1) Dukes & Noble began migrating to a new integrated computer system, requiring all employees to undergo four days of training.
2) While most employees became comfortable with the new system after a month, Pat struggled with efficiency and caused delays, hiding his discomfort from his manager Bob.
3) There is a performance problem specific to Pat, rather than an overall training problem, as other employees have adapted well to the new system.
1) Dukes & Noble began migrating to a new integrated computer system, requiring all employees to undergo four days of training.
2) While most employees became comfortable with the new system after a month, Pat struggled with efficiency and caused delays, hiding his discomfort from his manager Bob.
3) There is a performance problem specific to Pat, rather than an overall training problem, as other employees have adapted well to the new system.
1) Dukes & Noble began migrating to a new integrated computer system, requiring all employees to undergo four days of training.
2) While most employees became comfortable with the new system after a month, Pat struggled with efficiency and caused delays, hiding his discomfort from his manager Bob.
3) There is a performance problem specific to Pat, rather than an overall training problem, as other employees have adapted well to the new system.
1)Bob williamson is the manager for Mens furnishing
group for the northridge mall of the dukes & Noble department. 2)Bob has charge over 20 sales representatives spread across 4 units. 3)Pat dekkar is one of Bobs unit supervisor. 4)Pat is about 15 years older than bob and has about that much experience in retail sales than bob. 5)Pat began his career in a floor sales position & after years of hard work promoted to supervise one of the units.
SUMMARY OF THE CASE
1)Dukes & noble began a system migration, replaced
existing system with state of the art integrated system 2)All the employees were brought in for a four day training program,bob & pat were the first to get their hands on training material & program. 3)After one month of trail run ,employees became comfortable with new system before the conversion date 4)Pat on the other hand constantly proved his inefficiency in coping up with the new system & caused delay in some transactions. 5)Bob sensed that pat is deliberately hiding his discomfort with new system from him.
IS THERE A TRAINING PROBLEM?
There is no training problem as other employees are quite
satisfied & found the program helpful to become handy with the system. There is clearly a performance problem on pats part. It would be more precise to label the problem as more of a learning than a training problem Apart from his discomfort pat is seemingly not wishing to share his problem with anyone
BOBS ASSISTANCE IN PATS
PROBLEM
First Bob has to make it possible to discuss pats problem
with him, at the same time bob should try to reduce the threat-producing anxiety such a confrontation might provoke. By indicating that others too struggled to learn & acknowledging the fact that people will have different ways & speeds to learn will pacify pats qualms about his own abilities and make him work towards his problem. Bob need to work out a plan with pat to help him learn the system. Various solutions like keeping notes, getting familiar with training manual, working on a demonstration & practice cycle can be effective. An alterrnative would be for bob to conduct training & coaching assistance for pat exclusively.
BOBS EXPECTATION ON PATS
PERFORMANCE IN LEARNING PROCESS
By past experience , we can safely infer that pat is not very
effective at managing his learning process. Bob should regularly help him do the following 1) Identify areas of skill discomfort(analyzing skills deficiencies. 2) Establish learning goals(to remove the deficiency)
3) Locate instructional information.
4) practice the skills. o Bob should make it clear that he does expect pat to take responsibility for his learning process.