CASE STUDY
After spending several weeks on the job, Katherine was surprised to discover that her father had not formally evaluated any employee’s performance for all the years that he had owned the business. Jonson’s position was that he had “a hundred higher priority things to attend to,” such as boosting sales and lowering cost, and, in any case, many employees didn’t stick around long enough to be appraisable anyway. Furthermore, contended Jonson, manual workers such as those doing the pressing and the cleaning did periodically get positive feedback in terms of praise from Jonson for a job well done, or criticism also from Jonson, if things did not look right during one of his swings through the stores. Similarly, Jonson was never shy about telling his managers about store problems so that they too got some feedback on where they stood. This informal feedback notwithstanding, Katherine believes hat a more formal appraisal approach is required. She believes that there are criteria such as quality, quantity attendance, regularity and punctuality etc. that should be evaluated periodically even if a worker is paid on piece rate. Furthermore, she feels quite strongly that the managers need to have a list of quality standards for matters such as store cleanliness efficiency, safety, and adherence to budget on which they know they are to be formally evaluated.
Requirement 1-
Is Katherine right about the need to evaluate the workers formally? The managers? Why or why not?
Requirement 11-
Develop a performance appraisal method for the workers and managers in each store.
Answers
Hello !
1. In my opinion, Katherine is more than proper concerning the necessity for the formal assessment of personnel. Mel’s method based on the easy evaluation of well timed achievement of working duties via the employees would possibly lessen motivation and result in high turnover because of little progress for positive employees (Bohlander & Snell, 2009). Use of formal standards of overall performance assessment also provision of well-grounded comments on the results of the performance overview is going to lead to many substantial enhancements concerning employee reimbursement, recruitment, development of performance of the whole company, and many others. Formal assessment of workers can even lessen capacity subjectivity bias regarding worker overall performance. In a case of performance evaluation regarding factors of 360-degree feedback or similar procedures (Linman, 2004), balanced opinion of the crew may be used for performance estimates instead of non-public views of a certain manager.
2. Develop the appraisal form you will use, custom designed.
Hope It Helps U :)