Iscussion Questions and Participation Questions Week 5

The first two are my discussion questions...the rest are participation answer as you have in the past. thanks

1.What is the relationship between an employee s salary and his or her feeling of worth? Explain your rationale from the viewpoints of an employee and of a manager

2.What do you think employees general attitudes are towards the benefits packages?

3. Participation:Lance:
Sometimes it is difficult for a manager to know the influence of a worker because the manager often has many different functions to deal with not just employee performance. Moreover, if a manager has numerous personnel working under them, the job of assessing their performance becomes more arduous. Normally an organization has supervisors that work under managers that help the manager make the correct assessment when evaluating employees. If the manager heeds to his or her supervisors opinions and recommendations then I feel the evaluation will most of the time be according to what the employee deserves.

However, defined performance measure should be provided to employees to make them aware of what they are being gauged upon. This can be done by providing an employee a set of standards that clearly spell out what is expected of the employee. Such features as relevance and practicality of the standards help ensure that the employee is being judged on discernable criteria. But standards may not always encapsulate all of the attributes that an employee possesses. Employees may also lead, inspire, motivate, or problem solve, for example  aspects on the periphery that may not show up on the employees standards but should be evident on their appraisal. Therefore, it is paramount that any supervisory or managerial personnel try to get a snapshot of the bigger picture of what positive (or negative) attributes a worker may bring beyond well-defined measures.

I have to say that there needs to be some of both in an evaluation. If the employee s year objective or work is going to be sole metric evaluated then the most objective way to evaluate them is based on the work requirements and how the employee delivered that work. However, there is a lot more (at least in my organization) that takes place on a day to day basis that would become lost or would not be weighed if that were the case.

My organization will evaluate you using a combination of your objectives and/ or work, and also based on a set of values. These values are rated by the manager based on what they think, using feedback from other areas. In order to mitigate any potential biased evaluation there is forum where different managers meet and compare actions of their employees in order to calibrate the rating assigned for the values.

An example of why I believe they are both important is that a few years ago I complied with all the projects I had assigned for the year and so did some other of my peers. The difference was that I supported the manufacturing area on a daily basis during times in which regulatory irregularities were observed. I spent extra hours everyday supporting the area because of my expertise on the process. If was to be evaluated solely on complying with my requirements I would have received the same rating as my peers. But having this dual approach allowed my manager to have me exceed on my evaluation when compared to the rest of the group.

5.In addition, I believe evaluating interpersonal skills should be considered part of the evaluation process. However, most evaluations are more performance based. When the interpersonal issues start affecting the work group or team, perhaps the employee then can receive an unsatisfactory evaluation. What are your thoughts?

6.I think that the size of the company and the position that is being evaluated can have a big impact on whether or not to have managers opinion be the evaluation method. Personally, I believe that managers opinion should not be used unless it is a very small company. For example, my father owns a business with 3 other employees working for him. They all complete different tasks and are evaluated based on their performance. However, my dad ultimately decides how their performance measures up. This can be difficult though because he does not see everything. He has a lot of trust in his employees and knows each of them well enough to evaluate their performance. In most other situations though I think that employees should be evaluated on what their work entails, especially if the job descriptions are clearly defined. I can imagine that it can be somewhat dangerous to have managers opinions be the base of performance evaluations because of human resources and legal issues. It can be difficult to separate what you know the person needs and what they deserve, considering their work. For example, through a past course I learned that there can sometimes be a trend for men to make more money than women because the manager knows they have a family to support. However, an employee who performs the exact same should be paid the same even if they do not have a family or others to support financially.

I do believe that managers opinion can help build on employees performance. They can motivate and help them build through their opinion. I know there have been times in my position that I have worked really hard but just was not making the numbers that reflected my efforts. My manager guided me with his opinion in order to help my results reflect my effort.

I think manager may not be able to fully understand of the employees job performance, but only based on the perception of his or her evaluation according to the subjective environment. In most case, manager would have a better understanding of their direct report in a reasonable scale; otherwise he or she would not have enough band width to cover all the line managers.

As a manager, he or she should focus the direction and give guidance to the line managers but would not able to drill down to the desk level for their day to day work. It should be the supervisor task or the peer. Hence, it would be more appropriate to have them to review the performance instead.

I would like to use myself as an example. Although I report to the Business Development Director, he would only give me the direction, or I will come to him for management support, but from the day to day work, my functional counterpart would have known more than anyone within the organization about my performance; or how effectively I can help with the business development. Obviously, my manager would also know the outcome of my achievement if there is no side track; otherwise the result could be diverted by something else which may not be controllable by myself; it will affect my performance directly.

I think it is imperative to use a manager or the supervisors evaluation on employees performance because it would be too difficult to be accurate otherwise. That being said even the most clearly defined positions can not be 100% for evaluations. With this ever changing economy and technology etc... everything changes and what was the practice in the beginning of the year may have changed. Or their may have been a open position which during transition other employees needed to step up to share the responsibilities, I guess their are just two many variables which is what makes me think that using the manager or supervisors opinion really helps.

In my work their really are not annual evaluations, because it is a mortgage company and it is commission only there is no raise.... That being said increases in pay do happen. The way it works is with my direct supervisor we set up a pay scale increase based on performance. We both agreed on the amount of income I would need to bring in to get an increase in my commission. The cap is different for everyone because it is a pergamid so the more people above you the less you can make. I personally am under the owner which is nice because i have the max potential where others don