ant you to improve everything within 1 month. If there is no improvement, you better opt for moving out” add Mr. Lim without giving Johan space to discuss or explain the situation. Johan even though was silent from the beginning but woke up with being unhappy and upset. He shouted at Mr. Lim "Mr. Lim are you aware that you are also responsible for the low performance of the operating department? You were never there when there was a problem. You were always there playing golf. And for your information, there is nothing wrong with the discipline of my workers. Why are you focusing on our problem only and did not look at marketing department? Their record is much worse. The number of accidents going on in the operating department would decrease if you agreed to buy a new machine that I recommended to you last year. You say we could not afford it. Well, now look at the results. And one more thing, there is no need to bring up my personal or my son in this matter. M
Asia Bread & Bakery’s Manager Mr. Lim sits in his chair while planning what he will say to Johan, regarding the performance of the production unit in general and Johan's own performance as an individual responsible as an operating supervisor. Mr. Lim did not hold a discussion session constantly because he did not like to make a rating and he assumed every individual should know their respective responsibilities. He also does not like to talk to people that much and what more to tell people about their weaknesses.
When Mr. Lim heard someone knocking the door, he knew it was Johan and asked him in and ordered him to sit. "Johan, I've seen a record of factory operations over the years, and I find that they are not good, low in productivity, many employee problems, including discipline. What are you doing as a supervisor? Is it not your responsibility? Is it hard to do the assignment? I trusted you but see what the outcome is? "Mr. Lim let go of his dissatisfaction. "By the way, I have heard that you have a problem with your son. You must act as a professional and do not mix your personal and work problem. Now I want you to correct the deficiencies that happened, and I want you to improve everything within 1 month. If there is no improvement, you better opt for moving out” add Mr. Lim without giving Johan space to discuss or explain the situation.
Johan even though was silent from the beginning but woke up with being unhappy and upset. He shouted at Mr. Lim "Mr. Lim are you aware that you are also responsible for the low performance of the operating department? You were never there when there was a problem. You were always there playing golf. And for your information, there is nothing wrong with the discipline of my workers. Why are you focusing on our problem only and did not look at marketing department? Their record is much worse. The number of accidents going on in the operating department would decrease if you agreed to buy a new machine that I recommended to you last year. You say we could not afford it. Well, now look at the results. And one more thing, there is no need to bring up my personal or my son in this matter. My personal thing is not your business". With anger, Johan left the office.
With reference to an effective performance management system (EPMS), suggest how to improve the weaknesses of the performance management process as seen in this case above.
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