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Performance Appraisal at Darby Gas & Light Discussion Questions
Solutions
1. After reviewing Exhibit 7.4.2, list what you regard as the major problems with the form used by the company to evaluate performance.
Answer: The main important problem which I realized here is that the organization utilizes a method for evaluating performance of employees which seems unclear. Due to this, the evaluatation of the performance of employees on the basis of this can misguide the management (Bernardin, 2013).
2. What revisions to the form would you suggest? How specifically should the form or dimensions be changed to make the performance¬ appraisal system more effective?
Answer: I would recommend that the organization should add more criteria to evaluate the performance of employees or supervisors. The organization can also create appraisal forms for the different departments to measure their performance.
3. Suppose the firm wants to use the form for employee feedback (Le., to provide feedback to employees on their strengths and weaknesses). Do you think the instrument will be useful for this purpose? Why or why not? What, if any, revisions would you suggest so that the form can be used for employee development?
Answer: The form of the employee feedback may be beneficial for the organization if it utilizes one of the three tactics of the measurement processes. This can be used by the organization to determine the strengths and weaknesses of the employees which helps in strengthening their performance.
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4. Suppose Darby has used this form to both promote people and make merit pay adjustments. Suppose also that Darby has been informed that six African Americans have claimed discrimination based on promotion and pay policies. What (if any) advice can you give the company? What data should Darby evaluate?
Answer: The organization evaluates their promotion and pay policies to identify that there are no merits in these claims. If claims are there, than the organization should do the accurate thing and make the increment. I would determine that the evaluations and appraisals are equal to everyone in the organization.
5. Based on the survey data and what you know about performance appraisal, what areas are most important for a rater training program? Any particular rating errors or biases in need of attention?
Answer: On the basis of survey data, it can be said that the subordinates and management do not have good communication channels. According to me, the biggest issue with the outcome of this survey is that 6 of 12 areas for training were 40% or over.
6. How would you evaluate the training program? Give specific examples of reactive, learning, behavioral, or results data that could be used.
Answer: The training program is about distributing information among the ranks. For example:
Reactive: Was the training environment suitable? (Neville, 2013)
Behavioral: Have managers distributing information effectively?
7. Self-ratings with this system are almost two points higher than supervisory appraisals on average. What do you recommend? Should supervisors review self-appraisals before they evaluate performance?
Answer: I suggest that every employee should have a copy of the outcomes which can help them determine where they stand. It is also suggested that employees should conduct feedback session with their management.
8. What other appraisal characteristics should be a part of the Darby system?
Answer: I think that the management of the organization should permit 72 hours to appeal to give their comments to their employees. This can improve the working environment of the organization as per the needs of employees.
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Neville, H. J., Stevens, C., Pakulak, E., Bell, T. A., Fanning, J., Klein, S., & Isbell, E. (2013). Family-based training program improves brain function, cognition, and behavior in lower socioeconomic status preschoolers.Proceedings of the National Academy of Sciences, 110(29), 12138-12143.
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Bernardin, H. J., & Wiatrowski, M. (2013). Performance appraisal.Psychology and Policing, 257.
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