Then, based on what you provided in the Module Two discussion question, share your response to the following question:
-What lessons did you learn from the Box case study that you could apply to the Precision case study? (The case study “Appraising Performance at Precision” can be found in Chapter 3 of your textbook.)
so what it is asking is to answer to part 3 questions (Pasted below) with the case study “the evolution of management practices” (sorry i included but told you to exclude so i have attached the correct case study)
basically reading “the evolution” case study WHAT LESSONS DID YOU LEARN and how you could apply to the Precision case study (in previous module i put responses on word document).
Answer preview
this method enables the executives to share their views and then promote employees using calibrated reviews on their performance. They also rely on gathering strong peer feedback regarding employees’ performance. The strategies implemented in Box reflect concepts used in person-focused pay programs, where employees get rewarded for their skills and knowledge, and the job-based approach based on their performance (Martocchio, 2016). With a high emphasis on the person-focused pay program, the management at Box created a career path to encourage employees to understand their roles and the need to move up the ladder. By adopting such a model, this would motivate Precision to develop proper job descriptions for the employees. Notably,
