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  • Analyzing Thomas Green's Performance Issues

    Transféré par

    Bharat Dalvi
    425 vues7 pages
    Thomas Green, a senior marketing specialist at Dynamic Display, has had perceived poor performance over the last 5 months by his immediate superior Frank Davis. The document analyzes this situation and provides recommendations. It identifies a lack of management skills, data management systems, and conflict management skills as primary causes. Recommendations include clearly defining roles and responsibilities, implementing mentoring and management training programs, reviewing performance management processes, and providing conflict management training. Both short-term and long-term action plans are proposed to address skills gaps and improve transparency and performance management.

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    Communications

    Titre original

    Thomas Green at Dynamic Display

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    © Attribution Non-Commercial (BY-NC)

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    Thomas Green, a senior marketing specialist at Dynamic Display, has had perceived poor performance over the last 5 months by his immediate superior Frank Davis. The document analyzes this situation and provides recommendations. It identifies a lack of management skills, data management systems, and conflict management skills as primary causes. Recommendations include clearly defining roles and responsibilities, implementing mentoring and management training programs, reviewing performance management processes, and providing conflict management training. Both short-term and long-term action plans are proposed to address skills gaps and improve transparency and performance management.

    Droits d'auteur :

    Attribution Non-Commercial (BY-NC)
    Téléchargez comme PPTX, PDF, TXT ou lisez en ligne sur Scribd
    Signaler comme contenu inapproprié
    425 vues7 pages

    Analyzing Thomas Green's Performance Issues

    Transféré par

    Bharat Dalvi
    Thomas Green, a senior marketing specialist at Dynamic Display, has had perceived poor performance over the last 5 months by his immediate superior Frank Davis. The document analyzes this situation and provides recommendations. It identifies a lack of management skills, data management systems, and conflict management skills as primary causes. Recommendations include clearly defining roles and responsibilities, implementing mentoring and management training programs, reviewing performance management processes, and providing conflict management training. Both short-term and long-term action plans are proposed to address skills gaps and improve transparency and performance management.

    Droits d'auteur :

    Attribution Non-Commercial (BY-NC)
    Téléchargez comme PPTX, PDF, TXT ou lisez en ligne sur Scribd
    Signaler comme contenu inapproprié
    sur 7

    Thomas Green Case

    Is this a Power ,Politics case??

    Can we avoid power, politics play at work place???


    Re phrase problem

    Thomas Green Case

    5/31/2013

    Thomas Green at Dynamic Display


    2

    BY ADRIEN BALE ROYCE & MATHERS HR CONSULTANCY

    Thomas Green Case

    5/31/2013

    Problem
    3

    Critically analyze perception of poor performance of Thomas

    green as senior marketing specialist by immediate superior Frank Davis. If so provide necessary suggestions to improvise same.

    Objective: 1. Study & Analyze current situation of Thomas green in Dynamic display as organization. 2. Analyze organization structure, power, politics around Green by analyzing environment and personnel dealing with Green. 3. Identification of issues ,problems hindering performance of Thomas Green in last 5 months. 4. Suggestion and recommendations to improve performance and visibility within organization. 5. Presenting and feedback seeking from senior officials at Dynamic display.
    Thomas Green Case

    5/31/2013

    Conflict management
    4

    Primary causes: MECE

    Mutually exclusive & collectively exhaustive

    Lack of management & leadership skills 2. Lack of automated data and knowledge management system 3. Organizational behavior & conflict management skills.
    1.

    Initial Hypothesis: 1. Green lacks skills required for position.


    Thomas Green Case

    5/31/2013

    Alternative Solution
    5

    1.

    2.
    3. 4.

    5.
    6.

    Self improvement Collaborative work Conflict resolution Change of reporting Change of role Change of company

    Thomas Green Case

    5/31/2013

    Recommendations
    6

    1. 2. 3. 4. 5. 6. 7. 8.

    Clearly define rolls & responsibilities. Fast track leadership & management programme for new senior managers. Review & Probation period for senior positions. Mentoring programme within organizations(To prepare juniors for senior positions by observations) Weekly review meetings with senior management. Data & Knowledge management system & tools implementation (Charts, graphs etc) Conflict management training for all senior management Transparency practice implementation within organization

    Contingency plan: Contingency plan can be prepared considering recommendations such as change of reporting of Thomas green to some other marketing director or McDonald herself.
    Thomas Green Case

    5/31/2013

    Action Plan
    7

    Short term: Immediate preparation of roles & responsibilities (Career path design) Implementation of mentoring programme (Assigning mentors etc) Database & knowledge management system implementation (Specialized software etc) Scheduling of review meetings Long term: Fast-track management programme design (May be in collaboration with universities) Conflict management training for all senior management. Transparency policy creation & implementation.
    Thomas Green Case

    5/31/2013

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