The Indiscipline Mechanist is a case that makes use of appraisal methods, training need assessment and knowledge of training and development programmes.

1. Case Study:
MECHANIST’S
INDISCIPLINED
BEHAVIOUR
Mohit | Navjot | Nupur | Prachi
Preeti | Radhika | Shrijee
Ganesh,
Supervisor
Instructor: Prof. Meenakshi Malhotra
Dinesh,
Machine Operator

2. Ganesh,
Supervisor
Pick up the trash
that has fallen
from your work
area.
When you drop it,
you pick it up.
*******
(Abusive)
I won’t do the
Janitor’s work.
Dinesh
Machine Operator
2

3. Case Summary
Target
Cleaner Workplace
and prevention of
accidents
Resistance from
Dinesh only
Dinesh’s
Punishment
According to company
policy, suspension of
one day for
insubordination and
abusing.
Ganesh reported
to the HR for
records
Ganesh’s Effort
Dinesh had 5 years
of work experience
with this company.
Dinesh
Alcoholic, Abusive
and short tempered.
Good at his Job.
- Weekly Meetings
- Individual
Communication
3

4. Questions
How would you
rate Dinesh’s
behaviour?
Do you assess any
training needs of
employees?
If yes, what inputs
should be embodied
in the training
programme?
What method
of appraisal
would you use?
Why?
4

5. Rating Dinesh’s Behaviour
Stubborn and
Resistant to change.
Flexibility
He was known to be
short tempered.
Relation with Peers
He was suspended for
insubordination and
abusive language.
Relation with Superior
Dinesh is not someone who
evades work by nature
Work Efficiency
90% 30% 50% 20%
5

6. Possible Methods of Appraisal
Neumeric scales
representing job
related performance
criterion, each ranging
from exceling to poor.
Rating Scale
360 Degrees
Systematic Collection of
performance data derived
from a number of
stakeholders supervisors,
team members, peers and
self.
Focus on critical
behaviours of an
employee that make all
the difference between
effective and non effective
performance.
Critical Incident Method
Checklist
Statements on the
traits of employees
and their jobs
prepared in 2 columns
forwarded to HR for
actual assessment. 6

7. Best Alternative: Critical Incident Method
Clear
Expectations
Easy Feedback
Better Chances
of Improvement
Descriptions in
Support of
Particular Ratings
Reduced
Recency Bias
Based on Actual
Job Behaviour
Why?
7

8. Best Alternative: Critical Incident Method
Evaluating if the
selected solution will
be able to remove the
cause of problem.
Evaluate Solution
Review performance
of Dinesh in previous
departments. Any
incidents that are in
his records.
Review Incidents
Determine possible
solutions for
identified issues.
Determine Outcomes
Collecting data pertaining
to these incedents from
his colleagues, previous
superiors and family
members.
Collect Facts
Analyse the data to
understand the
causes of Dinesh’s
Behavious .
Analyze Data
8

9. 9
Next Step for Dinesh
360 Degree
Feedback to Dinesh so he
can understand the need
of training.
Mentorship
• Unlearning
• Relearning

10. Training Needs - Dinesh
Stress Busters
Informal events
and counselling
sessions
Awareness
Awareness about
cleanliness and
responsibility towards
work environment
Interpersonal Skill
Attitude towards
superiors which will
reflect through his
behaviour
10
Anger Management
Anger management is a
psycho-therapeutic
program for anger
prevention and control.

11. Training Needs - Ganesh
Ganesh
Training to enhance
emotional quotient and
sensitization.
Ex: Through Role
Reversal
Attitudinal
Changes To understand the
methods of formal and
informal appraisal as
well as the errors
associated with it. This
will led to better output
of appraisalsals.
Appraisal
Training
11

12. 12