Premium Essay

Case Study 4 – the Politics of Performance Appraisal

In: Business and Management

Submitted By Soaker
Words 1312
Pages 6
Bus5450 - Spring 2014 – Organizational Behavior
Dean Cantave
2/6/2014

Case Study 4 – The Politics of Performance Appraisal

This case study discusses the opinions and views of four managers at an arc-welding manufacturer in Minneapolis, MN. Max Steadman, Jim Coburn, Lynne Sims, and Tom Hamilton are managers at Eckel Industries and they all have differing opinions when it comes to performance evaluations and appraisals. They work in the manufacturing division each supervising a different department within the division. Every Friday the managers meet after work for drinks to relax, gossip, and give and receive advice about problems on the job. On this particular week they discuss performance appraisals, which they recently conducted for all of their direct reports. Each of the managers completed evaluation forms using graphic rating scales on each employee then discussed the appraisal with that employee.
Throughout the discussion they give their opinions on how performance appraisals should be conducted and the flaws that exist within the current ranking system.
Tom talks about how emotions play into the process and create biases when conducting evaluations, however, he believes that providing true and accurate feedback is a top priority to ensuring that the evaluations are an accurate reflection of an employee’s performance. Jim believes what he learned from a professor in college that when you sit down to evaluate an employee’s performance from a previous 12 month period you will only be able to recall and use about 15 percent of the performance you actually observed. He also thinks fine-tuning is warranted in certain situations. For example, if an employee whose performance has been poor a majority of the year but significantly improves at the end of the year Jim will give the employee a higher rating over the whole year than the work deserves. He…...

Similar Documents

Free Essay

The Politics of Performance Appraisal

...MIT SCHOOL OF BUSINESS PGDM – Case 6 Semester - I Subject Name: Human Dynamics HOW GOOGLE CHOOSES EMPLOYEES Finding the best engineers, programmers, and sales representatives is a challenge for any company, but it's especially rough for a company growing as fast as Google. In recent years, the company has doubled its ranks every year and has no plans to slow its hiring. More than 100,000 job applications pour into Google every month, and staffers have to sort through them to fill as many as 200 positions a week. Early on, the company narrowed the pool of applicants by setting a very high bar on traditional measures such as academic success. For example, an engineer had to have made it through school with a 3.7 grade-point average. Such criteria helped the company find a manageable number to applicants to interview, but no one had really considered whether they were the most valid way to predict success at the company. More recently, the company has tried to apply its quantitative excellence to the problem of making better selection decisions. First, it set out to measure which selection criteria were important. It did this by conducting a survey of employees who had been with Google for at least five months. These questions addressed a wide variety of characteristics, such as areas of technical expertise, workplace behavior, personality, and even some nonworking habits that might uncover something important......

Words: 5103 - Pages: 21

Premium Essay

Case Study 4

...Case Study 4 2) What forces are driving changes in the movie rental industry and are the combined impacts of these driving forces likely to be favorable or unfavorable in term of their effects on competitive intensity and future industry profitability? The forces driving the changes in the movie rental industry can be boiled down to the booms we have seen in technology. The cost of HDTV’s has been dropping and has now become more practical for each person to obtain. This leads to the desire to view movies and shows on the big nice screen as opposed to the smaller devices we used to. The movie rental fee as well as the late charges always gave people pause but were not unsurpassable boundaries for consumers who wanted the movie viewing experience without making a purchase. The growth of the movie rental industry via an online presence I feel will continue to grow as more and more people become accustomed to the idea of owning or viewing things through a purely digital means. With a growth in any industry comes the inevitable competitiveness that we see between Netflix and Blockbuster. I would not be surprised to see Redbox throw their hat into the ring with online offerings in the future. 5) What is Netflix’s strategy? Which of the five generic competitive strategies discussed in Chapter 5 most closely fit the competitive approaches that Netflix is taking? What type of competitive advantage is Netflix trying to achieve? Netflix’s strategy was a “six-pronged” one: 1....

Words: 1488 - Pages: 6

Premium Essay

Performance Appraisal

...PERFORMANCE APPRAISAL REAPPRAISED: IT’S NOT ALL POSITIVE Article by: Todd Grubb, Troy University Introduction Performance management had been described by the author as a creation of an entire system bringing together all of the essential factors so all of the people are enabled to work in an aligned and coordinated manner to the best of their abilities. While distinguishing performance appraisal as much more limited, the author stated that it is a process to assess how individual employees are performing. In his book, Human Resource Management, Ivancevich describes performance management as a process by which executives, managers and supervisors work to align employee performance with the firm’s goals while performance appraisal is the activity used to determine the extent to which an employee performs work effectively. To further simplify the difference between these two terms, N. Nayab (2011) states that performance management aims at managing performance real-time to ensure performance reaches the desired levels whereas performance appraisal sets job standards and evaluates past performance based on such set standards. (www.brighthub.com/office/humanresources/articles/84772.aspx). Shown below is a comparison between performance appraisal and performance management: Source: Guest, D E et al (1996) The author stated that the common beliefs of performance appraisal are that an individual’s pay should directly reflect the performance and contributions made,...

Words: 2663 - Pages: 11

Premium Essay

Performance Appraisal

...EFFICIENCY OF EXISTING PERFORMANCE APPRAISAL SYSTEM FOR OFFICERS IN SRI LANKA NAVY BY LCdr (ASW) TR DANIEL PGD in Defence Management Naval and Maritime Academy (Accredited to General Sir John Kotelawala Defence University) DECLARATION I declare that this dissertation contains no material which has been accepted for the award of any other degree or diploma in any university or equivalent institution, and that to the best of my knowledge and belief, contains no material previously submitted or written by any other person, except where due reference is made in the text of this Dissertation. I carried out the work described in this under the supervision of Captain (ND) KJ Kularathne, RSP,Psc,MSc(D&SS) ........................................................ Date:.......................... TR DANIEL 7001 COMMENTS OF THE SUPERVISOR ..................................................... Date ........................................ KJ KULARATHNE,RSP,Psc,MSc(D&SS) Captain (ND) Sri Lanka Navy ABSTRACT Sri Lanka Navy is one of the largest organization in Sri Lanka with nearly 55000 men & women are working to date .SLN is not only one of the largest, but also diverse as more than 20 major professions are cohesion to form this organisation. Officers form the backbone of this large organisation; SLN and better performance of officers is a necessity to achieve......

Words: 11811 - Pages: 48

Premium Essay

Performance Appraisal

...A PROJECT REPORT ON “EMPLOYEE’S PERFORMANCE APPRAISAL” FOR ANIL INDUSTRIES KATNI PVT. LTD. SUBMITTED TO MODY INSTITUTE OF TECHNOLOGY AND SCIENCE SUBMITTED BY VISHAKHA KEWLANI (BATCH – 2011-2014) GUIDED BY DR. AJAY VERMA DECLARATION I, the under signed, hereby declare that the project report entitled “Performance Appraisal” is a research work made for Anil Industries Katni Pvt. Ltd. is genuine and benefited work presented by me under the guidance of Dr.. The empirical findings in this project report are based on the data collected by me. The matter presented in this report is not copied from any source. I understand that any such copy is liable to the punishment in way the university authority deems fit. The project Report is submitted to Mody Institute of Technology and Science, in the partial fulfillment of the Bachelor’s Degree course in Business Administration. ACKNOWLEDGEMENTS My training at Anil Industries Katni Pvt., Ltd. was a great experience to gain the knowledge one could acquire about Human Resource. The practical knowledge that I have gained during this training period has helped me tremendously to improve my knowledge about Performance appraisal system. I am extremely thanked to Mr. Ishwar Kewlani (Manager, HR.) who gave me an opportunity to work in such a highly esteemed organization. I would like to express my deep sense of gratitude to Mr. Sandeep Kewlani for his inspiring guidance, constant......

Words: 5850 - Pages: 24

Premium Essay

The Politics of Performance Appraisal

...THE POLITICS OF PERFORMANCE APPRAISAL Every Friday, Max Steadman, Jim Coburn, Lynne Sims, and Tom Hamilton meet at Charley's after work for drinks. The four friends work as managers at Eckel Industries, a manufacturer of arc-welding equipment in Minneapolis. The one-plant company employs about 2,000 people. The four managers work in the manufacturing division. Max, 35, manages the company's 25 quality-control inspectors. Lynne, 33, works as a supervisor in inventory management. Jim, 34, is a first-line supervisor in the metal coating department. Tom, 28, supervises a team of assemblers. The four managers' tenure at Eckel Industries ranges from 1 year (Tom) to 12 years (Max). The group is close-knit; Lynne, Jim, and Max's friendship stems from their years as undergraduate business students at the University of Minnesota. Tom, the newcomer, joined the group after meeting the three at an Eckel management seminar last year. Weekly get-togethers at Charley's have become a comfortable habit for the group and provide an opportunity to relax, exchange the latest gossip heard around the plant, and give and receive advice about problems encountered on the job. This week's topic of discussion: performance appraisal, specifically the company's annual review process, which the plant's management conducted in the last week. Each of the four managers completed evaluation forms (graphic rating scales) on all of his or her subordinates and met with each subordinate to discuss the......

Words: 1703 - Pages: 7

Premium Essay

Case Study: the First Appraisal Interview

... Rating against a standard permits a supervisor to classify employee performance independently from that of other employees. Both supervisor and employee have a reference point for accurately looking at an employee’s long-term performance growth. Ratings against a standard do not preclude comparisons. While employees may typically compare themselves to others, there is little to be gained by having the organization promote such comparisons. They are likely to create envy, vanity and dysfunctional competition. In this case, boss lets Sandy to compare with Charlie. It may create envy, vanity and dysfunctional competition. In a healthy organization, one employee’s success need not mean another’s failure. If all can succeed, much the better. Those who prefer an absolute standard tend to give lower scores to employees, as they fear new workers who receive high marks will not feel the need for further improvement. In contrast, raters who feel a worker has done superior work considering his time in the position, may rate him as such. An evaluation six months or a year later yielding a superior mark would require a corresponding improvement on the part of the worker. I prefer the latter approach, because it seems more positive. Supervisory evaluations often suffer from rating deficiencies: • One particularly good or poor trait may contaminate other performance areas considered in the evaluation. In this case, the boss rate Sandy as average. He figures out the poor trait......

Words: 2014 - Pages: 9

Premium Essay

Performance Appraisal

...Research Paper The role of performance appraisal system on the development of human resource of Komenda College of education Introduction In every administration, whether private or public, there exist laid down aims and objectives that are to be achieved within a specific period. Nevertheless, these cannot be possible if the organisation focuses only on its financial and physical resources. There is therefore the need to concentrate on the human resource as well. This is necessary because it is only the people who are employed in the institution that can put together both the financial and physical resources of the institution in order to achieve its aims and objectives. With this in mind, each institution has to take the planning of its human resource as one of the most important issue. Pinnington and Edwards (2000) have defined “human resource planning as “the systematic and continuing process of analysing an organisation’s human resource needs under changing conditions and developing personnel policies appropriate to the long-term effectiveness of the organisation”(pp. 22). Cascio (1996) indicated that this can be done quarterly, bi-annually or annually and through some interrelated activities stated by Cascio (1996) and which include the following: i. Personnel inventory which is done to assess the current human resource base and how they are currently being......

Words: 4076 - Pages: 17

Free Essay

Performance Appraisal

...INTRODUCTION Performance management can be defined as a strategic and integrated approach to delivering sustained success to organizations by improving the performance of the human capital and by developing the capabilities of teams and individuals within that organization (Armstrong and Baron, 2000). The process of performance management therefore focuses not only with ‘WHAT’ is produced but, also ‘HOW’ it is produced. It seeks to ensure that what has been produced is in line with the organization’s needs and these products have been produced in line with the organization’s way of doing things. Performance management can be achieved through many different ways. These include performance appraisal system and coaching. Performance appraisal system can be described as a fairly old system of measuring employees’ performance that has been in use in many organizations. However, Performance appraisal has not brought in the amount of positive results that was expected of it. Armstrong and Mulis (1994:86) quoted one manager describing performance appraisal as “a dishonest annual ritual”. The question that arises then is: “If Managers (the custodians of the system) do not have confidence in their own system, what more employees (who happen to be victims of the system)?” The meaning of the word “appraisal” is “to fix a price or value for something”. This is used in finance in terms such as project appraisal or financial appraisal where a value is attached to a project. Similarly......

Words: 11650 - Pages: 47

Free Essay

Case Study Performance Appraisals

...regarding her performance appraisal. This situation definitely could have been prevented. First of all time was not given when going through her evaluation. Her supervisor Mrs. McCallister kept putting off her review because she was too busy. Finally she made time for Sonia. With that being said it didn’t allow the necessary conversation between the two to be taken. From what witnesses stated that Sonia came out crying. From what was put in her review she was not performing up to par. This leads me to conclude Mrs. McCallister just gave her critiques on Sonia ending the conversation. I don’t believe Sonia got the time she deserved to really see what she needed to truly improve on. In all honesty, on the accounts of Sonia’s actual performance she got praise. It’s when the supervisor went into a more opinionated appraisal that things turned south. The supervisor also stated that she was happy with the quality and accuracy of her work. So why would the supervisor find it necessary to put in her review that she is excessively on the phone, that it’s interfering with her work and endangering patients. This supervisor clearly didn’t put in the effort to find out what Sonia needs to improve on. Rather she just took cheap shots at Sonia, to have some time of improvement on there. Sonia’s review should have not reflected so heavily on the “attitude” that was given but more on her actual work performance. Sonia has a few options she could do after this performance appraisal. One, if......

Words: 916 - Pages: 4

Premium Essay

Case Study: the First Appraisal Interview

...CASE STUDY: THE FIRST APPRAISAL INTERVIEW Name: Benjamin Van de Walle Lecturer: Ms. Mai Kim Thoa Course: Managerial Skills & Leadership – KS 402DE02 1. What do you think of the boss’s ratings and his defense of them? * * He gives Sandy an average rate for every single point. She doesn’t know if this is a good or a bad rate. He is not fair cause’ he bases his ratings on one single point, namely the wine service and generalizes this for the other points. In my opinion his comments are not constructive and well-intentioned. * * He focuses his defense only on her less developed skills and doesn’t mention her good skills. Also his defense is very flat. With that I mean that he doesn’t give any specific and descriptive feedback. He doesn’t define the performance problem, doesn’t makes his standards clear and he doesn’t work with the employee to set goals for improvement. The boss focuses on the person and not on the behavior, it’s personally hurtful. * 2. How do you think Sandy feels? Will she be motivated to improve? Is it enough to know you are not going to lose your job? * * Sandy went to the appraisal interview with confidence. But I think she lost her confidence after the interview. Due to the average score she doesn’t know where and how to improve. * * By not focusing on employees needs in a highly effective way, the employees will not be motivated. He does nothing to support Sandy, whereby she also loses her......

Words: 597 - Pages: 3

Free Essay

Performance Appraisal

...Issues Related to performance appraisal in a Public Organization A focus on Bangladesh Police (CID) ------------------------------------------------- Letter of Transmittal The 24th November, 2015 Senior Professor Chairman, Management Studies Department of management Studies University of Dhaka Subject: Submission of the Report on Performance Appraisal (Promotion & Transfer) system of CID-Bangladesh Police. Dear Sir, We are the student of EMBA, Department of Management. Our major is in Human Resources Management. We have done our report on Performance Appraisal (Promotion & Transfer) system of CID-Bangladesh Police. It was a pleasure to work and analyze on matters related to the performance appraisal occurring a real work place. This paper has provided us an opportunity to relate our theoretical knowledge with the outside world and gave us practical knowledge of the practices of performance appraisal and many roles played by managers. Here, we are submitting you our final report. We have included the overview of the organization, Conceptual framework of CID- Bangladesh Police, problems with current appraisal system, transfer and promotion practices, transfer and promotion policies, reasons of violations of policies, remedies and recommendations on the current transfer and promotion system. In addition, we would like to say that, it was a great experience working on CID- Bangladesh Police. We have given our best......

Words: 2179 - Pages: 9

Premium Essay

The Politics of Performance Appraisal

...SUMMARY The case reviewed this week is a conversation between four managers about the efficacy, fairness and potential abuse of the ratings system as it pertains to their subordinates. The conversation questioned how to distinguish one rating number against another number, using the rating system to either motivate and try to push out an employee. The conversation also questioned if it was fair to judge someone that you may have a strong emotion about (being recently angry at someone). The conclusion of the conversation was that the ratings system may have objective underpinnings, but people put a lot of subjective thinking into evaluations. QUESTIONS Each of the managers expressed evaluating their subordinates in a way to either help improve their performance or to motivate them. What they failed to mention is their coaching conversation with their employees. Neither of them mentioned seeking feedback or having any discussions with their employees, which would help both manager and subordinate set better goals and identify any problem areas. Several of the managers also suggested using the evaluation as a punishment to try and attain behavior modification from the subordinate. This does not always work in that case. Positive reinforcement, from the Reinforcement Theory, was also mentioned to help keep good workers motivated. Fine-tuning evaluations may sometimes defeat the purpose of having an evaluation. Fine-tuning serves to bypass the system to give......

Words: 481 - Pages: 2

Premium Essay

Case Studies on Performance Management

... CASE STUDIES IN PERFORMANCE MANAGEMENT A Guide from the Experts TONY ADKINS John Wiley & Sons, Inc. CASE STUDIES IN PERFORMANCE MANAGEMENT CASE STUDIES IN PERFORMANCE MANAGEMENT A Guide from the Experts TONY ADKINS John Wiley & Sons, Inc. This book is printed on acid-free paper. Copyright © 2006 by SAS Institute. All rights reserved. SAS and all other SAS Institute Inc. product or service names are registered trademarks or trademarks of SAS Institute Inc. in the USA and other countries. ® indicates USA registration. Other brand and product names are trademarks of their respective companies. Published by John Wiley & Sons, Inc., Hoboken, New Jersey. Published simultaneously in Canada. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, 978-750-8400, fax 978-646-8600, or on the web at www.copyright.com. Requests to the publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, 201-748-6011, fax 201-748-6008, or online at......

Words: 77510 - Pages: 311

Free Essay

Problem of Performance Appraisal in Bangladesh-a Case Study

...business in a newer way. Gradually his capital started accelerating which resulted into his business expansion. It has not only ensured sustainable and secured income generation for his own but also employment generation for few other people. At present he supplies seasoned fish in several markets of Chittagong. Coast Trust now provides him technical assistance in order to introduce latest technologies to dry and preserve fish without using pestisides and salt. Nurul Huda is now confident that this new technology will add new horizons in his business. He is proud to be a self-made and successful enterpreneur as even in smaller scale but nevertheless he has been able to generate employment oppurtunities for a few other people. Case Study # 1 GKSS Mobilizing communities for enlightened change- “Use eco-friendly fertilizer “ Md. Zahurul Prang lives at a remote village, called Ragnagar, under the jurisdiction of Sariakandi Upazilla of Bogra district. He had been using chemical fertilizer for enhanced productivity of farming for years, amid numerous adversities. But, all on a sudden, his wife came up with an eye-opener experience for him, which had transformed their way of living into a very pragmatic one and diminished their hard up condition to a great extent. Zahurul’s wife Ms. Dholi Begum is a credit borrowing member of Grameen Krishak Sahayak Foundation (GKSS) of Hatfulbari unit. She had participated in a training session on “Benefits and Usage of......

Words: 23669 - Pages: 95