Write a two- to three- page paper answering questions #3, and #4. e Rita Sheldon

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Write a two- to three- page paper answering questions #3, and #4.

e Rita Sheldon, manager of the customer service de in Angola. You started as a customer service rep 14 years o. Because of the uncertainties in health care related fulfilling and tment for the Community Medical Center (CMC) Hospital employee's self-appraisal and then discuss the two with and workedyour way up to become manager four years indicated that when employees are allowed to evaluate Obamacare and other factors, you are working harder selves than their managers. According to the professor ould then compare the employee. The professor shared research that had r evaluation with the themselves, they tended to be mor e critical of them- and longer hours but still feel that your job is rewarding ith this approach, employees usually are more rece tive to suggestions for improvement. You have decided to try this approach with your employees. About a week ago, you sent several of your employees, including Fred Young, a copy of CMC's ap- praisal form and asked them to fill it out in order to eval- uate their own job performance over the past six months. You are preparing yourself for a meeting with Fred Young, an employee who reports to you. You are some what apprehensive about this meeting. Under the hospi- tal's policies, performance evaluations are required every six months or as needed to ensure that employees can be You asked them to send their evaluation form backt the best they can be Alhough the hospital has a perfor. mance appraisal form that must be used, the appraisal review form is left to the discretion of each manager to you a day or two before their scheduled performance appraisal meeting. Fred Young filled out an appraisal rm for himself and gave it to you yesterday follow according to his or her own needs and prefer ences. Before this year, your approach was to fill out the appraisal form for each employee. You then would meet You were astounded to find out that Fred's self- ratings were much different from everyone else's. He had given himself a "superior" or"outstanding" rating in every category on the performance appraisal. Further, und the section entitled "'Areas for Improvement, Fred Young had left this section entirely blank. You realized this not the outcome you had hoped for, nor was it consi with what the professor had stated in the training pro gram. Your own personal appraisal of Fred Young is that his performance was certainly average at best, with sev eral areas of serious deficiencies that needed improve ment. He will be coming to your office this afternoon for his performance appraisal review. You wonder how you individually with each employee, show the employee the evaluation that had been made, and discuss the evalua tion and suggest areas for improvement. About three months ago you attended a mandat ory supervisory training program for all hospital supervisors. The seminar was conducted by a university professor hired by CMC to provide a new approach for doing per formance evaluations. The professor advocated using a self-appraisal technique in which the employee was given an opportunity to evaluate himself or herself in should handle this unexpected situation. advance of the meeting with the manager. The manager Disclaimer: The above scenario presents a supervisory situation based on real events to be used for educational purposes. The identitie of some or all individuals, organizations, industries, and locations, as well as financial and other information may have been disquised protect individual privacy and proprietary information. Fictional details may have been added to improve readability and interest. YOU MAKE THE CAL

Explanation / Answer

3. a. Rita Sheldon’s strategy for performance appraisal is very crucial as she is the manager. The idea of self-appraisal of employees along with manager’s feedback is a welcome step but there could be some problems with this performance appraisal process. Employees could over-rate themselves and they can become overconfident with the appraisal process. I would rather suggest a weighting method of performance appraisal i.e. 33.33% weight to manager’s review, 33.33% for self-appraisal and 33.33% for peer or subordinates review. Apart from this, a slab should be made in which a person scoring from 80 to 100% will be treated as a high performer, 60 to 80% will be treated as an average performer and below 60% should be considered poor performers. Accordingly, proper training and development along with incentives or compensation should be associated. This method will avoid biases like a self-biased report, central tendency or favoritism effect as well as biases from single method approach.   

3. b. The possible advantages of having several colleagues answer about Fred doing well and areas of improvement would be a 360-degree evaluation system which is more efficient, bias-free, a proper SWOT analysis in which the strength will be recognized, weaknesses can be converted into strengths and opportunities will be explored and threats could be avoided. It will upsurge self-awareness uncovering blind spots that will help in employee improvement. Even, with the 360-degree evaluation system, it will help in analyzing the training needs required by Fred.

The possible disadvantages of having several colleagues answer about Fred could be biased as the raters could rate against a particular dimension or may be focusing on one dimension which is an unfair practice. Without the awareness about the method, Fred can feel humiliated if everyone gives bad ratings. This could increase stress leading to health hazards. Again, the reliability of the instrument becomes a question. The process if not carefully designed can ruin someone’s career growth. the employees with whom Fred has worked together should be asked else it can lead to biases. The employee should not be aware of the feedback and it should be anonymous only HR should know the actual responses. It may take a lot of time for getting the responses.

3. c. Rita might ask Fred’s colleagues to help her to help Fred become the best employee by evaluating on several grounds like work, timeliness, performance, efficiency, problem solving skills, decision-making skills, attitudinal and behavioural aspects, interpersonal relationships, punctuality and sincerity, areas of improvement, project handling skills, optimistic approach, and leadership skills etc.  

4. Based on the case study, I would like to suggest Rita opt for 360-degree evaluation system of performance appraisal. It will provide a platform in which peers, managers, supervisors, self-reports and internal and external customers like clients can provide feedback on employees’ feedback on work. It will not only enhance their skills but also provide opportunities for development. The critics from various sources should be related to the job responsibilities and should be judged on his/her competencies.    

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