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¶ … Performance Apprasials
Unfair performance evaluations - lower productive employees getting good reviews because they are friends with management staff.
Unfair performance evaluations can do a lot of damage to an organization. They lower morale among those employees who are disadvantaged by the favoritism will ultimately develop higher intentions to quit and this can led to increased employee turnover. Effective use of an evaluation program has been shown to be able to reduce stress and an employee's reduce their intentions to quit and turnover rate (Avey, Luthans, & Jensen, 2009). There are many problems associated with traditional performance appraisals which have prompted the development of newer systems. The 360-degree evaluations has emerged and the feedback that an employee gains in this system is far more comprehensive that the traditional model. Not only does the employee receive the same top-down evaluation, but in addition they also receive evaluations from their peers as wells as from subordinates, customers, or whoever else can provide more of a bottom-up perspective on the individual's performance. This could offer a possible solution to the unfair evaluation practices and restore morale.
2.Corporate Decision Making
CanGo is looking at ways to grow its business. How should they approach the decision on how to do it?
CanGo should make a full list of all of the opportunities that it can identify. It should enlist the opinions of as many people as possible in this process; possibly including external consultants. By brainstorming and collecting ideas about growth, CanGo can set the foundation by which different ideas can be compared.
3.Weighing Decision Criteria
How do we assign weights to criteria? Is it always based strictly on logic and achieving the best quantitative result and why?
Assigning weights to criteria is not exactly a logical and deductive process. Although it can use logical steps, much of the content is based on subjective opinions of the situation. Therefore it is almost impossible to make a fully objective criteria model. However, there are steps that can be taken to minimize the subjective and illogical parts of the strategy development process.
Works Cited
Avey, J., Luthans, F., & Jensen, S. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 677-693.
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