Instructions for Module 7 Discussion Board Assignment 1. Read the Case Listed Below 2. Initial Post: (Deadline - Sunday, March 12, 11:59 PM ): Identify one of the questions below that has not been previously addressed by a colleagues initial post: A. Provide a detailed evaluation of the form. What components are necessary? What is missing and what should be added? Is anything optional? Provide a brief explanation of your responses. B. Assess the advantages and disadvantages of having the supervisor and the subordinate complete this form. C. Based on the information provided, what is an appropriate overall success rating for this employee? Why? D. How often should this form be completed and why? In no less than 300 words, respond to your question. Be specific and cite page numbers of the assigned readings to support your assertions. 3. Follow-up Posts: (Deadline - Sunday, March 26, 11:59 PM ): You should submit 2 follow-up posts that respond to your colleagues' initial posts (each should be no shorter than 150 words in length) that extend their posts in some substantive manner (e.g., elaborating further on their ideas, identifying and summarizing other section of the assigned readings that are pertinent, disagreeing politely, etc.). Note. The rubric used to evaluate this assignment appears in the syllabus and includes grading criteria for Using the Assigned Readings, Responding to Colleagues Posts, and Grammar/Syntax. Case Study: CRB, Inc. The following performance appraisal form (See after questions and answers for this case) was adopted by CRB, Inc., a small car restoration business. It was filled out by Al Brown, the owner of CRB, Inc., because he has been told he should give all of his employees an appraisal of their performance. This particular form was given to the foreman, Robert (Bob) Jared, to complete the employee comments; Al then filled in the supervisor comments sections. Performance Appraisal Form Employee Name: Position/Title: Department: Date: Robert Jared Foreman Paint and Auto body 6/30/19 Performance Attribute Supervisor Comments Score EmployeeComments Score Knowledge/Know-how: Demonstrated knowledge or technical skills required by the position. These may include command of the professional body of knowledge; knowledge of organizational structure, mission, or goals. Strong knowledge and technical skills. Instinctive knowledge of how the company can move forward in the industry. 3 Ive got 25 years' experience in paint and body shop work. I held this company together over the past year. 4 Communication Skills: Demonstrated written, listening, and interpersonal skills. These may include diplomacy, conflict resolution, or presentation skills. Good verbal skills most of the time. The occasional difficulty in controlling anger has exacerbated existing problems. Doesnt always do the paperwork needed in the job. 1 Good enough for this job. Frustrations arent my fault. I do my best. 2 Work Results: Work is thorough, accurate, completed on time and as planned, and is considered a quality job. Excellent 4 Of course. 4 Work Style: Demonstrated good work habits. These may include being dependable, consistent, independent and self-starting, and exhibiting flexible work behavior. Excellent 4 Im always here before my boss and open to whatever he suggests. I work weekends and do work for free. This entire place is a lot cleaner and more organized since I got here. 4 Service Orientation: Demonstrated courteous, responsive, respectful behavior toward customers, staff, and others. In general, Bob does a good job of managing relationships with customers and staff. As noted above, he needs help managing anger issues. 1.5 I do the best I can in difficult circumstances. 3 Additional Performance Attributes:Supervision Contribution to overall motivation and performance of staff is very good. 3 Ive trained Dave and brought the mechanic and engine repair shop into being on my own time. 4 Overall Success Rating Very good 2.5 Top-notch 5 This performance appraisal is meant to summarize and evaluate an individuals overall performance for the year. Five generic performance attributes and definitions are provided for all employees. These attributes address an individuals knowledge, competence, and skills as applied to ones work. Performance attributes may be added as needed in order to customize the form to the individuals position. Both the supervisor and the employee should provide an overall performance success rating using the scale below. 4Performance far exceeds position requirements and indicates job mastery 3Performance consistently exceeds position requirements 2Performance meets position requirements 1Performance does not meet position requirements Did the employee have a work plan? Yes No Did this employee show progress on a work plan? Yes No Did the employee have a developmental plan? Yes No Did this employee show progress on a developmental plan? Yes No Supervisor Comments: (Describe the employees total performance for the year and substantiate the overall success rating.) Bob has really helped the shop get into a competitive stance. Both his own performance and his supervision have helped us get cars out on schedule and keep good employees. He works hard while hes here and he encourages the rest of the staff to put in a good days work for a good days pay. He volunteers his own time and ideas to enhance the shop. He suggested working with a radio station to refinish a car that they could give away in exchange for providing advertising for the shop. His enthusiasm led the employees to volunteer their time on the project. Everything is more organized since he got here. On the other hand, he really does need to learn how to manage his anger. It doesnt happen very often (maybe four times all year), but its frightening to watch him lose his temper. So far there has been no violence (which would be a firing offense), but I can understand why one customer brought in a police officer when he came back to pay his bill after Bob got angry when the customer called him a liar. Bobs loud angry verbal response was totally inappropriate for a business setting. Paperwork is another area of weakness: Bob does as little as he can get away with, which leads to poor documentation in the customer files and problems with employee pay sheets. He complained to one owner about how the other owner didnt purchase parts on time. That owner asked in writing for a list of parts needed to monitor their purchase and the list still has not appeared. Supervisors Signature: Alfred E. Brown Date: June 30, 2019 Employee Comments: (Describe your total performance and the two-way communication with your supervisor throughout the year.) I never had a work plan and dont know what a developmental plan is. Al hired me to get this shop back on its feet and Ive done that. For the first time, hes taking money home and he has me to thank for that. Sure, I get frustratedwho wouldnt with customers who want us to work for free and whine that the former owner promised them this and that. Of course, he never did anything and now were stuck with his broken promises and no paperwork. I do my best with the paperwork but I get busy on the jobs. Youve got to decide whether you want paper or cars to go out. Al and I talk every dayI give him notes about the parts I need. Then Mary says she wants a list tell her to ask Al! I dont have time to please a boss whos never in the shop. Ive got too much going on with doing free and redo work and helping our employees be great employees. Its nice to work here most of the time. Ive always liked working on old cars and we do great work. The money is starting to be ok and were getting better equipment. We ought to get this place really turned around this next year. Employees Signature: Bob Jared Date: June 30, 2019