1. Do you think that recommendations would be sufficient to get most of the administrators to fill out the ratings forms properly? Why? Why not? What additional actions (if any) do you think will be necessary? I don’t feel that the experts’ recommendations will be sufficient to get most of the administrators to fill out the rating forms properly. The managers would be pleased with the recommendation to rescind Mr. Winchester’s forced 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. The issues of providing invalid feedback to each secretary has been a standing practice for quite some time, This practice imbedded in the organization’s culture would not cease to exist per a recommendation. Administrators must understand and value the new process. In order for the recommendations to be accepted and practiced Mr. Winchester will need to educate administrators on the new process and why it is necessary then provide training to improve the administrators’ appraisal skills and monitor the effectiveness of the new appraisal form to ensure that that they are operating in a manner that aides in the success of organizational goals.
2. Do you think Vice President Winchester would be better off dropping graphic rating forms , substituting instead one of the other techniques we discussed in this chapter, such as ranking method? Why? Yes, because using graphic rating forms have several problems such as unclear standards, halo effect, central tendency, leniency, bias etc., The ranking method is much better to get the desired result. Because in this system employees are ranked from best to worst on a particular trait. Alternation ranking method avoids central tendency.
3. What performance appraisal system would you develop for the...