Supervision HW6 - MinKyun Kim Professor Leslie Martin MGT...

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MinKyun Kim Professor Leslie Martin MGT 3123 - 900 21 March 2012 Managing the Problem Employee In order to catch this problem, it is really an opportunity to evaluate and mediate. You also have a chance of checking performance improvements between relationship-focused and task-focused employee. You have to begin out assuming that most people want to do a good job. Most employees desire and intend to do a good job, and would like to improve when they are not performing well. However, certain of personality or knowledge and experience, or other barriers, may mess up with the employee’s ability to be productive. In other words, your task is to remove these barriers. First of all, you need to identify and define the performance problem so that you may find that the staff just did not know what was expected of them, but it is not a case for Ken’s situation. Continuously, how strict or harsh should you be? You should explain the impact to him honestly. For example, “Because of your results, other employees have had to work much harder. You
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Supervision HW6 - MinKyun Kim Professor Leslie Martin MGT...

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