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Human Resources
Scenario 1 Performance Reviews
Problems with performance reviews
The first problem with performance reviews as a process is that they are inherently subjective. That is, although the performance review may have the trappings of objectivity and take the form of a rating scale correlated between numerous individuals, still, those individuals are often of similar backgrounds and places in the company hierarchy and the scale may be viewed in an arbitrary or different fashion by all.
The second problem with performance reviews is that because they are often given in person, the superior is often unwilling to be fully candid with the individual under review, given the one-on-one nature of the process. Quite simply, it is difficult to tell someone to their face they are doing a poor job. Thus, someone gains a false sense that they are doing well -- until they are let go, and offended they were not informed as to their poor performance soon enough, or how to change it.
On a different note, racial and gender biases can affect individual's perceptions of employees, just as they affect perceptions of ordinary individuals. When evidence of this is manifested, the company can be legally liable under federal civil rights laws. (EEOC, 2004) Or, conversely, even if performance reviewers are not actively prejudiced, different...
(Tannen, 1996)
Lastly, superiors conducting the review may be unaware of 1-3, and have a heightened sense of their ability to evaluate in an objective fashion
Solution
The solution to these problems with problem reviews are difficult to deploy, but one possible scenario is to deploy the Six Sigma strategy of quality control -- defining a problem, then determining 'what works' for employee behavior in terms of concrete strategies, that is of applying qualitative-type or human resources solutions in a quantitative or data-based fashion. Find out, through data analysis what strategies work when deploying strategies to approach problems, and ask individuals to provide examples of how they have deployed such strategies. In short, by having individuals essentially write their own performance reviews according to actively or verb-defined criteria, some of the subjectivity and the dangers of bias can be alleviated.
Scenario 2
The anatomy of Millhouse's decision is problematic, as if the salesperson he encountered gleaned upon the much-criticized advertising strategy by charities that beg…
Works Cited
Civil Rights Act of 1964 -- EEOC Website. (2004) Retrieved on June 6, 2004 at http://www.eeoc.gov/policy/vii.html
Six Sigma. "What is Six Sigma." Retrieved on June 11, 2004 at http://www.isixsigma.com/sixsigma/six_sigma.asp
Tannen, Deborah. (2001) Talking from 9 to 5. New paperback edition: New York: Quill, 2001
Three Framed Victims" (2003) Taken from Rhoades, K. Working Psychology. Retrieved at http://www.workingpsychology.com/index.html. On June 5, 2004
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