Case Study$|$Harbor View Inn

Mary is a night clerk at a Harbor View Inn that has been struggling to meet the performance expectations of the position. Despite the supervisor's attempts to assist Mary in fully meeting the full measure of her job, there has been little improvement. This has created additional work for Mary's colleagues and is becoming a source of dissatisfaction for them. As a result, the supervisor has put Mary on a performance improvement plan $($PIP$),$ which has not resulted in much improvement.

The supervisor is now in the process of putting together performance appraisals for all subordinates, including Mary. The supervisor know that Mary has expressed a desire to transfer to another hotel within the organization, but the supervisor is hesitant to endorse the transfe because of Mary's poor performance. The supervisor is also concerned that Mary's poor performance may negatively impact the hotel's ov performance and the satisfaction of its guests.

The supervisor is now faced with the difficult decision of what to do with Mary. Should the supervisor endorse Mary's transfer to another h within the organization, despite her poor performance? Or should the supervisor continue to work with Mary to try and improve her performance and keep her at the hotel?

The supervisor is aware of the importance of performance appraisals and the role they play in the talent management process, including career development and performance management. However, the supervisor is struggling to balance the needs of the organization with th needs of the individual employee.

After carefully reading the Case Study: Harbor View Inn; located in Chapter $10$ in your textbook; relevant literature accessible through BC library; and viewing resources made available in the "Help" section, at the bottom of this page, you are to draft a response to the following questions:

$-$What are some possible reasons for Mary's poor performance, and how can the supervisor identify and address these issues?

What are some potential consequences of endorsing Mary's transfer to another hotel within the organization, despite her poor performance?

What steps can the supervisor take to work with Mary to improve hef performance, and what resources can the supervisor use to support Mary's development?

How can the supervisor use performance appraisals to support talent management, career development, and performance manageme within the organization?

What are some best practices for addressing poor performance in employees, and how can the supervisor implement these practices effectively in this situation?

Note: These questions are designed to encourage critical thinking and are not intended to have a definitive