As the production supervisor for Sweeney Electronics, Nakeisha Joseph was generally well regarded by most of her subordinates. Nakeisha was an easygoing individual who tried to help her employees in any way she could. If a worker needed a small loan until pay day, she would dig into her pocket with no questions asked. Should an employee need some time off to attend to a personal problem, Nakeisha would not dock the individual’s pay; rather, she would take up the slack herself until the worker returned.
Everything had been going smoothly, at least until the last performance appraisal period. One of Nakeisha’s workers, Bill Overstreet, had been experiencing a large number of personal problems for the past year. Bill’s wife had been sick much of the time and her medical expenses were high. Bill’s son had a speech impediment and the doctors had recommended a special clinic. Bill, who had already borrowed the limit the bank would loan, had become upset and despondent over his circumstances.
When it was time for Bill’s annual performance appraisal, Nakeisha decided she was going to do as much as possible to help him. Although Bill could not be considered more than an average worker, Nakeisha rated him outstanding in virtually every category. Because the firm’s compensation system was heavily tied to performance appraisal, Bill would be eligible for a merit increase of 10 percent in addition to a regular cost-of-living raise.
Nakeisha explained to Bill why she was giving him such high ratings, and Bill acknowledged that his performance had really been no better than average. Bill was very grateful and expressed this to Nakeisha. As Bill left the office, he was excitedly looking forward to telling his friends about what a wonderful boss he had. Seeing Bill smile as he left gave Nakeisha a warm feeling.
Source: Quoted from R. Wayne Mondy, 2008, 10th Edition –Prentice Hall. Pg 237.
1. From Sweeney Electronics’ standpoint, what difficulties might Nakeisha’s performance appraisal practices create?
2. What can Nakeisha do now to diminish the negative impact of her evaluation of Bill?
According to Gary Dessler, performance appraisal is evaluating an employee’s current and past performance relative to his or her performance standards. Based on the case, we don’t agree with the performance appraisal format followed by Nakeisha because it does not completely follow the performance appraisal procedure effectively.
From Sweeney Electronics’ standpoint, there are several difficulties that Nakeisha’s performance appraisal practice created. Firstly, the goals and the strategic planning of the company will not be achieved. The goals and the strategic planning in the company are important in order to ensure the company will survive strong in the industry. The company should only recognize the workers who sacrifice their efforts and time in order to assure the company can get their profit and they will be rewarded in returned. Secondly, the standard of the quality product and the company will be low. The company must ensure the quality of their product will always at the top level in order to get the customers confidence. As the quality of product produce at the top level, the standard of the company also will be at the same position. The quality product produce will start from the quality people worked to produce the product. Thirdly is wasteful in term of compensation and incentives benefits. One of the benefits in performance appraisal by the company to the employees is they will get benefits in term of compensation and incentives value. Besides they will be recognize by the superior in front of others employees, they will also been awarded the special compensation compared to their workforce that contribute to the company’s profits. The recognition to the employees by giving the special compensation and incentive will increase their motivation to be the best among...
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