Case application appraising the secretaries at

Rob thanked the two experts and went back to his office to ponder their recommendations. A committee of secretaries had developed it. He explained the situation as he had found it: Now, answer these questions: The experts second recommendationto stop tying the appraisals to automatic salary increasesmade sense but raised at least one very practical problem: Two Sweetwater experts agreed to consider the problem, and in 2 weeks they came back to the vice president with the following recommendations.

He knew, however, that there were a few performance appraisal experts in the School of Business, so he decided to set up an appointment with them to discuss the matter. First, the form used to rate the secretaries was grossly insufficient. A committee of secretaries had developed it.

He explained the situation as he had found it: The two consultants pointed out that this was, in fact, an unfair procedure since it was quite possible that any particular administrator might have staffers who were all or virtually all excellent—or conceivably, although less likely, all below standard.

Two Sweetwater experts agreed to consider the problem, and in 2 weeks they came back to the vice president with the following recommendations. Question Review the Case application: It was unclear what excellent or quality of work meant, for example.

Rob thanked the two experts and went back to his office to ponder their recommendations. Review The Case Application: A handful of secretaries had begun picketing outside the presidents home on the university campus. The main difficulty was that the performance appraisal was traditionally tied directly to salary increases given at the end of the year.

Expect to write about 24 pages, double-spaced, APA Style, excluding references and the title page. From that time on, most administrators simply rated all secretaries excellent in order to reduce staff turnover, thus ensuring each a maximum increase.

APPLICATION CASE: APPRAISING THE SECRETARIES AT SWEETWATER U

Furthermore, Sweetwaters president felt that the custom of providing invalid feedback to each secretary on his or her years performance was not productive, so he had asked the new vice president to revise the system.

Review the Case application: Nevertheless, he still had serious doubts as to the efficacy of any graphic rating form, particularly compared with his original, preferred forced ranking approach. Review the three questions at the end of the case. In other words, they recommended that every administrator fill out a form like that in Figure for each secretary at least once a year and then use this form as the basis of a counseling session.

Some of the recommendations such as substituting the new rating form for the old seemed to make sense. What performance appraisal system would you develop for the secretaries if you were Rob Winchester?

The experts said that the way to get all the administrators to take the appraisal process more seriously was to stop tying it to salary increases. He knew, however, that there were a few performance appraisal experts in the School of Business, so he decided to set up an appointment with them to discuss the matter.

He met with them the next morning. Include your own opinions, thoughts, examples, and experiences as support for your ideas, as well. He knew, however, that there were a few performance appraisal experts in the School of Business, so he decided to set up an appointment with them to discuss the matter.

Therefore, most administrators were less than accurate when they used the graphic rating forms that were the basis of the clerical staff evaluation.

In other words, they recommended that every administrator fill out a form like that in Figure for each secretary at least once a year and then use this form as the basis of a counseling session.

This move, in effect, forced each supervisor to begin ranking his or her secretaries for quality of performance. They recommended instead a form like that in Figure Salary increases would have to be made on some basis other than the performance appraisal, so that administrators would no longer hesitate to fill out the rating forms honestly.

The experts said that the way to get all the administrators to take the appraisal process more seriously was to stop tying it to salary increases.Essay on Case Application: Appraising the Secretaries at Sweetwater U Words | 4 Pages ranking technique but would definitely challenge the idea of not tying salary increases to appraisal forms because it’s what they’ve always done and it is the only way they feel they can provide competitive wages for secretaries.

APPRAISING THE SECRETARIES AT SWEETWATER U. Rob Winchester, newly appointed vice president for administrative affairs at Sweetwater State University, faced a tough problem shortly after his university career began.5/5(4). application case: appraising the secretaries at sweetwater u Rob Winchester, newly appointed vice president for administrative affairs at Sweetwater State University, faced a tough problem shortly after his university career began.

APPLICATION CASE: APPRAISING THE SECRETARIES AT SWEETWATER U. Rob Winchester, newly appointed vice president for administrative affairs at Sweetwater State University, faced a tough problem shortly after his university career began.

Review the Case application: APPRAISING THE SECRETARIES AT SWEETWATER U at the end of Chapter 9 of your textbook. Review the three questions at the end of the case.

Think about how you might answer those questions. Chapter 9 – Case Study: Appraising the Secretaries at Sweetwater U: 1. I believe that the experts’ recommendations will be sufficient to get most of the administrators to fill out the rating forms properly%(45).

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Case application appraising the secretaries at
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