APPRAISING THE SECRETARIES AT SWEETWATER U CASE STUDY ANSWERS

Because in this system employees are ranked from best to worst on a particular trait. The graphic rating forms which were used to evaluate clerical staff were not efficient as these forms never gave the true evaluation of performance. Also the secretary given a very good rating is really worth it or not. If the secretaries will not get salary hike for doing good work, then their interest in work might get affected and their efficiency will reduce. The given standards lacked in the clarity and hence these parameters used in the rating may be perceived differently by every person. According to the research the success of any performance appraisal system was directly related to the human response given to them by the staff. These appraisals should be consistent throughout the whole process and in a consistent timely manner.

The problem with this form was that every administrator used to rate their secretary as excellent so as to avoid staff turnover and on the other hand if the secretaries were not given hikes in their salaries they were moving to another job in the private sector as the private was giving them better salaries than Sweetwater U. Studypool values your privacy. There are several types of appraisals, some examples include; essay, standardized scales, use of critical incidents, management by objectives, it is always better to pick the right format for your organization. In the event of my death, my closest living relative is entitled to money. Enter the email address you signed up with and we’ll email you a reset link. This means that the job should be analysed so that the different aspects of the work done by secretaries are assessed, such as communication, typing speed, quality of the job done, initiative taken by the secretaries, creativity, integrity, team work, behavior and productivity. A Few administrators want to be unpopular to his subordinates and he will hesitate to rate the optimum marks.

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When applying for a tutor account, you will be automatically signed out of your student account. Your email and username must be different from your student account. Alternation ranking method avoids central tendency. According to the research the success of any performance appraisal system was directly related to the human response given to them by the staff. Also the traits on which secretaries were to be marked were unclear. Appraising the Secretaries at Sweetwater U.

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Answer the questions to the case, “Appraising the Secretaries at Sweetwater U,” at the end of Chapter 6. Post a Question Provide details on what you need help with along with a budget and time limit.

appraising the secretaries at sweetwater u case study answers

I need help with this payroll project from Chapter 7. Harvard University Tutors. With this thing one more problem came up with the system was that it was answerrs even the incompetent secretaries to enjoy the benefits like increments in the salaries. The form only consists of four levels on which the secretary can be graded i. I’m 16 and just starting to make money.

The Appraisal form completely lacked procedural justice, as no one checked that whether the swcretaries ratings are on performance or not. In the event of my death, my closest living relative is entitled to money. Remember me on this computer.

appraising the secretaries at sweetwater u case study answers

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So they started giving excellent to as much secretaries as possible to keep them away from leaving the job.

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The given standards lacked in the clarity and hence these parameters used in the rating may be perceived differently by every person. During an appraisal, the employee is evaluated on job performances and is thought to improve job performance and show any areas that are in stkdy for improvement. Alice in Wonderland by Lewis Carroll. Frankenstein by Mary Shelley. This is the book: Why do people even aat about having jobs? The first recommendation was not to use graphic rating forms as this rating method did not provide any clear picture about the good or bad performance.

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This means that the job should be analysed so that the different aspects of the work done by secretaries are assessed, such as communication, typing speed, quality of the job done, initiative taken by the secretaries, creativity, integrity, team work, behavior and productivity.

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