Xxxxxxxxxx x xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
1. Does this problem stem from inadequate subordinate ability? No it’s not. He has in-depth knowledge of architecture and the construction business, which shows his ability. To support my statement furthermore he made lots of suggestions for improving the work environment and he himself volunteered for special projects. Joe showed the consistency of producing high-quality work.
2. Does this problem stem from inadequate subordinate motivation? Yes, Ignoring his inputs and his opinions made him demotivate, he called himself as a lowly draftsman. Which itself shows how demotivated he is.
3. Is the lack of ability due to inadequate resources to do the job? Yes personnel support and cooperation from interdependent work groups is inadequate which it self shows the lack of resources.
4. Is the lack of ability due to inadequate training?
No, Joe has 12 years of experience from four architectural firms and in the beginning he consistently produced high-quality work and has demonstrated in-depth practical knowledge of architecture and the construction business.
5. Is the lack of ability due to inadequate aptitude?
No, Joe never felt that he is not fit for this job. He has surplus abilities to do this job.
6. Is the lack of motivation the result of poorly understood or unmotivating expectations? Yes lack of motivation, personnel support and cooperation from interdependent work groups is the reason for Joe’s poor performance. In this case the problem is he is very much involved in goal or standard setting but his inputs and opinions are not received well by his architect’s.
Please join StudyMode to read the full document