MGT103

CASE STUDY ONE: THE PERFORMANCE

APPRAISAL TRAINING PROGRAM

Professor: Victor Goodman

TEXT: Managing Performance Through Training and Development

DUE: JUNE 7TH , 2021

STUDENT NAME (S)
1. Shenal Don Weerasinghe
2. Dylan Ferreira
3. Rajbir Kaur
4. Piyush Soni
QUESTIONS

1. Construct the Thought Cycle for this Case Study:

THOUGHT CYCLE RESPONSE

1 ISSUE Facing difficulties of a performance training program which conducted for
IDENTIFICATION nursers in a large hospital.

2 RELATED FACTS Nursers are very responsible at work.

Nursers cannot lead to more anxiety because of performance appraisal
system.

3 HYPOTHESIS Believing that all nursers are working under same supervision.
Believing that need to work in the hospital by nursers are same.
Believing that work load per one nurser is same.
Believing that raised concerns and trends from hospital are equally important
for every nurse.

4 LEGISLATIVE ISSUES Currently there isn’t any legislative issues

5 PROPOSED Educate the importance of having performance appraisal training program.

RESPONSE

6 RISK Might not agree with new Appraisal system.

IDENTIFICATION Objection to work in the hospital by nursers.
Absences from nursers for the training program.
Might skip nursers work responsibilities because of the training program.
Could lead to legislative issues

7 ACTION Educating the importance of having a performance appraisal system in the

hospital.
Proposing new performance appraisal system which would benefit all nursers

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 equally.
Giving special attention for absence nursers at a later time.
Rescheduling time for the training program

8 ISSUE RESOLUTION Ability to confront the issue in hospital.

Ability to see though each nursers performance.
Provide better action plans individually.
Modification performance appraisal system when its need to by everyone’s
choice

9 FURTHER Reviewing performances and action plans of nursers every six month.
CONSIDERATIONS Considering to conduct more performance appraisal interviews often.

2. Consider Gagne’s Learning Outcomes Model for the performance appraisal interview training
program, in your responses below

A What were the

expected learning The five learning outcomes as per Gagne’s model measure verbal
outcomes of the information, intellectual skills, psychological features, motor skills and
training program? attitude. The expected learning outcome of the program were
intellectual skills, verbal information and feature ways. The
administration team of the hospital were in the process of introducing a
new model of nursing that required the nurses to perform critical
behaviour while interacting with and counselling patients and their
families. The nurse supervisors would evaluate the nurse’s performance
every six months and the performance would then be discussed/
reviewed, an action plan would then be developed with specific goals and
objectives. The hospital had to perform performance appraisals to make
sure that the nurses were implementing the new nursing model. The
expected learning outcome for the hospital was to make sure that the
nurses are adapting and putting the new model of nursing into
implementation. The new model of nursing included the following (“tell
and sell interview”, “tell and listen interview”, “problem solving
interview”), how to do effective interviews, minimizing criticism, focusing
on problem solving and supportive.

B What learning
outcomes were not After conducting a session on performance management and how to

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 learned? conduct performance appraisal interviews, when it came to conducting
performance interviews for the nurse supervisors majority of them did
not want to take part by giving multiples excuse saying they have no
time, some of the supervisors stated that the session did not improve the
way they conducted interviews and some were under too much pressure.
After a year of implementation of the new nursing model it was still not
put into action, performance appraisals were a rare occurrence, many of
the nurses were not implementing the new model of nursing, the nurses
refrained from using the different types of performance appraisal
interviews, the nurses did not set new goals or new action plans. The
performance of the nurses were inconsistent throughout the hospital
and left unsatisfactory.

C What learning
outcomes should The few other concepts that the training program should have focused
have been have been on are verbal communication, attitude judging of the customers, motor
the focus of the skills. In order for the new system to be effective the training program
training program? should have also had focus on these learning outcomes.
Why?

3. Explain the success of the training program using Conditioning Theory and Social Cognitive
Theory.

For each theory:

A. How do you explain why the training program was not effective?
B. How could the program be improved by using some of the concepts from each theory.

A CONDITIONING A. The conditioning theory is using the success of the training program. In this
THEORY theory people can observe self-assessment, focusing on behavior not the
people, stimulus and focusing on problem solving. In this case, employees can
learn more new skills as well as also gain knowledge. In the next stage, due to
this theory explain that helps a person to know their behavior. When new
employees will learn and change their behavior. They do not successful and
face negative circumstances the employees can focus on problem solving
method.

B. In this case, the supervisor can develop new skills and also learn new things
for improvement. This is very useful their future. Through this case can make
training enhanced or learn new method.

B SOCIAL A. Social cognitive theory is a learning method. In this theory, people can learn
COGNITIVE by observing, making choice, and managing behavior such as learning through

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 THEORY interactions with others and it consist of three stages: observation, self-
efficacy, and self-regulation. The first stage is observation through this people
can learn by observations, and in this case, the participants had not the
opportunity to observe the professional. Self-efficacy is the belief that they
have the full potential to perform the task successfully. In the case, the
supervisors do not have the skills to perform a particular task. The last stage is
self-regulation which means that the people can regulate their behaviors. In the
case study, the supervisors felt anxious and did not take part seriously in the
role play and failed to regulate their behaviors

B. To improve the learning process, the administrator should provide

information that why performance appraisal program is essential for the
hospital and supervisors can be benefitted from it.

4. Discuss the extent to which adult learning principles were incorporated in the training program.

A What principles were Principles were included in the training program

included, and which
ones were absent?
 Freedom to make a decision to be volunteering or not for the
role play.
 Nursers were being practical about such as no time to meet
every nurse for performance appraisal.
 Adults (Nursers) learn mostly by their life experience, that is
why most of them made laugh out of it on role play.
 Adults were being relevant with real situation, stating that
some of them actually tried, but didn’t see any improvement.
 Adults are motivated and self-directed, that is why made
quick decisions refusing to interview nursers.
 Self-assessments on their performance.

Principles were absent in the training program

 Lack of creating the create environment for nursers which

they can trust on performance appraisal, they could not
actually contribute 100%.
 Some nursers have had less experience to learn and lead the
performance appraisal fearing that they would learn and fail.
 Some nursers gave up doing it since it caused a stressful
experience for others.

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B What could the
consultant have done What consultants could have done to make better use of Adult
differently to make learning theory
better use of adult  More encouragement the nursers in the training program.
learning theory?  Since nursers are adults, allowing them to be self-directed.
 Consultants should have been more confident in the
training program.
 Listening to nursers thoughts as well, how the performance
appraisals should work out for them, and include their
ideas too.

 Adding more values of Extrinsic and intrinsic factors

Ie. How could the
affected for nursers for the training program.
training be improved by
 Educating time to time stating that, performance appraisal
using some of the
is not an isolated activity, it’s an ongoing process.
concepts from the
 More encouragement the nursers in the training program
lecture Theories.
 Consultants should have been more confident.
 Allowing nursers to be more self-directed.

5. Describe the training program in terms of Kolb’s learning style and the Fleming learning cycle.

A What aspects of the KOLB: There are four elements in Kolb’s learning cycle namely
. program relate to the Converging, Diverging, Assimilating, A
each of the modes of

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learning? Diverging – In Kolb’s learning cycle, Diverging is learning by feeling and
watching which indirectly combines ‘Active Experimentation and
Reflective Observation’. In this case study, the training program is
conducted for all the nurse supervisors where they can learn by
observing things and were asked to share their experiences based on
the group discussion.

Assimilating – Assimilating is a combination of Active Experimentation

and Reflective Observation. Moreover, it can also be said that lit
includes learning by watching and thinking. In this case study, the nurse
supervisors were given a chance to learn by watching and thinking
where they were asked to join a role play group. In this role play, they
were asked to play the role of a supervisor and employee to show what
they have learned from the lecture.

Converging – Converging involves doing and thinking with a

combination of Active Experimentation and Active Conceptualization. In
this case study, participating in a role play is a clear-cut example of
thinking and doing about what the nurse supervisors has learnt in the
lecture.

Accommodating – Accommodating involves Concrete Experience

(Feeling) and Active Experimentation (Doing). It is a learning by
analyzing and preferring a practical and experiential approach. In this
case study, the administration hired a performance management
training consultant to provide one-day workshop through which nurse
supervisors can learn things by

FLEMING:

In Flemings’s learning cycle, there are four elements including Visual,

Auditory, Read/Write and Kinesthetic learning styles.

Visual and Auditory Learners – These are those learners who learn by
watching and listening in a learning environment. In this case study,
nurse supervisors were provided with a one-day workshop by the
professional performance management consultant to learn
performance appraisals by carefully experiencing it visually and
auditory.

Read/Write Learners – these learners prefer to learn through some

written text. In this case study, no written notes were handed out to the

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 nurse supervisors. Providing them such material could grab attention of
learners at that time which was failed to meet even after the end of the
year.

Kinesthetic Learners – these are those learners who prefer to learn by

performing the activities. In this case study, the professionals held a
role play where they were asked to play the roles of supervisors and
employees which is good to learn the things practically.

B What learning style or Benefits - In this case study, the professional of performance
styles are most likely management held a lecture for the nurse supervisors through which
to benefit from the they can learn by watching, thinking, and feeling.
program and which They also conducted a simple role way through which nurse supervisors
ones are not? can learn by doing. Also, they were supposed to conduct performance
appraisals reviews and interviews get the feedbacks from them.

The professionals were failed to conduct the performance appraisals

reviews and interviews properly. If this program was conducted in a
strict and a proper way with a compulsion to went through it, then it
might help the professionals to do a quick brainstorming and
motivation to impose things in the real world.

C How could the

program be changed In this case study, one-day workshop organized for the nurse
to make better use of supervisors by the professionals of performance management imparted
Kolb’s learning cycle? the knowledge efficiently and thoroughly according to the learning
styles of Kolb and Fleming. Not only this, but they have also conducted
a planned activity (A role play) to perform what they had actually learnt
in the lecture.

However, there was lack of participation in that activity when the nurse
supervisors took this activity randomly and made fun of it. If
performance gap could have been taken in a serious way then the
hospital might not witness inconsistency and unsatisfactory
performance of the nursing staff even after one year.

6. Comment of the various forces that influence Learning and Retention:

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A List the forces that
. impact Learning and 1.Job Attitudes – Job attitudes are mainly consisting of three main
Retention: attitudes variables including job involvement, job satisfaction, and
organizational commitment. As far as a learner has a positive job
Why is each attitudes, the learner can learn more in training on the job.
important?

2. Cognitive Ability – Cognitive skills are basically the mental capabilities

which is necessary to learn academic subjects. Moreover, cognitive
ability helps to know how much and how quickly a person is able to
learn and grab the skills to get succeed on the job.

3.Self-Efficacy – Good self-efficacy plays a great role in learning. High

level of self-efficacy always help a learner to to achieve more in training
on the job. Moreover, it can also be said that good motivation always
brings more self-efficacy. So, employees should be more motivated to
bring most out of them.

4. Training Motivation – Training motivation is a very good at predicting

declarative knowledge, skill acquisition, and the application of trained
skills on the jobs. Motivating employees on the job basically increases
the interest of the trainees and helps in making them more attentive.
So, the overall performance of a trainee is enhanced which results in
better understanding of the lessons.

5.Personality Characteristics – Knowing the personality characteristics

of a trainee can help a trainer to understand their personality traits and
learning styles better. With this, the learning environment becomes
more comfortable for the participants which further enhance learning.

6.Goal Orientation – Goal orientation always create a motivation among

the employee to reach out the and learn about goals efficiently and
effectively. Goal orientation will always help a learner to get pre-
focused on the desired goals while learning more of them before
reaching out.

B Effective Training and

Development leads to Improved individual behavior and performance along with
successful learning and organizational effectiveness are the resultant outcomes of these
retention. What are undertakings.

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the resultant
outcomes of these 1) Improved Individual Behavior and Performance – Effective training
undertakings. Explain and development will improve the behavior and performance of an
employee because of learning many things in the job training. After
learning on the job training, employee’s behavior will become more
positive at the workplace.
This positive behavior is very essential for the company as it will help in
increasing profitability of the company and will save more time as well.
Employees are the ultimate resource of the company which lead them
towards the goals efficiently.

2) Organizational Effectiveness – Organizational effectiveness will bring

several benefits to the organization where there will be:

A) Increased employee job satisfaction

B) Increased productivity and profits
C) Enhanced adaptability

Organizational learning becomes important to stay updated with the

changes in the business environment. Through effective training and
development to the employees a company can easily reach
organizational effectiveness with the help of better learning.

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