When poor performance is due to an employee's lack of ability, ...

[vHAUNG6011]

When poor performance is due to an employee's lack of ability, what is the least threatening option?
 
  A) Release
  B) Retrain
  C) Resupply
  D) Refit
  E) Reassign

Question 2

Once a manager has determined that the reason for the poor performance is due to a lack of ability, in what order should the manager explore options?
 
  A) (1) Redesign the job, (2) retrain the individual, and (3) move the individual to another position.
  B) (1) Retrain the individual, (2) redesign the job, and (3) determine if the resources are adequate.
  C) (1) Determine if the resources are adequate, (2) retrain the individual, and (3) redesign the job.
  D) (1) Determine if the resources are adequate, (2) redesign the job, and (3) retrain the individual.

[sultana.d]

Answer to Question 1

Answer: C
Explanation: A) Incorrect. Release is more commonly known as firing and should only be used as a last resort. The resupply option is correct because it allows the employee to express his or her frustration about a perception of inadequate support and signals the employer's willingness to help solve the problem from the employee's perspective.
B) Incorrect. Retraining an employee is the second least threatening option. However, it is still seen as seen as an attempt to solve a problem from the managerial (rather than employee) perspective. The resupply option is correct because it allows the employee to express his or her frustration about a perception of inadequate support and signals the employer's willingness to help solve the problem from the employee's perspective.
C) Correct. This assumes that the problem lies with management rather than with the employee. Few employees would be threatened by the conclusion that they have inadequate resources to complete the job.
D) Incorrect. Refitting may imply that an employee did not have enough natural ability to complete the assigned tasks. The resupply option is correct because it allows the employee to express his or her frustration about a perception of inadequate support and signals the employer's willingness to help solve the problem from the employee's perspective.
E) Incorrect. Reassignments can be demotions. The resupply option is correct because it allows the employee to express his or her frustration about a perception of inadequate support and signals the employer's willingness to help solve the problem from the employee's perspective.

Answer to Question 2

Answer: C
Explanation: A) Incorrect. The authors suggest that unless a manager has overwhelming evidence that the problem stems from low aptitude, it is wise to assume (at least initially) that the lack of ability is due to a lack of resources or training. This gives the employee the benefit of the doubt and reduces the likelihood of a defensive reaction by the employee. Answer A attempts to redesign the job (assuming lack of ability) before retraining the individual and does not account for the possibility that resources may be inadequate.
B) Incorrect. The authors suggest that unless a manager has overwhelming evidence that the problem stems from low aptitude, it is wise to assume (at least initially) that the lack of ability is due to a lack of resources or training. This gives the employee the benefit of the doubt and reduces the likelihood of a defensive reaction by the employee. Answer B addresses training first but attempts to redesign the job before conducting a resource evaluation.
C) Correct. This addresses possible sources of the problem in the order of least threatening to most threatening. After a job redesign is unsuccessful, the remaining options are to reassign the worker or release him/her.
D) Incorrect. The authors suggest that unless a manager has overwhelming evidence that the problem stems from low aptitude, it is wise to assume (at least initially) that the lack of ability is due to a lack of resources or training. This gives the employee the benefit of the doubt and reduces the likelihood of a defensive reaction by the employee. Answer D correctly addresses a potential resource problem first, but then attempts to redesign the job (assuming low aptitude) before retraining the individual.