Assessment Task Three Case Study - 40 marks Answer the questions presented at the end of the case study. Word Limit: 2000 words (10% less or more allowed) References: Minimum 10 academic references...

Case Study Analysis
Initial reaction to underperformance showcased by Sally at work is disappointment and frustration. Been associated with the organisation for more than four years now she was considered to be a person who understands the culture of Floyd & Associates and can accordingly train other employees as well as groom the new recruit.
Answer 1. The very first question is what would be the reaction towards the underperformance of Sally. Perhaps noticing the fact that she herself isn’t performing well accompanied with her laid-back attitude stimulates a lot of residual anger in the team members as well as senior leadership (Attridge, M., 2009). Since Sally had set a level of expectation from her work and now since it is not meeting the required reaction of managers, business leaders as well as her own peers have attracted a lot surprise, dismay and certain degree of irritation with work piling with no concrete answers when it will be completed. Sally is performing her responsibilities below the threshold level and undermining all the expectations as required by all the stakeholders (Bush, T., 2003). Business isn’t going as usual, people aren’t getting trained properly, there is emergence of lot of conflicts with Sally and other team members. On top of that there is a major grapevine also generated that Sally who used to train others about interpersonal and intrapersonal skill and heading the training department is herself not disciplined and dedicated towards her deliverable then what can we expect the others to perform who have been trained from her. There have been multiple events when Sally has been found to be non-compliant with the procedure and policies as outlined by the norms of the organisation (Grant, A. and Hartley, M., 2013). After looking at her evaluation as well as feedback form after the completion of each training seminar I have noticed that she is been rated very low from the attended of the meetings. This contrary to her previous reports where attendees of the seminar used to rate her well with respect to what is presented, depth of the content, knowledge, delivery as well as communication skill. Therefore, as the HR manager I was very perplexed why Sally is underperforming and showing lack of interest at work. I was also worried since her underperformance can have manganous domino effect if it is not handled properly which could lead to serious consequences like business loss, compromising with revenue, shrinkage of profit, loss of reputation in the market, declining market share and decreased morale of the team. Underperformance of Sally can adversely affect the behaviour and attitude of others towards their work and deliverables (Megginson, D. and Clutterbuck, D., 2005). As an HR my reaction towards underperformance of a star employee is daunting and utter dismay since she used to work very hard on the assignments and had produced exceptional results in past driving splendid training sessions back to back. Instead of judging Sally and just getting angry on her like most of the other stakeholder, I was worried whether everything is ok with her not. While most of the stakeholders had made up their mind to give her a pink slip and fire her, my initial reaction was to give another chance to improve before asking her to leave. When I collected her past records from the database, her performance, her record of achievement of goals as well as her qualifications, I found it to be very impressive (Attridge, M., 2009). Although, I do want to contain the damage of performance that was done and strategize a way so that other team members wouldn’t feel demotivated and work hard to achieve more. What surprises me to the core is that a person who herself had conducted many trainings in the past about how to communicate effectively, how should managers and employees interact in order for the proper follow of communication can takes place as well as effectiveness in team could be increase is herself become most unproductive at her role. Therefore, my first reaction was feeling of shock, aghast and dismay than anger on Sally.
Every organisation goes through its ups and down due to external market forces like change in economic conditions or enactment of certain laws that may restrict trade...