Case I : Trent Raynor Dilemma

Raynor and Wagner were peers, later Raynor was promoted Wagner improved his attitude and team
by Chung(VP) as Manager ATG and supervised Wagnor performance improved. Got
appreciation letter from Raynor

Wagner started arriving late to work and leaving early. His Given all 4 quarters, his peers
disengagement hampered team performance and morale outperformed and Wagner received a “C”

Wagner’s reports started getting frustrated from Wagnor retaliated and threatened
team’s toxic culture ; High team attrition rate Raynor about his UFS

Raynor confronted Wagnor; He

promised to improve but there was no Wagner attributed his failure to lack of
improvement in attitude clarity of team problem from Raynor

Second round of feedback from In Appraisal, Chung(VP) had planned to give

Raynor with a threat of rating “C” Raynor “A” rating but is now reconsidering
after UFS from Wagner
Case II : The ‘C’ rating of Gwen Davidson

Kristina Chung
Senior V.P. Customer Innovations

Tom Trent
Goldstein Raynor
Manager , Manager ,
Web Strategy Adapted Tech.
Group Group

Gwen
Davidson
Team Leader
 Case II : The ‘C’ rating of Gwen Davidson

VP Marketing

Demeanor

Micromanage

Head Of Strategy
Gwen Davidson Rigid
 Case II : The ‘C’ rating of Gwen Davidson

Ratings

Quarter II
A
Quarter I

Quarter III
B B

Quarter IV
C

Time

Gwen Davidson
 Case II : The ‘C’ rating of Gwen Davidson

Tom Goldstein Kristina Chung

Quarter IV
B
IV
Quarter

C
Gwen Davidson
Case III : The ranking of Mark Albright
Param
Venkateshan
President & CEO

COO

Kristina Mark
Chung Albright Senior V.P.
Senior V.P Security
Consumer Solutions
Innovations.

Colin Kerr
Manager
 Upward Feedback Survey (UFS)
An employee, Mr. Colin Kerr, of Dovernet has to fill in UFS of his ex-
boss Mr. Mark Albright, with whom he has work for only short stint
UFS need Subjective answers, which employee is not sure about

 Questionnaire designed for Target Employee group