CASE STUDY 1: A NEW SYSTEM AT ADDILLADE AND PARTNERS Addillade and Partners is a
ID: 352947 • Letter: C
Question
CASE STUDY 1: A NEW SYSTEM AT ADDILLADE AND PARTNERS Addillade and Partners is a private medical practice with a full-time staff of abo 15 nurses. Until now, the performance management system at Addillade has been based on a direct evaluation approach. The partners would simply rate how well each nurse they interacted with over the course of the year performed. However some of the nurses have complained that the system isn't fair. One of the criticisms is that some managers are known to be good ones to work for--their nurses tend to receive high ratings and, as a result, high rewards. Other managers don't really provide any feedback; each nurse is simply given a score at the end of the review period, without any insights into why they received that score or what they could do to improve. Because Addillade relies so extensively on its nurses, the partners have decided to take steps to improve their perceived fairness of the system. In doing so, the partners are considering using the graphic rating scale in Exhibit 9.12 to evaluate the nurses: EXHIBIT 9.12 Evaluate the employee's performance on the following performance dimensions. Circle the most appropriate rating for each. Rating Performance Dimension Courteous Cooperative Poor Below Average Average Above Average Outstanding Knowledgeable 1 Quantity of work 4 Discussion Questions 1. From an administrative perspective, what are some of the potential problems with this evaluation form? What are some of the potential problems from a developmental perspective? 2. What are the strenghts and weaknesses of this evaluation form relative to a ranking form? 3. What recommendations would you make to improve the evaluation form? 4. Pick 3 other evaluation methods and design and design an approach to using them in this situation. What challenges does each present? Which approach of the 3 is best? Why?Explanation / Answer
From developmental perspective, the potential issue can be the lack of flexibility in giving ratings. The analysis of this kind of form will be very rigid.
The weakness of this form is that it is prone to misinterpretations. There is not a uniform definition of dimensions being followed. So, for one manager, the below average performance can be entirely different from the one, interpreted by another manager. Also, the lack of feedback incorporation in this form, makes it incomplete. The incorporation of feedback could have given personalized goals to the nurses for performance improvement.
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