THE POLITICS OF PERFORMANCE APPRAISAL Every Friday, Max Steadman, Jim Coburn, Lynne Sims, and Tom Hamilton meet at Charley's after work for drinks. The four friends work as managers at Eckel Industries, a manufacturer of arc-welding equipment in Minneapolis. The one-plant company employs about 2,000 people. The four managers work in the manufacturing division. Max, 35, manages the company's 25 quality-control inspectors. Lynne, 33, works as a supervisor in inventory management. Jim, 34, is a first-line
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people. Performance appraisals of Employees are necessary to understand each employee’s abilities, competencies and relative merit and worth for the organization. Performance appraisal rates the employees in terms of their performance. According to a prominent personality in the field of Human resources, "performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job." Performance appraisal
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Performance Appraisal Performance appraisals are formal reviews of a subordinate's work performance by a supervisor. They are preformed to identify strengths and weaknesses as well as to discuss areas of improvement. “The process of appraising employee performance can be both time-consuming and stressful. These difficulties are compounded if the appraisal system is poorly developed or if a supervisor lacks the appropriate training to collect and evaluate performance data” (Milkovich and Newman
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Evaluate the effectiveness of the Morgan Stanley performance assessment and mgmt system. The strategic goal at Morgan Stanley is to transform the company’s work environment into one that promotes teamwork, innovation and absolute integrity. In order to achieve this goal, President John Mack and his executive team recognized that a culture change in the way staff were evaluated and compensated would be necessary. They instituted a 360-degree performance evaluation system two years ago allowing professionals
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employee performance. While many associates may believe pay raises and other incentives are entitled, organizations are placing more emphasis on employee performance to determine if salary increases are deserved. Organizations use different methods in granting pay raises for employees. In this paper, we will discuss the three methods my employer, Wellpoint Inc., use in determining pay increases for associates. Individual performance, departmental performance, and organizational performance are all
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ECONOMICS Mahalaxmi, Mumbai - 400 034 Masters Of Commerce (Part I) PERFORMANCE APPRAISAL Name of the Student:__________________________ Seat No.: _______________ Name of the Guide: ___________________________ Date: ___________________ DECLARATION I, Yusuf Kunda of LalaLajpatrai Collegeof Commerce & Economics, of M.Com (Part I) hereby declare that I have completed this project on Performance Appraisal in the academic year 2012-2013. The information submitted is true and original
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Resources Performance Appraisal System Benefits Optimal Results Company Employees Performance Appraisal System Preappraisal Activities Review Procedure, timelines and process Review Performance Appraisal Form Review individual job description and assigned duties Determine schedule for formal observation (if not previously completed) Determine data to be reviewed and other sources of input for feedback Performance Appraisal System Post Appraisal Activities
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2014 – Organizational Behavior Dean Cantave 2/6/2014 Case Study 4 – The Politics of Performance Appraisal This case study discusses the opinions and views of four managers at an arc-welding manufacturer in Minneapolis, MN. Max Steadman, Jim Coburn, Lynne Sims, and Tom Hamilton are managers at Eckel Industries and they all have differing opinions when it comes to performance evaluations and appraisals. They work in the manufacturing division each supervising a different department within the
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|Performance Review for Individual Contributors |Year: | | |Name: |Gilbert Miranda | | | | |Current Position: |MPS |Since
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management to compare performance to predetermined standards, plans, or objectives to determine whether performance is in line with these standards…” (Certo & Certo, 2009). Therefore controlling goes hand-in-hand with the planning aspect of organizational management. In order for organizations to properly plan and control events, it is important to establish performance measures in which to judge success or failure. This paper will discuss more in-depth various types of performance measures and evaluate
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