Case Study: Appraising the Secretaries at Sweetwater

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Case study: Appraising the secretaries at Sweetwater U Q1. Do you think that the experts' recommendations will be sufficient to get most of the administrators to fill out the rating forms properly? Why? Why not? What additional actions (if any) do you think will be necessary? The experts' recommendations will be helpful. By shifting from a 'check a box' approach to a more complex and nuanced means of evaluating secretarial performance, the format of the appraisal forms will force administrators to take the process more seriously. Also, by detaching pay increases from performance appraisal, this will encourage respondents to be more honest. However, even with the best of intentions, not all managers are truly capable of evaluating the work of others in an intelligent fashion. Managers should be briefed upon how to rate secretaries and to better understand what is meant by 'excellent.' Another important component of evaluation is 'ranking' the managers themselves. Some managers are likely to be more critical than others, while some will continue to check 'excellent' on all measures. There should be an analysis of overall trends of manager ratings, not simply the ratings of secretaries. Q2. Do you think that Vice President Winchester would be better off dropping graphic rating forms, substituting instead one of the other techniques we discussed in this chapter such as a ranking method? Why? A ranking method is extremely problematic because it exhibits many similar

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