1. should kesley begin the process of demoting Rasheed from his managemnet position?

2. what should Rasheed do to improve his performance as a leader and manager based on the 360-degree survey?

3. how seriously should Kelsey take the results of the 360-degree survey?

4. how seriously should Rasheed take the resylfs of the 360-degree survey?

nanages, but not the sabcrdinates of the kirect supports.) are a buniness operation with very tight peont tratgins. Ke'sey: Please give tine a few more decails about what see mean. deedlark, and doing wooph cosching: geufitatha to star afloak. fovelogment. Rasheed: III develop a few ideas for improvement even though I still think I'm performing quite well in my role. Kelsey: I have faith in you, Rasheed. If you need any help in developing your improvement plan, get back in touch with me or contact our HR director Emily anytime. She has good insights into management and leadership development. Exhibit: The 360-Degree Feedback Chart for Rasheed Based on 15 Ratings Please provide a few comments about Rasheed's effectiveness as a manager and leader, and what he can do to become even more effective. Five representative comments follow: - I give Rasheed credit for focasing on productivity and high performance, but he is lacking in the human qualities to achieve what he wants. He needs to become a warmer penson." - "Rasheed is doing what he ean to move the group forward. Yet he could be a little stronger on the human touch." - "I like being on Rasheed's team. He is land of an old-school mannger who focuses on results. Maybe he could give us a few creative suggestions for performing better." - "Rasheed is a nice guy who maybe should not be a manager. He might be better placed as a budget manager or strategy specialist." - "Rasheed is trying to be an effective manager, but he has a long way to go to become one. How about sending Rasheed to an intensive program of management and leadership development