Posted on by Judy

2.3B Why might a manager intentionally distort appraisal results

A manager may intentionally distort appraisal results because of the following:
Since the performance of the team members reflect the managerial skills of the managers, an extreme report may at times carry the perception of adversity on the part of the managers towards the management as the managers have the accountability towards the team’s performance.
There could be fear of the higher performance rating be linked with brighter chances of career growth for the team-mates, to the extent that the manager’s position may fall at stake and hence the distortion.
Further, there could be inter-departmental competition for good performance and scores and therefore manager may distort the results in order to reflect a deliberate positive state of overall Departmental performance of the employees too.
At times, the managers may like to seek the credit for the efforts put in by the teammates and hence the results are distorted so that the performance credit is claimed by them.
 
“Looking for a Similar Assignment? Get Expert Help at an Amazing Discount!”

What Students Are Saying About Us

.......... Customer ID: 12*** | Rating: ⭐⭐⭐⭐⭐
"Honestly, I was afraid to send my paper to you, but splendidwritings.com proved they are a trustworthy service. My essay was done in less than a day, and I received a brilliant piece. I didn’t even believe it was my essay at first 🙂 Great job, thank you!"

.......... Customer ID: 14***| Rating: ⭐⭐⭐⭐⭐
"The company has some nice prices and good content. I ordered a term paper here and got a very good one. I'll keep ordering from this website."

"Order a Custom Paper on Similar Assignment! No Plagiarism! Enjoy 20% Discount"

Related posts:

  1. Discuss the processes that your organization has in place to “support” organizational performance. Does your firm make use of intrinsic or extrinsic motivators? my organization is film and television production can you include this in the answer as well as one quote using a scholarly quote for a business publication
  2. Company ZYX is a small consulting organization with 40 employees. The manager who is responsible for employee performance appraisal has a particular way of conducting it. He has a firm belief that formal performance evaluations (with developed criteria, ratings, formal discussions etc.) are an absolute waste of time and should never be done. Instead, he thinks that he is well familiar with each employee’s work and achievements, and he can easily tell “what they are worth” by interacting with them and observing their performance on a daily basis. As a result, the manager periodically stops at employees’ desks, talks to them, asks about their progress on projects and discusses other work-related issues. Employees have a lot of daily feedback and seem to like it. However, no written performance appraisal forms are ever filled in. When it comes to pay raises and promotion, the manager makes his decisions and announces them to employees during meetings. Do you think this manager’s performance appraisal is sustainable in the long run? Explain your answer? Would you suggest any changes in the manager’s approach to performance appraisal? Explain.
  3. For your initial post, imagine you are an HR manager for a company that has a large call center. The call center manager wants your help initiating a 360-degree appraisal for his call center representatives. In your initial post, discuss whether you would encourage or discourage this and why. Describe what conditions would need to be in place in order for a 360-degree appraisal process to be effective with the call center staff.
  4. 1. The fast-food restaurant McDonalds operates on national basis. The store manager of Mcdonalds on Jesse street has to decide how many ‘Cheese Dog’s to make every day. He learns that daily demand for ‘Cheese Dog’s follows a normal distribution of mean 100 and standard deviation 16. (a) The manager estimates that he will be able to make profit if he can sell more than 136 ‘Cheese Dog’s every day. The manager expects to get incentive only if he makes profit. What is the probability that the manager will receive incentive? (b) The manager is also aware that if the sale drops below 60, then he receives a pay-cut. What is the probability that he will receive a pay cut? (c) What is the probability that the ‘Cheese Dog’ sales is within 20% of the average value? (d) The store manager must plan to get breads ready to cook ‘Cheese Dog’ everyday morning. How many breads should he prepare for any given days so that he can keep the stock-out probability within 10%? (e) If the manager has materials available to make only 128 ‘Cheese Dog’s for a given day, how many will the expected lost sales be, assuming there is no way that additional raw materials cannot be refilled during the day? (f) If the manager wants to keep the expected lost sales to be 15 or lower, then How many breads (equivalent to how many ‘Cheese Dog’s) must he store at the beginning of the day?