1. Expert Recommendation on the Rating Forms
The expert recommendation is not enough to get most of the administrators filling out forms properly. The managers would be excited with the experts’ opinion of forfeiting the contract of Mr. Winchester. The coerced ranking technique challenges the concept of unifying the wage increase to the appraisal forms. This coerced technique applies in the past as a measure to ensure secretaries have competitive salaries. Similarly, the provision of invalid feedback to each secretary is not important since it is not in line with the stipulation of the organization culture. Presently, administrators must subscribe to a new process since it is flexible. Mr. Winchester has to educate administrators in the application of the new process for the recommendation to gain acceptance. Mr. Winchester has to provide up to date training to ensure administrators have the capability of monitoring the new appraisal form. In the process of training, Mr. Winchester has to emphasize potential problems such as central tendency that inhibits the appraisal process. After the training, administrators must demonstrate their skill in appraising the new form to ensure the firm achieves the intended goal. Once the administrators understand the program and are confident enough to undergo the training process, they will be committed to applying the method in their organizations.
2. Ranking Method Applied By Winchester
3. Performance Appraisal System
As a manager, I would develop a Behavioral Anchored Rating Scales (BARS) as performance appraisal system. This method developed by Smith and Kendall focuses on behaviors of an employee in task completion instead on concentrating on employee personality. The BARS system gives the strongest solution in case the development costs are low. This is because the behavioral anchors make it difficult to concentrate people at the top. This would eliminate the different interpretations of the scales. This method relies on certain behaviors in evaluating the position of each employee in the company. It is important for one to understand the position of every employee and duty assigned. Additionally, it is important to understand the entire range of employee behavior displayed during the course of work. Rate the behavior of every employee, then anchor the behavior on a rating scale. This scale must have pre-determined behaviors such as exceptional, excellent, competent, and unsatisfactorily. This method is beneficial since it focuses on employee performance and removes all the unknown concerning numerical rating. This method is easy to use since it employs clear indicators observable by the manager and the employee.
References
Corporate administration. (2003). London: ICSA Pub. (Institute of Chartered Secretaries & Administrators).
Stevenson, A. (2009). The public sector managing the unmanageable. Sunnybank Hills, Qld.: Harper Perennial.
