Old MathJax webview

please give answer the questions and complete the tables as well....

https://web.microsoftstream.com/video/1191ca9b-542e-4d25-bb92-3bfa8c8c3d56

MAN 1103 VIDEO Group Assign2 Managing Employees' Performance Introduction The need for organizations to keep their data secure constantly infringes on workers' electronic privacy rights. In this case, the challenges of internet monitoring are explored when a worker abuses his privileges and shirks his workplace responsibilities. The case also explores how outward sources of conflict may not actually be the real problem. I Learning Objectives 1) To recognize the role of electronic privacy in organizational settings. 2) To understand the role of performance appraisals in the workplace. 3) To identify the difference between real and presenting problems. Scenario Description Overview Bryan Dobbs, Director of Marketing at Sarga Inc. has received multiple complaints about Davy Siegler over the past two months. Apparently, he spends his day surfing the net, passes all his own work on to subordinates, and disrupts those around him by dragging them over to view various videos, jokes, and timewaster findings online. Dobbs sets up a meeting with the intention of discovering what issues are causing Siegler's clear lack of motivation and poor production. During the meeting, Siegler is passive-aggressive and displays motivation and resentment issues. He recently received an "above average" performance appraisal but no pay increase. Profile Bryan Dobbs, Director of Marketing, Sarga Inc. Davy Siegler, Product Group Manager, Sarga Inc. MAN 1103 VIDEO Group Assign2 Managing Employees' Performance Backstory Sarga Inc. is a pharmaceutical company based in Boston, MA, Siegler manages the vaccinations product group. He has been with the company seven years, working his way from sales to management. During his first year as product group manager (3rd year with the company), he increased the amount of hospital and pediatrician 'adoptions' by 40%, a level of success higher than all other product groups except the pulmonary group. The adoptions/sales fell the last two years and are holding steady; the drop is partly attributed to new entries into the market. Siegler supervises a team of 15, all relatively self-sufficient and competent MAN 1103 VIDEO Group Assign2 Managing Employees' Performance PERFORMANCE APPRAISAL EMPLOYEE NAME DATE COMPLETED BY Davy Siegler Thursday September 2, 2021 R. Dobbs JOB ACCOMPLISHMENTS List the employee's job accomplishments during this review period as compared to your expectations. Provide an overall rating for the period *Sales levels maintained *Led successful team retreat *Instituted promising mentoring programs and innovative incentive plans *Efficiently managed field sales force *Team morale is high given difficult competitive landscape and overall industry downturn [ ]1-Unsatisfactory [ ] 2-Satisfactory [ 3-Average [X] 4-Above average [ ] 5-Outstanding STRENGTHS List the key strengths that the employee exhibited during the review period as compared to your expectations. *Excellent customer rapport *Friendly, effective management style *Creative thinking and problem-solving *Energetic presence COMMUNICATION SKILLS Describe the strengths and weaknesses of the employee's communication skills. Provide a rating for the review period *Thorough sales reports *Clear and open communication with subordinates *Need to improve team problem-solving (rather than assuming responsibility for complex problems) [ ] 1-Unsatisfactory [ ] 2-Satisfactory [ ] 3-Average [x] 4-Above average [ ] 5-Outstanding AREAS FOR DEVELOPMENT List the areas of improvement or development. I MAN 1103 VIDEO Group Assign2 Managing Employees' Performance TEAM BUILDING SKILLS Describe the strengths and weaknesses of the employee's team building skills. Provide a rating for the review period. *Friendly, effective management style *Creative approach to building team morale and motivating group *Tendency to take over and fix situations rather than work with group on solutions [ ] 1-Unsatisfactory [ ] 2-Satisfactory [ ] 3-Average [ ]4Above average [ ]5-Outstanding GOAL ACCOMPLISHMENT [Describe and rate the employee's degree of success in meeting predetermined goals.] *Implemented new reporting system *Worked toward improving team performance and skill set *Sales accounts steady *Fluent in product data for med upgrades [ ] 1-Unsatisfactory [ ] 2-Satisfactory [ ] 3-Average [X] 4-Above average [ ]5-Outstanding TIME MANAGEMENT Does the employee seem to manage his or her time well? Provide a description and a rating *Schedules travel sales calls across weeks to be available for team *Efficiently divides time between sales list and team management *Punctual, few sick days, vacation scheduled with workflow I [ ] 1-Unsatisfactory [ ] 2-Satisfactory [ ] 3-Average [ ] 4-Above average [ ] 5-Outstanding JOB KNOWLEDGE Describe the level of knowledge that the employee has about his/her job in particular and the company in general Rate his/her job knowledge *Thorough knowledge of product line, company mission, market positioning and policies. [ ]1-Unsatisfactory [ ] 2-Satisfactory [ ] 3-Average [ ] 4-Above average [ ] 5-Outstanding OVERALL PERFORMANCE Provide a summary of the employee's overall performance. Rate his/her overall job performance. Managing Employees' Performance *Strong performing, valuable asset to the department. * Maintained team sales levels in face of heightened competition (exceptional handling of Roger- Smith account) [ ] 1-Unsatisfactory [ ] 2-Satisfactory [ ] 3-Average [ ] 4-Above average [ ]5-Outstanding AGREED UPON ACTIONS ACTION BY WHOM DUE DATE COMMENTS Accepted and agreed to by Davy Seigler Bryan Dobbs Manager Signature Employee Signature September 2, 2021 September 2, 2021 Date Date Managing Employees' Performance Despite his "above-average" performance appraisal, there have been some formal complaints lodged against Siegler recently. They are as follows: 1. Duncan, HR Manager There is an in-house protocol for measuring employees time spent online and tracking what sites are visited. This practice is well understood and accepted by all employees. This month's report has flagged Davy Siegler as massively abusing the Internet and the employee procedure manual demands the supervisor take action. 2. Sanchez, Pulmonary Group Manager - Sanchez visited Dobbs' office one afternoon. Here are his written notes on the conversation: "I don't like to talk trash about my colleagues but Davy is really driving me nuts. He's on You Tube all day long and every ten minutes wants to show me the stupidest thing he found. I can't get anything done. When I tell him I'm busy, he finds someone else to distractnot to mention that it's really hard to resist when you're in the middle of ten spreadsheets to not sit around and watch stupid stuff online. My to-do list is getting out of hand; I cannot imagine what his looks like. 3. Raffia, Vaccination Field Salesperson - Raffia requested meeting with HR to discuss difficulty with her manager - HR email flagging the issue for Dobb's Raffia reports that although she enjoys the challenge, her manager, Siegler, has offloaded work on eight of his accounts. She also reports that when questioned about details pertaining to the accounts, Siegler instructs her to ignore various protocols and to 'wing it'. Raffia sought advice on how to handle the overburdening of her own workload and how to address Siegler's direction to shortcut company policies. 4. Puckett, Vaccination Field Salesperson - Dobbs' notes: Puckett came to me on the 22nd seeking advice to how to handle a client issuea key competitor has blatantly lied about studies reporting a Sigma drug as dangerous and Puckett was unsure how to handle the distortion and win over the client without taking defense position or engaging in a he-said/she- said battle. When I asked why he didn't take this up with Siegler, he sheepishly said he was not available to discuss it Unusual. MAN 1103 VIDEO Group Assign2 Managing Employees' Performance Scene Setup Dobbs has called Siegler into his office to have a chat about what's going on in Siegler's unit. He also wants to address some of the complaints he has recently received about Siegler's performance, specifically the high internet usage report from HR. Scene Location Dobbs' office at Sarga Inc. Managing Employees' Performance ASSIGNMENT INSTRUCTIONS: . . Review the video (found in D2L if you need to watch again) Review the video transcript As a group, answer the questions on a separate WORD document Review the Rubric (on this page) and how marks will be assigned in order to guide the amount of detail you provide in your answers (for example, more marks equals more detail). Total is 32 marks. Submit to the Dropbox in D2L by the Due Date (one submission per Team) . 1. You have been provided a copy of Seigler's most recent Performance Appraisal above as completed by Dobbs. Comment on at least 4 missing elements that are particularly concerning for you as a future HR professional/manager and why you feel these are concerning. (8 marks total - 4 marks for identifying the 4 missing elements and 4 additional marks for explaining why each is concerning) 2. Given your assessment of the September 2, 2021 Performance Appraisal, what one overall concern does this raise for you and why? (2 marks) 3. What areas of strength does the Performance Appraisal indicate Seigler displays? (minimum of 4 for 4 marks) 4. Now that you have seen the video, what disconnect do you see in the conversation between Seigler and Dobbs and the Performance Appraisal? Describe a minimum of 2 areas where disconnect is evident. (2 marks) 5. How would you describe Seigler's behaviour in the meeting? Describe and provide supporting evidence (support by providing quotes or describing body language) 3 marks 6. What is cyberloafing in the workplace? (1 mark) 7. Describe Dobbs management style (provide 2 strengths and 2 weaknesses for 4 marks) MAN 1103 VIDEO Group Assign2 Managing Employees' Performance 8. Sometimes when dealing with conflict, the problem that surfaces may not be the real problem, but just a presenting problem". In Siegler's case, what was the presenting problem? (1 mark) 9. Dobbs suspected that something was going on with Siegler beyond the presenting problem. What were the real issues that Siegler disclosed during his meeting with Dobbs? (2 marks) 10. Appraisals need to both protect the organization and motivate the employee. Employees need praise and reassurance to believe that they are valued however, a true assessment will be candid and clearly indicate where improvement is needed. Sometimes these two purposes are in conflict. Pretend you are in the role of Dobbs and you now have to provide an updated performance appraisal for Siegler. What additional elements would you include Given the f the atina216 10. Appraisals need to both protect the organization and motivate the employee. Employees need praise and reassurance to believe that they are valued however, a true assessment will be candid and clearly indicate where improvement is needed. Sometimes these two purposes are in conflict. Pretend you are in the role of Dobbs and you now have to provide an updated performance appraisal for Siegler. What additional elements would you include given the outcome of the meeting