(Mt) – Variations of Agile Project Management Methods Discussion

SOLUTION AT Academic Writers Bay

Write a PPT, management homework help

Write a PPT, management homework help
Write PPT

Discussion board case study Fire Me, Why Don’t You?, management homework help

Discussion board case study Fire Me, Why Don’t You?, management homework help
Week 10’s DB focuses on the case study “Fire Me, Why Don’t You?” FIRE ME WHY DON’T YOU-1.docx”The Peter Principle” (explained below) and whether senior management should “cull or cure” employees’ based on their performance. See the article, “Cull or Cure,” to post or respond to a post for this Week’s DB.Cull or Cure Article.docx[img src=”https://marymount.instructure.com/images/preview.png” alt=”Preview the document”>Peter Principle is a concept in management (Links to an external site.) theory formulated by Laurence J. Peter (Links to an external site.)in which the selection of a candidate for a position is based on the candidate’s performance in his/her current job role, rather than on abilities relevant to the candidate’s intended job role. Thus, employees only stop being promoted once they can no longer perform effectively; and, as the theory suggests, ‘managers rise to the highest level of their incompetence.’ See the picture below for a visual explanation of the concept; and, if you are interested, the following detailed article about the Peter Principle’s affect on Promotion and Declining Productivity from the Hoover Institution and Graduate School of Business at Stanford University. The Peter Principle – Promotions and Declining Productivity.pdf[img src=”https://marymount.instructure.com/images/preview.png” alt=”Preview the document”>Peter noted that the employee’s incompetence may be because the required skills are different, but not more difficult. For example, an excellent engineer may be a poor manager (Links to an external site.) because he/she might not have the interpersonal skills (Links to an external site.) necessary to lead a team.Rather than seeking to promote a talented “super-competent” junior employee, Peter suggested that an incompetent manager may set them up to fail or dismiss them because they are likely to ‘violate the first commandment of hierarchical life with incompetent leadership: [namely that> the hierarchy must be preserved.”‘1 1 Excerpted from https://en.wikipedia.org/wiki/Peter_principleNow that you understand the Peter Principle and have read the “Cull or Cure” article, answer the following questions for this week’s DB:Post 1:The case study “Fire Me Why Don’t You” cites McKay (2008), who states, “… managers and leaders have three opportunities to do something about their employee’s performance: at the time of hiring (hire correctly in the first place); through training and coaching; show poor performers the door. [However,] if a manager feels they have hired an individual who does not have the right personality, mental ability and attitude to do the job, no amount of training or coaching will matter. Take a stance and select one of these positions:Do you think Paul:Was promoted to his highest level of incompetence (Peter Principle)Was the right person for the job (hired correctly in the first place)Can be cured through training and coaching, orShould be culled (show poor performers the door).Explain why you choose your stance andSupport your position with examples from the case study and the article “Cull or Cure.”

CLICK HERE TO GET A PROFESSIONAL WRITER TO WORK ON THIS PAPER AND OTHER SIMILAR PAPERS

CLICK THE BUTTON TO MAKE YOUR ORDER

error: Content is protected !!