Appraising The Secretaries At Sweetwater University Case Study Sample

Question 1

Yes I think that the recommendations made by the experts will be sufficient to make the majority of the administrators to fill out the rating forms properly. I believe it will be sufficient because the administrators will not be afraid of losing their secretaries to other firms. The provision of a clear form that specifies the meaning of quality of work and excellent performance will enable both the administrators and the secretaries to have a clear view of the level of performance that is expected from them. The administrators will be able to rate the secretaries sufficiently using the guideline that is provided to them. The secretaries will also be able to increase their performance level by following the set guidelines of performance.
The second recommendation about not forcing the administrators to rate half of their secretaries below excellent is sufficient in enabling a majority of the administrators to provide true ratings. There are some administrators who have secretaries that are all excellent performers. Other administrators have secretaries who perform below the level of excellence. The ranking system used by Winchester would be unfair because some administrators would have to underrate their excellent performers so as to adhere to the ranking system.
In addition to the recommendations made by the experts, I think Winchester should come up with ways of motivating the secretaries. Rewards act as incentives that encourage employees to improve their performance. Winchester should encourage creativity and innovations so that the university employees can improve the productivity of the university while minimizing costs.

Question 2

I think Winchester will be better off if he dropped the graphic ratings forms. The graphic rating system has several disadvantages that make it ineffective in appraising employees. One of the disadvantages includes the difference in strictness used by the administrators in evaluating their employees. Some of the administrators may be too strict while others may be too lenient. Some administrators may use their personal differences to rate the employees. Defining the factors that are needed for an effective appraisal can help the graphic rating system, but it is very difficult to define these factors (Bye, 2015).
Another disadvantage to the graphic rating system is the perception held by the employees. When an administrator gives an employee a low rate, the employee may get angry and ignore the positive elements in the feedback. Other employees who are rated highly may become happy with the results, and end up ignoring the suggestions on areas that they are supposed to improve (Bye, 2015).
Substituting the graphical rating system with the ranking system will enable the university to remain with employees who are productive and add to the profits of the university. However, Winchester should not force each administrator to just give half of their staff the excellent score. The secretaries should be rated based on their performance. The ranking system will enable Winchester to identify the top performers in the university. These top performers may be given rewards and opportunities for development (Cardenas, 2015). Such actions may spur the low performers to work harder and improve their performance levels.

Question 3

If I was Rob Winchester, I would develop the ranking system of appraisal for the secretaries. The ranking system will enable me to grade employees based on a scale of best to worst performances. However, I will ensure that the rating is fair by not forcing the administrators to only rate half of their employees with excellent performances. There are areas where the employees under one administrator may all have excellent rankings while other administrators may have all their employees ranking poorly. Employees who have high performances will enable the university to increase its profitability and productivity. The ranking system will also enable me to quickly identify the top performers in the university. The development of these top performers will enable the university to increase its growth potential and achieve its goals.

References

Bye, D., (2015). What are the Disadvantages of Using a Graphic Rating Scale when Evaluating Performance. Chron. Retrieved from: http://smallbusiness.chron.com/disadvantages-using-graphic-rating-scale-evaluating-performance-33292.html
Cardenas, H., (2015). Advantages and Disadvantages of Employee Ranking Tools. Chron. Retrieved from: http://smallbusiness.chron.com/advantages-disadvantages-employee-ranking-tools-22523.html