the firm; no higher education, but has gained recognition prior learning (RPL) due his extensive experience in the field; hard working and liked by all employees; three children in college; a solid, stable employee who is able to remain calm and solve problems in crisis situations; excellent at resolving conflict between employees; well known to other companies and industries; a very slow but highly accurate worker who produces excellent quality work.

 

From the information provided in the case study, some employees had challenges that could have a negative impact on their performance. Identify the employee who might be experiencing low levels of job performance. State the reasons for identifying this employee.

 

 

1.6 Discuss the steps that should be followed if an employee is not performing satisfactorily. 

 

Answer rating: 100% (QA)

Employee Experiencing Low Job Performance Albert Booysen might be experiencing low levels of job per... View the full answer