Question

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.​

Answer 1

In my opinion, Katherine is right.

Explanation:

• In my opinion, Katherine is right about the need to evaluate the workers formally. This is because the method which is Jonson will not be much helpful in promoting the managers to do their jobs better. They will simply listen and might forget it afterwards. A formal assessment method is required so that those doing good work get appreciated and those lacking in some areas can work on the defaults.

• A performance appraisal method that I would suggest is to keep a record of the workers and managers each month. Make a list of the quality standards and the working of each on it. Based on the record, a meeting be called each month, where problems can be discussed and those working well could be appreciated.