Performance Evaluation Case Studies Samples For Students

CLOSING CASE:

Teams Fuel Global Innovation at Whirlpool
Cross functional team at Whirlpool
Charles Jones came up with cross functional teams with his expertise and knowledge regarding the products that need maximum benefit at Whirlpool. He was actually hired to build a better and a global division that enhanced the cross functional teams, as such he was a Vice president of the company. there were reasons as such to select the cross functional team at Whirlpool because the design of the products matter and as such the new product development part has to be carried with some consequences that led to ...

Armco Inc. was the sixth largest steel manufacturer in the United States at the end of 1990 and employed about a thousand employees in its production facilities. Being in a labour and capital intensive and declining industry with low margins meant that managers at Armco had to be very careful with their spending to stay competitive. Part of the plan to stave competition was to produce higher quality goods and raise employee performance with incentives programs based on employee responsibility and historical performance.
The old method of performance evaluation was based on ‘Cost Above’ system, a plan that summed up the ...

1. Introduction
Oman Oil Company (OCC) is one of the biggest commercial organizations of Oman, undertaken by the Government of the country. The company was set up in 1966, headquartered in Muscat, Oman (Oman-oil.com, 2016). Pursuing the investment opportunities in oil and gas and other energy sectors, Oman Oil Company has become one of the leading companies of Sultanate of Oman. Identifying the investment opportunities both inside and outside the country, the company has developed an impressive HRM to manage the organizational operations affirmatively. The HRM of the organization supports the employees to deliver their best performance for organizational ...

A problem came along with the introduction of accounts of personal grievances and skills by two former sales clerks from the company. The two sales clerks had different emphasis on how to go along with sales jobs but, both had a reference to common problem. One of the clerks was focused on the issue of working off clock while the other stressed that employees were facing harsh treatment from the management. The main problem as elaborated from the case involved the implementation of the performance evaluation mechanism referred to sales per hour, by the management. In addition, the problem also ...

LOLA’S PERFORMANCE EVALUATION

QUESTION 1: Evidence that this case provides for formulating and implementing a systematic approach to performance appraisal
For performance appraisal to be successful the following should be put into consideration; Measures and standards-this involves strategic thinking, job knowledge, setting standards writing and setting objectives and identifying competencies. Communicate expectations-this will involve verbal communication, listening, negotiating and reaching agreement. Plan-this involves planning, decision making, problem solving organizing and budgeting. Monitor assists and control-this involves problem solving, coaching, counseling, instructing, training and giving feedback. Appraise- this involves observing, recalling, judgment and data analysis. Feedback-this involves listening, empathy, planning, negotiating, conflict resolution ...

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Executive Summary

The current discourse presents an analysis of the problems encountered by Newlands, a hospital located Ireland. Case facts revealed that Newlands’ staff had been accustomed to the way they do things and are reported to exhibit reluctance to change. However, recent developments in the external environment, including the Regional Health Board’s requirement for level 4 qualification necessitate urgent improvements. As such, through the request of the CEO and the Board of Directors, the report details the problem encountered, the alternative courses of action, as well as the recommended ...

Arguably, compensation is one of the key motivating factor in an organization. Employees in every organization would always appreciated being rewarded for their active participation in the development of the organization. For many decades, the question of rewarding employees on performance has been controversial, not only in the government institutions, but also in private sectors. Sandy and Regina are now in a difficult situation in whether to implement pay-for-performance policy or drop it. In fact, the proposal to implement brought immediate negative reaction of 100%. In the real sense, pay-for-performance plan is very good since it improves overall performance, but ...

Introduction

Performance management refers to the continuous process of communication between the supervisors and the employees which take place throughout the year and are aimed at accomplishing the strategic objectives of an organization. It includes setting up objectives, clarifying expectations, identifying goals, providing feedback as well us reviewing results.

Part one

Government Sector
The government through a particular agency laid unique management strategies to ensure higher performance of its sectors these strategies were as follows:
It formulated pre-session development materials while still identifying key documents to be used for strategic planning. This paper was to be used as reference sources for these ...

Valley Wide Utilities

Valley Wide Utilities is facing a lot of problems currently. Some of these problems are macro while others are micro in nature. One of the macro problems is that the company is financially inefficient as a result of its plan for expansion of its facilities. Another problem is that three years ago company implemented a performance evaluation method with the help of an outside consulting firm. There are some negative reactions towards this approach because it was not perceived as fair. Dissatisfaction among employees is one of the micro challenges faced by the company. As a result of dissatisfaction employees have threatened to ...

Executive Summary

Organizational architecture determines how efficient or inefficient an organization is. An organization has to adopt a harmonized mix of the three core elements of organization architecture. The reward system, assignment of decision rights, and the performance evaluation criteria should display quantitative and qualitative balance. The ability to balance the above three elements brings about success in all organizations. When an organization’s architecture is continuously updated, it is in a perfect condition to respond to market shocks like competition and technological changes.
The rate at which an organization successfully alters its architecture in response to market shocks directly influences its ...

Organizations are groups of people who work closely together with an aim to attain some purpose i.e. they have a collective sense of purpose. Behavior, on the other hand, is the response of a person or people to an action, environment, an individual or a specific event. Organizational behavior is the study of how staff members of the organization think, respond, act and feel within the confines of the organization (Stone & Marsden, 2001). Workplace practices influence prospective of human capital. Human capital entails workers skills; knowledge and other abilities that provide competitive advantage by helping uncover opportunities and reduce threats. The study ...

Cross-cultural and Diversity Leadership

Background
Globalization and international mobility of individuals within the contemporary business environment result in significant changes in internal organizational environments. In the recent years, more attention has been given to such concepts as diversity and cross-cultural business environments and, consequently, the management and leadership of such organizational realities. Many companies find themselves in extremely diverse from cultural and professional perspectives environments, where building on unique organizational culture and developing standardized approach to management and leadership depend on the cross-cultural expertise and competence of the leading individuals. Additionally, globalization makes competitive environment more severe and companies have to start ...

- How well is the team performing? Explain why?
A team can be characterized as "a recognizable group of two or more than two individuals who are "appointed particular parts or capacities to perform progressively, reliably, and adaptively to a typical and esteemed objective/object/mission, who have each been doled out particular parts or capacities to perform, and who have a constrained life compass of enrolment". The team was not performing well and this caused the company to experience a major conflict.
In the case of MediSys, the current Intenscare team is presently a group, not a team (Robbins and Judge, 2012). Then again, ...

- Use electronic and non-electronic sources to find out how Dell utilized its different kinds of organizational structures over time in capturing the following performance area:
- Motivation / Goal Setting Process
- Decision making/ Problem solving process
- Conflict Resolution
- Team building/ team process

Reg No

Designation
Dell utilized its different kinds of organizational structures over time in capturing motivation and goal setting process, decision making, conflict resolution and team building in the following manner.

Motivation / Goal Setting Process

The functional structure of Dell adopted in the 1990’s was useful in motivating its rapidly growing employees. The ...

The NOGO Railroad Case Study

Overview
A close look at the case reveals a shoddy and archaic organizational culture at NOGO Railroad rife with negative practices such as nepotism and feather bedding being actively practiced as part of the legacy of the rail industry, shaping up the currently rigid and change-averse attitude of the employees. This is substantiated by the findings of a research study conducted in Malaysia “showing an association between organizational culture and the affective, cognitive, and behavioral tendency of attitudes towards organizational change, and that these acceptance levels of change vary with different types of organizational cultures, some of which facilitate change, ...