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Performance Evaluation at Dhr: Building a Foundation or Crumbling Ruins?

In: Business and Management

Submitted By tingyu
Words 408
Pages 2
Ting Yu
MGT-310
Prof. Richard
Case Study 7th

1)
Mahoney should have the On-the-Job training and distance or E-learning immediately received from John Timmson that might have avoided this. The first one is done at Mahoney’s new job position with the resource he uses to perform the job. The second one is to teach Mahoney to go completely at his own pace and to study whatever aspects of the topics in order to successfully by leaving other parts.

2)
The first step of Timmson’s training should be to help Mahoney to learn the self-directed learning which Mahoney will be going completely their own pace and study whatever aspects of the topic in order to success by learning.

3)
During the training, Timmson should conduct the directed of Mahoney and the way of communication with customers to Mahoney. The first part is to teach Mahoney how to do his job without the boss helpful and meaningful and also make him learn self-directed during his daily work. And also Tommson should let Mahoney to clear about his job and manage his job-time. The least one is to increase Mahoney’s communication skills with costumers and sale skills.

4)
I think the positive reinforcement and extinction would work best for changing some of Mahoney’s more problematic behaviors. Mahoney had doubt about what he should do to increase sales and manage the store. So the major aim of this training is to focus on how to tell Mahoney to manage his job and this store.

5)
The appropriate training techniques that Timmson might use are Programmed Learning, Role-playing and Management exercise to increase Mahoney’s KSAs. Mahoney was a good employee or salesman, but he does not have clear idea about how to become a store manager. Those methods are to teach him to increase personal skills and develop personal knowledge about management.

6)
First of all, he should finger out the difference…...

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