Bosjancic Case Study Summary

1. Which purposes of performance management did the appraisals described in this case fulfill? Which purposes did they not fulfill? Since determining the purpose of the appraisal is the first step in performance management, the level of information about this must be the same and clear for both the work supervisors and the workers. In the cases presented, it was visible in Bostan’s and Li’s cases that the purpose of the performance management is to decrease human capital because of downsizing and restructuring, respectively. This purpose of the work supervisors was fulfilled, but the purpose of the worker was not. The performance management was supposed to be the workers’ way to improve their performances and career advancement, however, this was not the case. It seemed that the worker supervisors of the different agencies did not give enough comment and feedback on their …show more content…
The Bostjancic’s supervisor is supposed to explain to her why she was rejected for the Washington Policy Analyst position to minimize the possible tension in the first place. The reasons for her termination must also be justified. There should be a clear understanding of the reasons to eliminate possible indirect causes such as maternity leave. Otherwise, the grievance committee should be at the center and make Bostjancic understand the justified reasons of her termination if she would think that she was unfairly being laid off because of her maternity leaves. The same action goes with Li’s case. The basis of the restructuring procedure should be clear to Li and also, the company’s process of identifying and selecting people who would stay and not. Lastly, the situation of Best is quite different, but also boils down to the issue of discrimination, particularly sex and race. Best’s supervisor must have the chance to justify his/her reason for not granting her