Essays on Performance and Reward Management - the College of Asia and Pacific Case Study

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The paper 'Performance and Reward Management - the College of Asia and Pacific " is a good example of a management case study. Organizations that incorporate best practices with regard to their human resource management often benefit from motivated employees as they are committed to performing at their best. Moreover, employers who involve best practice in performance management understand the issues revolving around underperformance and high performance of workers thus addressing them accordingly. Paauwe and Boselie (2005) argue that if underperforming and high-performing employees are not managed appropriately and sensitively, the organization can suffer from unproductive as well as unhealthy outcomes thus affecting the entire workplace.

In effect, this report aims to discuss issues that revolve around best practices in performance management. Consequently, the report will give a recommendation that would help in addressing the case of an underperforming new manager in charge of facilities services in the College of Asia and Pacific (CAP). Background A month ago, the College of Asia and Pacific (CAP), a Division of the Australian National University hired a thirty-one-year-old man as the college’ s Manager in charge of facilities services.

The new employee is charged with planning, coordinating and directing the facilities activities of CAP. Moreover, the new manager provides operational supervision of the facilities function. However, since assuming the position, the manager’ s performance has been below the expectation of the management. For instance, the manager is often over-reliant upon the counsel of the general manager as he cannot make a simple decision without requesting instructions. Furthermore, the manager often refers issues related to the junior staff under him to the general manager and when reached by top management for clarification he also refers them to the general manager.

Thus, with all the above-stated characteristics of incompetence, there has been underperformance in his department since he assumed office. The subsequent sections of this report will discuss issues associated with an underperforming employee as well as how they can be managed.

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