Case Study: D-Bart Appraisals
Case Study 2
Sarah Trachte
Liberty University
Case Study 2
1. What should Howell do? How should D-Bart make reduction decisions when performance appraisal documents are inaccurate? The first thing D-Bart needs to do is to be open and honest with their employees. In this type of situation, emotions will be running high and it’s important that the organization conducts rumor control. In addition, if the organization is not honest with their employees it may result in a lost of trust and confidence among employees, which may be worsened by the recent merger. During a merger or acquisition, there will a significant shift in company culture. As a result, the high degree of trust between employees and management will decrease …show more content…
The employees of an acquired firm have no history with an acquiring firms management and therefore it is highly unlikely they will have the same level of trust as employees of the acquiring firm (Bargeron, Lehn, & Smith, 2015). In order to build this trust, the organization needs to inform their employees that mistakes have been made, that they’re aware of these mistakes, and that they are going to rectify them.
Next, since employee appraisals have not been conducted correctly in the past, there is no way the company can utilize these appraisals in order to determine future layoffs. In turn, D- Bart’s best option is to put all employees on the same playing field, by conducting job interviews in order to determine who will be moving on to the new company (Gomez-Mejia, Balkin, & Cardy, 2016). The hardest obstacle D-Bart is going to face, is deciding who will conduct these …show more content…
One way this can be achieved is by creating a team to conduct regular training among the different companies and observe appraisal sessions on a bi-annual basis. In turn, this will ensure that the company is conducting appraisals correctly and also help identify areas where further training may be needed. When implementing a new system or correcting an outdated one, the organization needs to remember that they may endure set-backs, but it is only through these trails that they will find the right solution. Trust in the Lord with all your heart and lean not on your own understanding; in all your ways submit to
Sarah Trachte
Liberty University
Case Study 2
1. What should Howell do? How should D-Bart make reduction decisions when performance appraisal documents are inaccurate? The first thing D-Bart needs to do is to be open and honest with their employees. In this type of situation, emotions will be running high and it’s important that the organization conducts rumor control. In addition, if the organization is not honest with their employees it may result in a lost of trust and confidence among employees, which may be worsened by the recent merger. During a merger or acquisition, there will a significant shift in company culture. As a result, the high degree of trust between employees and management will decrease …show more content…
The employees of an acquired firm have no history with an acquiring firms management and therefore it is highly unlikely they will have the same level of trust as employees of the acquiring firm (Bargeron, Lehn, & Smith, 2015). In order to build this trust, the organization needs to inform their employees that mistakes have been made, that they’re aware of these mistakes, and that they are going to rectify them.
Next, since employee appraisals have not been conducted correctly in the past, there is no way the company can utilize these appraisals in order to determine future layoffs. In turn, D- Bart’s best option is to put all employees on the same playing field, by conducting job interviews in order to determine who will be moving on to the new company (Gomez-Mejia, Balkin, & Cardy, 2016). The hardest obstacle D-Bart is going to face, is deciding who will conduct these …show more content…
One way this can be achieved is by creating a team to conduct regular training among the different companies and observe appraisal sessions on a bi-annual basis. In turn, this will ensure that the company is conducting appraisals correctly and also help identify areas where further training may be needed. When implementing a new system or correcting an outdated one, the organization needs to remember that they may endure set-backs, but it is only through these trails that they will find the right solution. Trust in the Lord with all your heart and lean not on your own understanding; in all your ways submit to