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Case Study O.B 1

1094 words - 5 pages

TABLE OF CONTENT
1 INTRODUCTION
2 CONCLUSION
3 REFERENCE

CASE STUDY 7.1 : THE POLITICS OF PERFORMANCE APPRAISAL
INTRODUCTION
1) Based on your view of the objectives of performance evaluation, evaluate the perspectives about performance appraisal presented by the managers.

Perspectives through performance evaluation presented by the manager in connection with the case study answer is to motivate and reward their performance so that they get better. In addition, it uses a review process to do what is best for the people and departments. Furthermore, we need to know about the purpose of evaluating the performance of which is to provide information about the performance of ...view middle of the document...

The evaluation process can allow dishonesty to enter. In the case a manager gave an employee a good mark even though her work was not up to par. Her reasoning was that the employee was going through a tough time and this mark would help pull her out. I do not believe that evaluations can effectively grade employees.
2) In your opinion, at what point does “fine-tuning” evaluations become unacceptable distortion?

Accuracy is very important because is not my primary objective when I evaluate my workers. My objective is to motivate and reward them so they’ll perform better. I use the review process to do whats best for my people and my department. If means fine-tuning the evaluation to do that. For example of fine-tuning is when the company lowered the ceiling on merit raises. The top merit increase that any employee could get was 4 percent. I boosted the ratings of my folks to get the best merit increase for them. The year before that, the ceiling was 8 percent. The best they could get was less then what most them received the year before. I felt they deserved the4 percent, so I gave the marks that got them what I felt they deserved.
Fine tuning becomes a problem when you are not accurately grading your team. You may have the intentions of helping someone out but you end up hurting them by letting them know their flaws. Although you may believe the system is flawed you have to stick with the guidelines you were given. I am not a fan of the system as it stands. I would advocate changing the system. However without agreed changes to the system I do not think they can be made.

3) Assume you are the vice president of human resources at Eckel Industries and that you are aware that fine-tuning evaluations is a prevalent practice among Eckel managers. If you disagree with this perspective, what steps would you take to reduce the practice?

There’s another situation where I think fine-tuning is merited when someone’s work has been mediocre or even poor most of the year, but it improves substantially in the last two, three month or so. If I think the guy is really trying and is doing much better, I’d give him a rating that’s higher than his work over the whole year deserves. It encourages him to keep improving. If I think he has what it takes, I’d boost the rating to motivate him to keep trying until he...

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