Evaluation Essay Don Rogers, Epd, Allentown Corporation
PERFORMANCE EVALUATION DON ROGERS ELECTRONIC PRODUCTS DIVISION ALLENTOWN CORPORATION
Don Rogers inherited a very dysfunctional Electronic Products Division amid a fiercely competitive, shrinking total market for its components. He did not receive adequate support from Corporate during his transition. He did not demonstrate the best leadership resulting in a decline in the overall performance of the division. If corporate is committed to providing support and a personal coach for Rogers to improve his communication and motivational skills, his ability to deal with conflict and adverse situations, and his poor judgement in organizational decisions making, he should continue as the leader of the EPD for an additional year pending reevaluation.
EVALUATION CRITERIA
*Company standing and reputation
*Ability to communicate
*Effectiveness of motivational skills
*Assertiveness in adverse situations
*Use of knowledge for sound judgement to lead innovative change
PROOF OF EVALUATION
*Company standing and reputation
Under the tenure of Don Rogers the EPD showed declining performance. Sales and profits declined. The competition was tougher and the world market for their components was shrinking. The marketing, manufacturing, and development teams had grown accustomed to the management style of Joe Bennet and appeared lost and complacent, making improvements difficult. The division’s stellar reputation for delivery and service worsened as the number of missed order commitments rose.
*Ability to communicate
Don Rogers was bright, quick thinking and could express himself well in both small and large groups. His viewpoints were clearly heard in the monthly product development meetings. His managers, however, felt he did not listen well and frequently interrupted them while speaking, making effective
Don Rogers inherited a very dysfunctional Electronic Products Division amid a fiercely competitive, shrinking total market for its components. He did not receive adequate support from Corporate during his transition. He did not demonstrate the best leadership resulting in a decline in the overall performance of the division. If corporate is committed to providing support and a personal coach for Rogers to improve his communication and motivational skills, his ability to deal with conflict and adverse situations, and his poor judgement in organizational decisions making, he should continue as the leader of the EPD for an additional year pending reevaluation.
EVALUATION CRITERIA
*Company standing and reputation
*Ability to communicate
*Effectiveness of motivational skills
*Assertiveness in adverse situations
*Use of knowledge for sound judgement to lead innovative change
PROOF OF EVALUATION
*Company standing and reputation
Under the tenure of Don Rogers the EPD showed declining performance. Sales and profits declined. The competition was tougher and the world market for their components was shrinking. The marketing, manufacturing, and development teams had grown accustomed to the management style of Joe Bennet and appeared lost and complacent, making improvements difficult. The division’s stellar reputation for delivery and service worsened as the number of missed order commitments rose.
*Ability to communicate
Don Rogers was bright, quick thinking and could express himself well in both small and large groups. His viewpoints were clearly heard in the monthly product development meetings. His managers, however, felt he did not listen well and frequently interrupted them while speaking, making effective