There are a variety of factors that can affect the overall performance rating of
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There are a variety of factors that can affect the overall performance rating of an individual. Aguinis (2013) defines two methods—(1) judgmental and (2) mechanical—for reaching an overall score and states that the mechanical approach is preferable in most cases, particularly if performance objectives are not weighted. review Case Study 6-2: Judgmental and Mechanical Methods of Assigning Overall Performance Score at The Daily Planet. Discuss the implications of the judgmental and mechanical methods of assigning performance scores and explain why mechanical method is considered superior to judgmental method?
The form here shows performance ratings obtained by David Kuhn, a hypothetical reporter at a major newspaper in the United States. First, use the judgmental method to come up with his over all performance score. What is Kuhn's overall performance score? Now compute Kuhn's overall performance score using the weights in the table. Is there a difference between the score computed using a subjective rather than the mechanical method? If yes, what are the implications of these differences for the employee being rated, for the supervisor, and for the The form on page 148 actually omitted weight informa- tion for the various competencies. The weights are the following organization?_ Competency Productivity Quality of work Dependability and adherence to company values and policies 25 Contribution to effectiveness of others/unit Weight 15 50 10 Job Title: er Name: David Kuhn John DuBoss Dept.: International Performance Period: from Jan 07 to Dec 07 Job Description: Researches and writes news, features, analyses, human interest stories. Develops and culti- vates news sources and contacts. Completes assignments by deadlines, ensuring accuracy by verifying sources. Attends newsworthy events and interviews key sources. Respects confidentiality as appropriate. Significantly exceeds Does not Fully meet meets Unacceptablestandards standards standards Outstanding Productivity-Production is high relative to time and resources consumed; develops expected number of stories and covers beat adequately to ensure stories are detected as they break; stories are developed within time frame that enables deadlines to be met; and appropriate reviews are performed as they are refinedExplanation / Answer
Performance evaluations are used to measure an employee’s capability and ability to meet the Key Result Areas or Key Performance Indicators of his/ her job description and perform duties as directed.
A judgmental or subjective approach to performance evaluation is based on a reviewing or reporting manager’s personal assessment of performance more, with intangible measurements. Evaluator’s personal views and opinions may differ- subjected to personal relationship with the junior. Bad relationship will result in a bad review or below average review, despite the fact that junior might be a good performance. But such negative evaluation will finally project a bad image of that junior employee and can hamper promotion or result in termination. It’s situation dependent measurement of performance. Make misuse to get certain advantages in company and harass junior ones.
Mechanical approach- Example is evaluation of the job performance of a sales manager, Sales Head can use concrete sales figures as a way to check if sales targets and revenue goals are being met- in terms of number of sales meetings, revenue generated per quarter/ annually, travelling expense Vs. Budget approved etc. parameters, while comparing to other sales managers. This is more transparent and right way of analysing someone’s performance.
Why Mechanical method is considered superior to judgmental method:
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