RESPOND TO THESE 3 DISCUSSIONS 150 WORDS EACH

1.

1.      Do you think you would like working in a company with this sort of performance system? Why or why not?

Yes I would love to work for a company like this; I will be able to utilize my acquired skills and also recognizing for my hard work. I enjoy working for a company that make practical and effective use of organization structure to create their business hierarchies (Organizational Structure. n.d.). This will help to determine where you stand and what needs to be done; to achieve maximum productivity with minimum wasted effort or expense.

2. Why would a company like Wachovia invest so much effort into performance evaluation?

Wachovia believed that performance is a great way to survive in the workplace, however, "high performance employees contribute superior performance, giving the companies they work for a competitive advantage and their extra effort differentiates great organizations from merely good ones" (Gallup, I. 2013, April 04).

3. Why are managers required to provide quarterly coaching sessions? Isn't a once-a-year system enough?

It is important for managers to provide quarterly coaching sessions, this will help to identify, recognize, reward and retrain performers to achieve sustainable growth. A lot of company implemented quarterly coaching session instead of once a year; this will create a positive impact on the company and ensure their success. 

4. Do you think goal setting will increase employee motivation and performance?

Yes goal setting is very important in any organization and therefore will increase and motivate employee performance. "An effective management system starts with a thorough goal-setting process, followed by regular feedback and reviews and appraisals" (Gallup, I. (2013, April 04). This also motivates employees to express their needs, include reward and recognition practices.  Motivations encourage teamwork and great communication, reward someone for a job well done is always a great motivation.

 

2. 1.    Do you think you would like working in a company with this sort of performance system? Why or why not?

Yes, I would like to be a part of this system. Traditional systems often pose the following disadvantages: Managers often tend to delay/postpone reviews; less visibility of over salary reviews leads to over budgeting; and there is less alignment to corporate goals as reviews occur and goals are set throughout the year.

The new appraisal system ensures visibility and fair rating. Employees as well as management jointly decide the performance goals in a timely manner. This is also beneficial for managers as it imposes less pressure of meeting the appraisal which means employees can be rated fairly.

2.    Why would a company like Wachovia invest so much effort into performance evaluation?

Wachovia wants to make sure that all employees and managers benefit from a good evaluation. If the employees do better because the evaluation is helping them to do so, then Wachovia will ultimately benefit. According to Puckett (2014), performance evaluation not only helps the employee and managers understand what is going right and what areas need improvement, but also helps HR with and the company with understanding what deficiencies might exist.

3.    Why are managers required to provide quarterly coaching sessions? Isn't a once-a-year system enough?

It is important not only to conduct an evaluation with the employees, but also to follow up with the employee to make sure goals that were set are being met and assist the employees with meeting their goals. It is also a good chance for the manager to discuss possible problems that may have come up since the last evaluation. According to O'Connor (2003), coaching is a process that when done properly the manager and the employee set performance goals actively listen to one another and build trust between each other.

4.    Do you think goal setting will increase employee motivation and performance?

Yes, if done correctly. I feel the best way to achieve this is to tie the goals with compensation. Let's face it, not everyone is motivated to be their best just because they want to make themselves better. Most people are motivated to do something if they are going to see a monetary benefit.

 

AND

3.

I realized the personnel director should not be worried according to the flow chart analysis and its outcome in the given scenario. In the first step of the flowchart, the organization identified the presence of discrimination in the past or not. Here, discrimination against Hispanic in the past is found to be true. So, it sets the need of affirmative action in the organization. In the second step, the affirmative action plan is only for those (Hispanic population) who suffered in the past due to discrimination. So, it confirms the legality of the affirmative action plan. Further the plan is based upon the qualified work force. Even in present scenario, representation of the Hispanic population is 28% in qualified workforce, but in school workforce, it is 25%. So, the representation of the Hispanic people in school workforce is still less than the qualified workforce. Further the affirmative action plan does not curtail the rights of non-minority people as the majority of the workforce still belongs to the nonminority people. So, affirmative action plan is not being used as a shield against the nonminority people. Thus, the action is legal. Lastly, the plan has the set objectives to improve the participation of Hispanic employees in the total school workforce. So, there is a terminal point to the affirmative action plan. As a result, the plan is legal and personnel direction should not be worried.

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Status NEW Posted 21 Jun 2017 01:06 AM My Price 10.00

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