1. Under various engineering titles, the veteran engineer Mr. Aloke Sharma worked for Expert Engineering Corporation for almost 15 years. The firm's performance evaluation system is very unique and long. He has recently been promoted to the position of Head at the engineering firm. All other departmental heads are involved in evaluating engineers because the founders of the firm believed in multiple sources of feedback to prevent favoritism and promote a merit-based culture. At the same time, the firm has a long history of using quality performance appraisal forms and review meetings to better ensure accurate performance evaluations. Several months ago, however, the firm initiated a big hiring initiative of a dozen new engineers, nine of them out to be graduated from the institute which is the same institute from which Mr. Sharma graduated. Mr. Sharma was active in moving forward with the hiring initiative. There is tension and discontent among other heads, who fear that a time of unchecked favoritism, biased performance ratings and unfair promotion decisions is on the rise. a) Provide a detailed discussion of the intentional and unintentional rating distortion factors that may come into play in this situation. b) Identify the performance evaluation system that could objectively deal with the above-mentioned situation. Give the reasons.
1. Under various engineering titles, the veteran engineer Mr. Aloke Sharma worked for Expert Engineering Corporation for almost 15 years. The firm's performance evaluation system is very unique and long. He has recently been promoted to the position of Head at the engineering firm. All other departmental heads are involved in evaluating engineers because the founders of the firm believed in multiple sources of feedback to prevent favoritism and promote a merit-based culture. At the same time, the firm has a long history of using quality performance appraisal forms and review meetings to better ensure accurate performance evaluations. Several months ago, however, the firm initiated a big hiring initiative of a dozen new engineers, nine of them out to be graduated from the institute which is the same institute from which Mr. Sharma graduated. Mr. Sharma was active in moving forward with the hiring initiative. There is tension and discontent among other heads, who fear that a time of unchecked favoritism, biased performance ratings and unfair promotion decisions is on the rise. a) Provide a detailed discussion of the intentional and unintentional rating distortion factors that may come into play in this situation. b) Identify the performance evaluation system that could objectively deal with the above-mentioned situation. Give the reasons.
Practical Management Science
6th Edition
ISBN:9781337406659
Author:WINSTON, Wayne L.
Publisher:WINSTON, Wayne L.
Chapter2: Introduction To Spreadsheet Modeling
Section: Chapter Questions
Problem 20P: Julie James is opening a lemonade stand. She believes the fixed cost per week of running the stand...
Related questions
Question
Transcribed Image Text:1. Under various engineering titles, the veteran engineer Mr. Aloke Sharma worked for Expert
Engineering Corporation for almost 15 years. The firm's performance evaluation system is very unique
and long. He has recently been promoted to the position of Head at the engineering firm. All other
departmental heads are involved in evaluating engineers because the founders of the firm believed in
multiple sources of feedback to prevent favoritism and promote a merit-based culture. At the same
time, the firm has a long history of using quality performance appraisal forms and review meetings to
better ensure accurate performance evaluations. Several months ago, however, the firm initiated a big
hiring initiative of a dozen new engineers, nine of them out to be graduated from the institute which is
the same institute from which Mr. Sharma graduated. Mr. Sharma was active in moving forward with
the hiring initiative. There is tension and discontent among other heads, who fear that a time of
unchecked favoritism, biased performance ratings and unfair promotion decisions is on the rise.
a) Provide a detailed discussion of the intentional and unintentional rating distortion factors that may
come into play in this situation.
b) Identify the performance evaluation system that could objectively deal with the above-mentioned
situation. Give the reasons.
Expert Solution
This question has been solved!
Explore an expertly crafted, step-by-step solution for a thorough understanding of key concepts.
This is a popular solution!
Trending now
This is a popular solution!
Step by step
Solved in 2 steps
Recommended textbooks for you
Practical Management Science
Operations Management
ISBN:
9781337406659
Author:
WINSTON, Wayne L.
Publisher:
Cengage,
Operations Management
Operations Management
ISBN:
9781259667473
Author:
William J Stevenson
Publisher:
McGraw-Hill Education
Operations and Supply Chain Management (Mcgraw-hi…
Operations Management
ISBN:
9781259666100
Author:
F. Robert Jacobs, Richard B Chase
Publisher:
McGraw-Hill Education
Practical Management Science
Operations Management
ISBN:
9781337406659
Author:
WINSTON, Wayne L.
Publisher:
Cengage,
Operations Management
Operations Management
ISBN:
9781259667473
Author:
William J Stevenson
Publisher:
McGraw-Hill Education
Operations and Supply Chain Management (Mcgraw-hi…
Operations Management
ISBN:
9781259666100
Author:
F. Robert Jacobs, Richard B Chase
Publisher:
McGraw-Hill Education
Purchasing and Supply Chain Management
Operations Management
ISBN:
9781285869681
Author:
Robert M. Monczka, Robert B. Handfield, Larry C. Giunipero, James L. Patterson
Publisher:
Cengage Learning
Production and Operations Analysis, Seventh Editi…
Operations Management
ISBN:
9781478623069
Author:
Steven Nahmias, Tava Lennon Olsen
Publisher:
Waveland Press, Inc.