Carter Cleaning Company The Performance Appraisal After spending several weeks o

Question

Carter Cleaning Company The Performance Appraisal After spending several weeks on the job, Jennifer was surprised to discover that her father had not formally evaluated any employee’s performance for all the years that he had owned the business. Jack’s position was that he had “a hundred higher-priority things to attend to,” such as boosting sales and lowering costs, and, in any case, many employees didn’t stick around long enough to be appraisable anyway. Furthermore, contended Jack, manual workers such as those doing the pressing and the cleaning did periodically get positive feedback in terms of praise from Jack for a job well done, or criticism, also from Jack, if things did not look right during one of his swings through the stores. Similarly, Jack was never shy about telling his managers about store problems so that they, too, got some feedback on where they stood.

This informal feedback notwithstanding, Jennifer believes that a more formal appraisal approach is required. She believes that there are criteria such as quality, quantity, attendance, and punctuality that should be evaluated periodically even if a worker is paid on piece rate. Furthermore, she feels quite strongly that the managers need to have a list of quality standards for matters such as store cleanliness, efficiency, safety, and adherence to budget on which they know they are to be formally evaluated.

Questions

9-20. Is Jennifer right about the need to evaluate the workers formally? The managers? Why or why not?

9-21. Develop a performance appraisal method for the workers and managers in each store.

Explanation / Answer

9-20. Yes, I believe that the organization should have a formal performance appraisal in order to evaluate employees and the performance that they are doing for the organization for a particular time period and this should be present in ach level of the hierarchy starting from ground level workers to managerial employees as well. There needs to be certain goals and parameters based on which employees are evaluated and their progress will depict the level of performance that they have done for the organization. This will ensure that employees are rewarded and promoted in a formal manner and they stick to the organization as well.

9-21. I will develop a goals based performance appraisal method which will have maximum four goals and this will be equal for all the workers and managers as well and the only difference will be the domain of work they are involved in. The first goal will be the goals regarding business knowledge and how the business works and the application of the knowledge in the work they do. The second goal will be knowledge related to domain for example if an employee is looking after the finance section, they should have the knowledge to maintain the same and is applicable for all domains. The third goals will be formulation of an idea which will make the current system or processes better and it can be an innovation item as well. The final goals will be self development, where the individual needs to learn something new and add to their skill sets. The performance appraisal will be based on this and there will also be four grades of evaluation namely Outstanding, Exceeded Expectation, Met Expectation and Needs to do better. An individual getting outstanding will depict that the employee has achieved all of his or her goals and even added value to the same whereas an individual getting Needs to do better will depict that the goals have not been achieved and the employees lack in various aspects which needs to be taken care of.

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