1. From Sweeny Electronics' standpoint, what difficulties might Nakeisha's performance appraisal practices create?2. What can Nakeisha do now to diminish the negative impact of her evaluation of Bill? As the production supervisor for Sweeny Electronics, Nakeisha Joseph was generally wellregarded by most of her subordinates. Nakeisha was an easygoing individual who tried to helpher employees in any way she could. If a worker needed a small loan until payday, she would diginto her pocket with no questions asked. Should an employee need some time off to attend to apersonal problem, Nakeisha would not dock the individual's pay; rather, she would take up theslack herself until the worker returned.Everything had been going smoothly, at least until the last performance appraisal period. Oneof Nakeisha's workers, Bill Overstreet, had been experiencing a large number of personalproblems for the past year. Bill's wife had been sick much of the time, and her medical expenseswere high. Bill's son had a speech impediment, and the doctors had recommended a specialclinic. Bill, who had already borrowed the limit the bank would loan, had become upset anddespondent over his circumstances.When it was time for Bill's annual performance appraisal, Nakeisha decided she was going todo as much as possible to help him. Although Bill could not be considered more than an averageworker, Nakeisha rated him outstanding in virtually every category. Because the firm's com-pensation system was heavily tied to performance appraisal, Bill would be eligible for a meritincrease of 10 percent in addition to a regular cost-of-living raise.Nakeisha explained to Bill why she was giving him such high ratings, and Bill acknowl-edged that his performance had really been no better than average. Bill was very grateful andexpressed this to Nakeisha. As Bill left the office, he was excitedly looking forward to tellinghis work buddies about what a wonderful boss he had. Seeing Bill smile as he left gaveNakeisha warm feeling.Questions1. From Sweeny Electronics' standpoint, what difficulties might Nakeisha's performanceappraisal practices create?2. What can Nakeisha do now to diminish the negative impact of her evaluation of Bill?

"The solution has been provided in a generalized manner".Nakeisha Joseph, the production supervisor…

1. From Sweeny Electronics' standpoint, what difficulties might Nakeisha's performance appraisal practices create? 2. What can Nakeisha do now to diminish the negative impact of her evaluation of Bill?

1. From Sweeny Electronics' standpoint, what difficulties might Nakeisha's performance appraisal practices create? 2. What can Nakeisha do now to diminish the negative impact of her evaluation of Bill?

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter12: Managing Human Talent

Section: Chapter Questions

Problem 2ED

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Question

1. From Sweeny Electronics' standpoint, what difficulties might Nakeisha's performance appraisal practices create?

2. What can Nakeisha do now to diminish the negative impact of her evaluation of Bill?

As the production supervisor for Sweeny Electronics, Nakeisha Joseph was generally well
regarded by most of her subordinates. Nakeisha was an easygoing individual who tried to help
her employees in any way she could. If a worker needed a small loan until payday, she would dig
into her pocket with no questions asked. Should an employee need some time off to attend to a
personal problem, Nakeisha would not dock the individual's pay; rather, she would take up the
slack herself until the worker returned.
Everything had been going smoothly, at least until the last performance appraisal period. One
of Nakeisha's workers, Bill Overstreet, had been experiencing a large number of personal
problems for the past year. Bill's wife had been sick much of the time, and her medical expenses
were high. Bill's son had a speech impediment, and the doctors had recommended a special
clinic. Bill, who had already borrowed the limit the bank would loan, had become upset and
despondent over his circumstances.
When it was time for Bill's annual performance appraisal, Nakeisha decided she was going to
do as much as possible to help him. Although Bill could not be considered more than an average
worker, Nakeisha rated him outstanding in virtually every category. Because the firm's com-
pensation system was heavily tied to performance appraisal, Bill would be eligible for a merit
increase of 10 percent in addition to a regular cost-of-living raise.
Nakeisha explained to Bill why she was giving him such high ratings, and Bill acknowl-
edged that his performance had really been no better than average. Bill was very grateful and
expressed this to Nakeisha. As Bill left the office, he was excitedly looking forward to telling
his work buddies about what a wonderful boss he had. Seeing Bill smile as he left gave
Nakeisha warm feeling.
Questions
1. From Sweeny Electronics' standpoint, what difficulties might Nakeisha's performance
appraisal practices create?
2. What can Nakeisha do now to diminish the negative impact of her evaluation of Bill?

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