Eckel Industries Case Study
INTRODUCTION
Based on the case study that I have read, this case study shows the conversation between managers. They are having a conversation between managers at Eckel Industries which is Tom, Jim, Max and Lynne. They are discussing a few factors that may affect the staff evaluation score. Tom, which is the first speaker said that evaluating is a hard process. In which way that, emotions can affect the evaluation scores. But according to Jim, he state that scales are the problem. This is due to when evaluates someone in the past year. We will only remember or observe only 15% of their performance. Lynne also shares her own thought by saying that political considerations also involve in the performance appraisal. Max said that the reason …show more content…
In your opinion, at what point does “fine-tuning evaluations become unacceptable distortion?
According to the investopedia.com, fine-tuning evaluations means the process of making small modifications to improve or optimize the outcome. Investopedia also states that fine tuning seeks to increase the effectiveness of a process. Fine tuning also can be accomplished through variety of functions, method of which depends on the process being optimized.
“Fine-tuning become unacceptable distortion” when the managers or employers just simply evaluate their staff without knowing them. Besides that, sometimes emotional factors are also the factors that make the differences in the score. This is happen because some employers gets too attached to their employees. So, the emotion will affects them.
3. Assume you are the vice president of human resources that fine-tuning evaluations is a prevalent practice among Eckel managers. If you disagree with this perspective, what steps would you take to reduce the practice?
As the vice president of human resources in Eckel Industries, i will suggest to them to use this methods or steps. First, motivates and coaching the lower performance. Which means, as a leader they should motivates them to be more aggresive in order to achieve organizations goals. As a leader also, they should also know a little bit about the background of their employees. This will help them to have better understanding between both of
Based on the case study that I have read, this case study shows the conversation between managers. They are having a conversation between managers at Eckel Industries which is Tom, Jim, Max and Lynne. They are discussing a few factors that may affect the staff evaluation score. Tom, which is the first speaker said that evaluating is a hard process. In which way that, emotions can affect the evaluation scores. But according to Jim, he state that scales are the problem. This is due to when evaluates someone in the past year. We will only remember or observe only 15% of their performance. Lynne also shares her own thought by saying that political considerations also involve in the performance appraisal. Max said that the reason …show more content…
In your opinion, at what point does “fine-tuning evaluations become unacceptable distortion?
According to the investopedia.com, fine-tuning evaluations means the process of making small modifications to improve or optimize the outcome. Investopedia also states that fine tuning seeks to increase the effectiveness of a process. Fine tuning also can be accomplished through variety of functions, method of which depends on the process being optimized.
“Fine-tuning become unacceptable distortion” when the managers or employers just simply evaluate their staff without knowing them. Besides that, sometimes emotional factors are also the factors that make the differences in the score. This is happen because some employers gets too attached to their employees. So, the emotion will affects them.
3. Assume you are the vice president of human resources that fine-tuning evaluations is a prevalent practice among Eckel managers. If you disagree with this perspective, what steps would you take to reduce the practice?
As the vice president of human resources in Eckel Industries, i will suggest to them to use this methods or steps. First, motivates and coaching the lower performance. Which means, as a leader they should motivates them to be more aggresive in order to achieve organizations goals. As a leader also, they should also know a little bit about the background of their employees. This will help them to have better understanding between both of