Performance Management at Jet Food Services Essay

It is now the end of Sampadas first course of study as personaal theater director for greenness regimen Services. As regional four-in-hand, Sampada supervises a total of decennium soils, each of which has a manager answerable for sales and military service to customers in that area. jet-black Food provides contract nutrient function for hospitals, schools, colleges, business firms, and other institutions that need meals vigilant on site but that do not wish to be trusty for operating such services. pip-squeak Food Services hires both necessary kitchen employees, purchases all supplies, and prepares meals in accordance with specifications agreed on with customers. The regularize manager is responsible for coordinate all customer activities. This includes planning, budgeting, hiring and supervising jet-propelled planes on-site representative (customer service manager), customer satisfaction, and contract renegotiations.Sampada was recruited after days of experience as director of food services for a multicampus university. In that trade, she had attention responsibility for the food services at several campuses. The Jet Food side of meat offered an opportunity for continued growth and advancement.In her first year, Sampada has concentrated on getting to know the district managers and the customers with whom they work. She spent often than a week with each district manager and visited each customer with him or her. At this point, she timbres comfortable with her job and the experience she has gained of both operations and personnel, and it is time to treasure the exploit of the district managers and to schedule suss turn out meetings with these employees.Sampadas legal opinion of Ranjan Ranjan is the daylong limit district manager in Sampadasregion. He completed less than one year of college, held several short term jobs, and past joined Jet as a shift supervisor of the corporations services at a big(a) college. At present, he is completing cardinal years of employment with Jet. He has been a district manager for three years.In working with Ranjan, Sampadahas observed his strengths, along with many problems. Ranjan has a talent for working with people, Jet employees and customers alike. In fact, in his years with Jet, no customer he worked with has ever switched to a competitor. Many on-site supervisors recruited, trained, and supervised by Ranjan guide gone on to contract managers of other districts.On the other hand, Ranjans frothing eating habits despite doctors warnings pay back contributed to somewhat serious medical difficulties. During the past year, Ranjan was out of work for three months with gallbladder and sum problems, attributable in part to obesity. And Ranjans behaviour towards others can be overbearing. Sampada unplowed track of her phone calls from district managers during the year, and on that point were more calls (or messages) from Ranjan than from the other nine distric t managers taken together calls to promote or advertise his own efforts.Although Ranjan can be charming, he has started to be loud and uncouth with regional personnel whom he perceives as excessively rule oriented. All in all, Ranjans style and appearance have become entirely divers(prenominal) from what Sampada is wonted(a) to in colleagues and employees.Further, it has been announced that Sampadas region is going to be expanded and that a saucily typeset, that of assistant regional manager pass on be created. Ranjan has made it send away that as Jets longest tenured district manager in the region, he feels entitled to this promotion. However, Sampada does not feel she could work with Ranjan as the assistant regional manager. She feels that their management styles are too antithetical and that Ranjans behaviour might excoriate regional and corporate personnel.As Sampada looks over Jets performance judgment and management instrument, she realises that her honest assessme nt of Ranjans performance in his current job is generally excellent. She glances at the last knave of the assessment and management form and the general ratings from which she will have to choose. Jets overall rating system is on a 1-10 scale, with 10 as prominent 7-9, different degrees of excellent performance 5-6, all right 3-4, below average and 1-2, unacceptable. Sampada is uncertain as to what overall rating to assign. If she gives Ranjan too extravagantly a rating, he will deliver to be promoted. If the rating is too low, Ranjan will doubtless be angry, feeling that an damage has been done.Ranjans Self-Assessment and Management Ranjan sees himself as different from the other district managers. An outgoing, gregarious type, he loves to visit his customer locations and work with his companys personnel. His idea of a in(predicate) day is one spent command a customer service manager a new operating turn or management technique. In fact, Ranjan is cognize to roll up his sleeves and teach Jet employees a new recipe or how to improve an existing dish.Ranjan has worked for several district managers and has always liked to keep them certain about his activities, sometimes phoning two or three times a day. From discussions with Sampada, he is alive(predicate) that she thinks many of these calls are not necessary, but he wants her to know how things are going with his employees and customers. He is also aware of Sampadas views regarding his ignoring medical advice.Ranjan is proud of his life history and of what he has been able to do without much higher education. He feels he is qualify to become a regional manager, and he looks forward to the possibility of promotion to the new assistant regional manager position as a step toward this last goal.Ranjans Assessment Rating In reviewing the situation, Sampada decides to give Ranjan an overall rating of 6. She feels justified, disposed(p) that Ranjan did miss months of work as a result of neglecting hi s health. She knows that Ranjan will expect a higher overall rating, but she is fain to stand behind her evaluation. Sampada then goes back to considering the separate ratings she will assign and to devising plans for their feedback review.Questions1 How would you describe Sampadas cost to the assessment and management of Ranjans performance?2 Are Sampadas concerns with Ranjans performance legitimate? Will Ranjan have justifiable reasons for feeling dissatisfied with the assessment and management results?