Application Case Study Essay

661 Words Oct 10th, 2011 3 Pages
Application Case 9-1
Discussion Questions
1. Do you consider the description of the Firestone store manager’s responsibilities important information that the raters of managers need to be knowledgeable about?
I do consider the description of the Firestone’s store manager’s responsibilities important information for the raters of the managers to know about. To effectively rate the performance and conduct of the managers the raters has to know what their overall responsibilities and duties are. Knowing this information will help to eliminate rater errors and thus provide an effective and accurate performance evaluation of the managers.
2. Does the portion of the performance evaluation form used at Bridgestone/Firestone require any
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The rater may also base the evaluation on strictly on one strong or weak area of the rate which would result in an overall high or low evaluation rather than that one area. Perhaps one of the biggest determining factors when evaluating is the personal bias of the rater. Albeit, conscious effort or not, raters can be biased towards an individual based on likes/dislikes and/or favorable similarities they may have seen in the manager. Receiving an outstanding performance evaluation does not mean that one is promotable. Although truly unfortunate, it could simply mean that the manager made a positive impression on the evaluator. Application Case 11-1
Discussion Questions
1. Why is it important to include operating employees (non-managers) in the development and use of an incentive program?
It is important to include operating employees, non-managers, in the development and use of incentive programs because it will greatly boost and unite employees to improve organizational effectiveness while establishing organization-wide (financial) gains. Using all employees in strategizing can ultimately improve employee relations, foster high-quality products, cost reduction, and increase revenue.
2. What is the individual performance modifier that the Towers Perrin survey identified? Explain it in managerial terms.
The individual performance modifier that the Towers Perrin survey identified was the comparison of preestablished personal goals

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