Question

Rajib Chowdhury is the manager of ABC Company’s Appliance Division. Each March, he must evaluate all of his subordinates to decide who is to receive a merit based increment for the upcoming fiscal year. But each year these employees complain about how they are evaluated and how money is dispersed according to merit and what criteria are used for the evaluations? However during the past two years there has been a tremendous emphasis on quality production. A review of the merit receipts reveals that these people were the ones who the best quality records. But many of the employees felt that quality should not be the most important determining factor. At an employee forum, one of the senior members remarked, “how can Rajib now reward quality? What has happened to production members?”

Another employee agreed and stated: “this quality game is okay for some, but what about overall production? It seems to me if I will only be rewarded for quality, then I should produce a few items but make them perfect.”

After hearing such criticism, Rajib was quiet upset. He neither was trying to create chaos regarding his evaluation way, nor was he attempting to hurt anyone. Unfortunately, what was originally intended to be an evaluation system had just become nuisance?



Question:

1. Suppose as manager, Rajib needs to evaluate 14 employees’ performance using graphic rating scale method. Apart from this method, what is / are the alternative method/s you could suggest appraising performance to Rajib? How the method/s can be applicable?

2. What does this case tell us about the impact of performance appraisals on employee motivation?
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Answer 1

Answer:

sorry l dont to know question answer