What mistakes did Nathan make when he con- ducted his first performance evaluation confer- ence with Elvira?

here Is the book link its free
https://u1lib.org/book/14357601/9abbdd

Read Nathan’s management responsibilities on pg. 310 and answer the questions. What would you do differently?

then respond to this student
Kaleesa Turnage
Discussion board 12

1. What mistakes did Nathan make when he con- ducted his first performance evaluation confer- ence with Elvira?

One mistake that Nathan made was automatically assumming that Elvira was happy with her current position despite her job performance always being subperb. He didn’t ask her how she was feeling, if she was even happy or if there was any issues that she wanted to discuss. He didn’t open the floor to her during her own evaluation.

2. Why did Nathan resist allowing Elvira to make changes in her work? Was he justified in doing so?

Nathan only focused on Elvira’s job performance and how well she reflected on the organization. In my opinion, Nathan was not justified in doing so. Apart of Nathan’s position is to throughly listen to staff members and help them become the best versions of themselves. When a staff memeber mentions burnout, management or supervision should take it seriously.

3. Was Elvira really”burned out”as she stated,or was she just experiencing a lack of stimulation in her work? What indicators can you identify?

I believe that there Elvira did experience some burnout. She was doing the same job for 10 plus years. Although she was very good at it, she felt that she needed a change.

4. What were the costs and benefits to the organization of supporting Elvira’s plans?

The organization could potentially lose client’s if Elvira’s position was terminated or if she was replaced by someone who did not perform as well as she did.

5. In the future, should Nathan insist that all staff members be required to learn new methods of intervention or otherwise seek to “grow” profes- sionally? Why or why not?

I would say that Nathan should be open and always willing to listen to his employees, especially when they mention burnout or wanting to learn something new. I don’t think that it’s a bad idea to offer education and personal growth. I think that employees would appreciate this and possibly improve job performance all already.

6. Do you think that job enrichment, job enlargement, or job rotation (Chapter 9) is best suited for

helping to retain professionals like Elvira who no longer find their jobs interesting?

Yes, I do. Change can be good for everyone and benefit organizations for the better.

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