When Tom Caldwell was promoted to a managerial position without the proper assessment of his management skills and suitability for the role, it resulted in CSD problems to arise (Judge & Kammeyer-Mueller, 2020). Even though Tom can be described as an excellent sales associate, he did not possess the skills needed for a manager. He was not able to properly delegate the work, or to provide the appropriate feedback. He was also unable to provide the team with performance goals, which resulted in a lack of morale and lower group performance. In this regard, it can be said that this position is indicative of how it is imperative to evaluate a person’s skills as per the job requirements, as the person might be skilled at one aspect of the job but not another. In terms of the Biblical aspects, it can be said that according to Provers 3:13, it says, “Blessed are those who find wisdom, those who gain understanding.” This shows that the Bible stresses on using one’s wisdom for better understanding, which CSD was unable to do, as they failed to recognize that Tom would not make a good manager.
CSD and Bioglass can implement several strategies to make better decisions related to how to promote people in the future. For instance, they must assess the candidates for their managerial skills as well as their leadership skills (Gemeda & Lee, 2020). Using performance evaluation and behavior assessments, the company can get an idea of what the candidates’ skills and relevant experiences are. Other than that, the company can also conduct in-depth interviews with the candidate to get a better idea of what the candidate’s personality is like and whether he or she would be able to fulfill the roles related to the job description. Moreover, the organization can also indulge in training and development of the existing employees to prepare them for a managerial role. This can include providing them with opportunities to enhance their leadership and managerial skills through attending courses and seminars. According to Proverbs 15:22: “Plans fail for lack of counsel, but with many advisers, they succeed.” This means that it is important to conduct a thorough analysis of a candidate and to make joint decisions using many experts to make the best decisions.
Performance appraisals tend to play an integral role in internal selection decisions. The reason for that is that these appraisals provide the company with important information related to the performance of the employees, as well as any strengths and weaknesses that they might have. They can also help to identify employees that would be best suited for certain jobs as per their skills and work ethics, as well as other characteristics that the performance appraisals identify. It is also important to note that performance appraisals should not be the only method that should be used, as there are many other factors that need to be considered, such as the candidates’ personality and suitability for the job. As noted in the case, the person might be performing really well at a certain job but would not be good at others. Colossians 3:23-24 says, “Whatever you do, work at it with all your heart, as working for the Lord, not for human masters, since you know that you will receive an inheritance from the Lord as a reward.” This is something that shows that if a person works hard and works diligently, he or she would have a good performance appraisal and evaluation, which would lead to better job opportunities.
References
Gemeda, H. K., & Lee, J. (2020). Leadership styles, work engagement and outcomes
among information and communications technology professionals: A cross-national study. Heliyon, 6(4), e03699.
Judge, T. A., & Kammeyer-Mueller, J. D. (2020). Staffing organizations (10th ed.). Burr
Ridge, IL: McGraw Hill.
