Managing frustrated employees

A manager evaluates an employee who initially seems to perform well but receives negative feedback from peers. After confronting her with the feedback, she reacts emotionally. The manager decides to promote her, which leads to her blossoming in the new role. The manager reflects on whether the decision was based on skill or luck, concluding that promoting her was more effective than suppressing her behavior.

What were the initial perceptions of the woman's performance in the department?

How did the woman react when she received the feedback?

What changes were made to the woman's role, and how did it affect her performance?

What does the teacher suggest about the natural response to the woman's behavior?

In what ways did the woman's behavior change after being promoted?