Q1: Do you think Oliveira was ready for the job?

A:
Yes, because
Expertise in Technical Skills: From the technical skills point of view, Oliveira had got
significant experience in all the aspects of the business as he spent the last one year working
in various departments.
People Skills: As a management trainee, he was able to develop his people skills to earn the
respect from employees working at different ranks in the store.
No, because
Lack of Leadership training programmes: He wasn’t ready for the job because although he
had worked at different levels with the people, not much attention was paid to the role he
would be working in i.e. leading the people as a store manager.
Failure to learn to manage senior employees: No attention was paid to how he would be
managing people who have much more experience than him. Since generally it become
difficult to manage sub-ordinates who have more experience that you.
Short Knowledge transfer period: Adapting to the new environment would be lengthy since
there was very less time (~ approx. 2 days) for knowledge transfer from the outgoing store
manager. A longer KT would have been ideal for him.
Huge Responsibility: Giving a huge responsibility of managing a store whose sales are
declining to a person with no experience in that field can be a tough task for the store
manager.
No mentorship: Little guidance from his mentor, Mr. Prado. The mentor could have guided
Oliveira on how he could go about the current situation and how he should have dealt with
it