,HRM2604 Assignment 5 (COMPLETE ANSWERS)
Semester 2 2024 - DUE 29 October 2024; 100%
TRUSTED Complete, trusted solutions and
explanations.
PERFORMANCE THAT SELLS Oliver King works at a large real
estate agency called Red Arrow. The agency has been in
business for many years and is well established. Oliver has only
recently started working at Red Arrow. Although he has
obtained the certificate to practise as an estate agent, he does
not have any valid experience in the field and is nervous that he
may not know how to make a sale. He admits that he still has a
lot to learn and is eager to work his way up. The policy at the
agency is that agents earn 20% commission on every property
they sell. Each agent goes out on his or her own when meeting
clients. The best salesperson is determined by calculating the
highest number of properties sold each year. When Oliver
began working at the agency, he sat down with his supervisor,
Felicity who informed him of his duties and guided him on how
to go about achieving his goals. They also drew up Oliver’s
developmental plan together. Felicity is a very easy-going
person, and this is transferred to her working style. She wants
the best for everyone and when training Oliver, she advises him
to always trust his instincts and do what he considers best.
Felicity believes that every client comes with their own unique
circumstances and that an agent has to adapt their behaviour to
suit the client’s needs. At the outset, it was also decided, in
consistency with the organisational policy that Oliver’s
,performance appraisal would include a detailed log compiled by
Felicity regarding important instances of good and poor
performance displayed by Oliver. The fact that his supervisor
took the time to plan his performance really impressed Oliver
and he felt motivated and ready to begin working. HRM2604
Assessment 05 (Semester 2, 2024) 11 © UNISA 2024
QUESTIONS 1. Which of the three main approaches to
measuring performance would be most suitable to Oliver’s job?
Provide a reason for your answer with reference to the
scenario. (4)
In Oliver’s case, the results-based approach to measuring
performance would be the most suitable. This approach focuses
on the outcomes of an individual’s work, such as the number of
properties sold, which directly aligns with the agency’s policy of
determining the best salesperson based on the highest number
of properties sold each year.
Given that the real estate agency emphasizes commission-
based work and sales figures as key performance indicators,
Oliver’s success is measured by the results he achieves, namely,
how many properties he sells. This approach also encourages
goal achievement and clear measurement of success, which is
essential for a novice agent like Oliver, who is focused on
, building experience and improving his performance in terms of
tangible sales outcomes.
Additionally, the results-based approach allows for easy
tracking and evaluation of his progress through the sales log his
supervisor will maintain, making it an objective and appropriate
measure for his role.
In Oliver's case, the results-based approach to measuring
performance would be the most suitable for his job as a real
estate agent at Red Arrow. This approach focuses on measuring
the outcomes or results of an employee’s work, such as the
number of properties sold, which directly aligns with how
performance is evaluated at Red Arrow. The agency determines
the best salesperson based on the number of properties sold
each year, indicating a strong emphasis on quantifiable
outcomes rather than behaviors or specific skills.
Reasoning:
Oliver's success is directly linked to his sales performance,
as the agency's policy rewards agents with 20%
commission for every property sold, and the top
performer is determined by sales numbers.
In real estate, results (property sales) are the most
tangible measure of success, making it clear that a results-
based approach is the best fit for evaluating his job
performance.
Semester 2 2024 - DUE 29 October 2024; 100%
TRUSTED Complete, trusted solutions and
explanations.
PERFORMANCE THAT SELLS Oliver King works at a large real
estate agency called Red Arrow. The agency has been in
business for many years and is well established. Oliver has only
recently started working at Red Arrow. Although he has
obtained the certificate to practise as an estate agent, he does
not have any valid experience in the field and is nervous that he
may not know how to make a sale. He admits that he still has a
lot to learn and is eager to work his way up. The policy at the
agency is that agents earn 20% commission on every property
they sell. Each agent goes out on his or her own when meeting
clients. The best salesperson is determined by calculating the
highest number of properties sold each year. When Oliver
began working at the agency, he sat down with his supervisor,
Felicity who informed him of his duties and guided him on how
to go about achieving his goals. They also drew up Oliver’s
developmental plan together. Felicity is a very easy-going
person, and this is transferred to her working style. She wants
the best for everyone and when training Oliver, she advises him
to always trust his instincts and do what he considers best.
Felicity believes that every client comes with their own unique
circumstances and that an agent has to adapt their behaviour to
suit the client’s needs. At the outset, it was also decided, in
consistency with the organisational policy that Oliver’s
,performance appraisal would include a detailed log compiled by
Felicity regarding important instances of good and poor
performance displayed by Oliver. The fact that his supervisor
took the time to plan his performance really impressed Oliver
and he felt motivated and ready to begin working. HRM2604
Assessment 05 (Semester 2, 2024) 11 © UNISA 2024
QUESTIONS 1. Which of the three main approaches to
measuring performance would be most suitable to Oliver’s job?
Provide a reason for your answer with reference to the
scenario. (4)
In Oliver’s case, the results-based approach to measuring
performance would be the most suitable. This approach focuses
on the outcomes of an individual’s work, such as the number of
properties sold, which directly aligns with the agency’s policy of
determining the best salesperson based on the highest number
of properties sold each year.
Given that the real estate agency emphasizes commission-
based work and sales figures as key performance indicators,
Oliver’s success is measured by the results he achieves, namely,
how many properties he sells. This approach also encourages
goal achievement and clear measurement of success, which is
essential for a novice agent like Oliver, who is focused on
, building experience and improving his performance in terms of
tangible sales outcomes.
Additionally, the results-based approach allows for easy
tracking and evaluation of his progress through the sales log his
supervisor will maintain, making it an objective and appropriate
measure for his role.
In Oliver's case, the results-based approach to measuring
performance would be the most suitable for his job as a real
estate agent at Red Arrow. This approach focuses on measuring
the outcomes or results of an employee’s work, such as the
number of properties sold, which directly aligns with how
performance is evaluated at Red Arrow. The agency determines
the best salesperson based on the number of properties sold
each year, indicating a strong emphasis on quantifiable
outcomes rather than behaviors or specific skills.
Reasoning:
Oliver's success is directly linked to his sales performance,
as the agency's policy rewards agents with 20%
commission for every property sold, and the top
performer is determined by sales numbers.
In real estate, results (property sales) are the most
tangible measure of success, making it clear that a results-
based approach is the best fit for evaluating his job
performance.
