thoughts and observations to becker in his performance. answer as in the role of the supervisor.

response to becker if he were to use the age-discrimination card duringthe review.

INTERNET they can be. Share your mindings so that the ACTIVITY group can find ways that the information the articles might apply to this You Make the Call! and help Rita deal with the situation. Working together ve should develop a strategy that Rita Sheldo appraisal meeting with Fred Young. What does Fred Young dow () What one thing does Fred You c. What other questions might to help her to help Fred be the best sed on your readings in this cha performa mously in Pub Pe "Perform the proc working that Rita Sheldon can use in the 4. Based on a would you make to Rita! C. Dani TEAM SKILL BUILDER 12-2:1 Hate Performance M -2:1 Hate Performance Management Becker on his inappropriate ted at Sanders before you void him. Several have the ker has made some serie manag to do www. "Prune says in or rebos pani toki counseled Becker on you that he started at Sad ployees try to avoid him. Several he changes. Becker has modes ing deliveries. You approach the interview circumstances: a. Becker's performance is unsatisfaction b . The supervisor questions where retained. Your perspective is clouded home they know that your immediate super der Becker and has said on several o taught him everything he knows and the not helped him, he would not have such Form groups of three, with one person acting as the employee, the second as the supervisor, and the third as the observer. The supervisor will evaluate the employee using the information in one of the fol- ROLE PLAY lowing situations. The supervisor role will require imagination and creativity to provide feedback. The observer will observe the interview relationship, make terview relationship, make notes and, at the end of the interview, the observer will provide feedback on the effectiveness of the interview. Next review the scenario: Tony Becker had been a regional supervisor for Sanders Super- markets. When the organization consolidated operations, Becker was demoted and transferred to an assistant store manager post- tion at the Pridemore location. Becker has been with Sanders for more than thirty years and is much older than you, his supervisor Becker shows up for work early and stays late. Becker's know- edge of the supermarket industry is second to none. However, he unwilling to share it with anyone. He is very angry about his demotion and is very difficult to work with in general. He is ber gerent toward younger employees, resents your authority, and insists on doing things his way. He refers to the younger female cmployees and to customers as "Honey. You have constantly You p. 1. The person playing the role of the super Becker a performance review. The supervisor on one or two key points. (It is to be expected pervisor will develop examples of critical need attention.) The person playing the want to play the age-discrimination card day 2. At the conclusion, the observer is to identity the supervisor did well and conclude with ment about what he or she might have done Shanbie. HIGHLIGHTER INTERNET they can be. Share your mindings so that the ACTIVITY group can find ways that the information the articles might apply to this You Make the Call! and help Rita deal with the situation. Working together ve should develop a strategy that Rita Sheldo appraisal meeting with Fred Young. What does Fred Young dow () What one thing does Fred You c. What other questions might to help her to help Fred be the best sed on your readings in this cha performa mously in Pub Pe "Perform the proc working that Rita Sheldon can use in the 4. Based on a would you make to Rita! C. Dani TEAM SKILL BUILDER 12-2:1 Hate Performance M -2:1 Hate Performance Management Becker on his inappropriate ted at Sanders before you void him. Several have the ker has made some serie manag to do www. "Prune says in or rebos pani toki counseled Becker on you that he started at Sad ployees try to avoid him. Several he changes. Becker has modes ing deliveries. You approach the interview circumstances: a. Becker's performance is unsatisfaction b . The supervisor questions where retained. Your perspective is clouded home they know that your immediate super der Becker and has said on several o taught him everything he knows and the not helped him, he would not have such Form groups of three, with one person acting as the employee, the second as the supervisor, and the third as the observer. The supervisor will evaluate the employee using the information in one of the fol- ROLE PLAY lowing situations. The supervisor role will require imagination and creativity to provide feedback. The observer will observe the interview relationship, make terview relationship, make notes and, at the end of the interview, the observer will provide feedback on the effectiveness of the interview. Next review the scenario: Tony Becker had been a regional supervisor for Sanders Super- markets. When the organization consolidated operations, Becker was demoted and transferred to an assistant store manager post- tion at the Pridemore location. Becker has been with Sanders for more than thirty years and is much older than you, his supervisor Becker shows up for work early and stays late. Becker's know- edge of the supermarket industry is second to none. However, he unwilling to share it with anyone. He is very angry about his demotion and is very difficult to work with in general. He is ber gerent toward younger employees, resents your authority, and insists on doing things his way. He refers to the younger female cmployees and to customers as "Honey. You have constantly You p. 1. The person playing the role of the super Becker a performance review. The supervisor on one or two key points. (It is to be expected pervisor will develop examples of critical need attention.) The person playing the want to play the age-discrimination card day 2. At the conclusion, the observer is to identity the supervisor did well and conclude with ment about what he or she might have done Shanbie. HIGHLIGHTER