Why Is Nakeisha Joseph Described As The Production Supervisor For Sweeney Electronics

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

Maintains the agenda, arranges travel, and coordinates meetings, conference calls and appointments on behalf of the Manager. Organizes and coordinates the meetings and conference calls of unit staff, special project teams and working groups.

Jennings had a previous administrative assistant, Ella Arnold, who worked with him for 10 years. Ella, aged 58, decided to take early retirement due to deterioration in her eyesight. As Jennings’ assistant, Ella would work over time sometimes without pay, go above and beyond to make sure her job was done well including breaking previous

A good supervisor seeks out the strengths in their employees and looks to manage weaknesses by identifying if they are in part of lack of training or poor interrelational communication between the manager and employee. Good supervisors seek out their employees’ success by focusing their attention on tasks they will exceed in and not basing their evaluation on tasks in which they struggle with weakness (Buckingham & Coffman, 1999). This notion presents an innovative idea in the way managers approach the work of their employees. It seems to be an effective way of evaluating an employee’s work based on a multitude of factors that can be contributing to it. It removes the blame from solely the employee which offers the opportunity to both the manager

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

This will allow the employee to provide guidance to the employee if they are not meeting expectations, reassure employees that are meeting expectations, and modify goals for employees that are exceeding expectations. The documentation from the bi-weekly coaching sessions, peer reviews, and quality inspections will be used to evaluate the employee at that time. This documentation will allow the supervisor to provide accurate feedback and give employees timely information.

Jenny is more dominant and overbearing, while Connie is more timid. Jenny caused Connie’s attitude to change due to the way she spoke to her about her work. It was even mentioned that Connie now feels there is no point to try so hard when she is treated like she did something wrong, but does not understand what she did incorrectly. Jenny’s “high and mighty” attitude has caused a caring employee to feel like “there is no connection between her efforts and her performance”.

Mary Jones was exited working for this Universal Products, a multinational company. Her salary was forty thousand dollars, she had an excellent benefit packets, and she had many opportunity of growth; therefore, it was not a dead end position. She was very commit to work for this company even staying late without getting pay for overtime was not a problem for her. She brought work home, and used her personal time to finish it, and she worked weekends to make sure everything went well with her project. It was pleasurable for Mary Jones when her manager asked her to go to Costa Rica manufacture facility because of their production problem. They had difficult with the quality of one of their products since it was confusing to them. With no excitation Mary took on the task. Mary Jones and the other team members had no problem of staying in a poor accommodations in the heart of a jungle. They spent three-weeks working on that project night and day to get the problem solve. Within those weeks the problem was corrected, was implemented the report document, and was processed (Hunt, Osborn, Schermerhorn, & Uhl-Bien, p. w108). She received compliment for her hard work. The

McNeil was not able to perform to expectations due to her family obligations and had to face constant pressure from Walter who together with the rest of the team were proven to be working longer and with better results than McNeil. But due to a lack of awareness, flexibility and certain tolerance measures within the company she was subjected to discrimination and the threat of termination.

The supervisor will inform the supervisee of the evaluation instrument used to assess his/her progress. Verbal and/or written feedback will be provided during each supervisory session. To be in good standing, supervisee must perform to a certain professional standard.

Roy and Leslie Carmichael are the owners of Beta and Design Company since 2007. After managing 15 employees in a small business, the Carmichaels are now encountering a conflict with their new employees. Roy is very pleased with Tony and Marta work performance, but not with their shoddy behaviors that have been demonstrated throughout the office. One of the veteran designers came to Roy and expressed his concern about them. Roy wished that the designer would have handled the problem before coming to him.

There is a potential for bias with the appraisal system if the expectations of the appraisal are not understood or communicated clearly by the supervisor and the employee. In addition, if the appraisal system is not used in a fair, consistent manner, from year to year, or from employee to employee, this will lead to resentment between employees, low morale and decreased performance. All employees must be treated fairly and equally in the appraisal process. Supervisors must use a uniform appraisal system and apply it consistently over time.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

The execution performance management requires the participation of numerous players (Managers, supervisors, and subordinates). For the system to succeed and accepted, clear understanding about the system is needed for effective implementation. Supervision and explanation of performance appraisal system is very crucial element for performance. ‘‘Merely developing a model of the strategy does not ensure the strategy will be successful.’’ Othman (2008, p. 261). Clarifying goals and supervising regularly help to develop people, improve performance, and satisfaction. Therefore, Supervision and explanation is appropriate for all employees regardless of how well or poorly they perform.

Performance appraisal process if made clear and transparent can help a lot to avert low morale in employees. Fair, trustworthy, and transparent processes for performances management and resource allocation help to meet people’s drive to defend.