CASE STUDY HRM 265 Performance Appraisal and Compensation General rules: Duration: 45 minutes. Closed book Cheating in any type will result in a grade Your answers must reflect the course content. Other CUD rules apply for this exam. Camelia is the CEO and owner of a real state agency. The main activity consists in the sale and leasing of property. In the office located in Delta, two real estate agents are working with her. She also can count on two licensed customer service representative (CSR) and one additional employee for the reception, The receptionist is quite new in the office as he has worked for the company for about three months. Recently, Camelia thought that she would need one more CSR. She has observed that the receptionist, John is very good in dealing with dients and he seems to learn quickly, Consequently, Camelia decided to promote John to CSR and recruit a new receptionist. To familiarize John with his new cuties, Camella has assigned Ahmed, the experienced CSR in the company, to be his direct supervisor. After a few months of John's training, he seems constantly upset and has expressed concerns that he is not able to learn the information and feels he may be in over his head" (has more difficulties or problems than one can manage), Camelia knows that John is suitable for the position and that he will be a very good CSR, so she talks to him about what he feels is going wrong. John's comments include information that Ahmed is very abrupt with him and rather than explaining why certain procedures are required and why certain procedures are given certain circumstances, he simply directs him to do certain things 1) Provide a critical analysis of Camelia's decision appointing John to this role. 2) You are a performance management leader, and your task is to discuss Ahmed's new role, 3) What can you say about Ahmed's coaching style? 4) Discuss available solutions to help John become an effective CSR. What should Ahmed be doing to help him? 5) Critically evaluate Ahmed's coaching style