Sweetwater University Case Study

1. After reading and digesting the case on Sweetwater University exhaustively, it was distinct that the University had a problem with the performance appraisal form. This problem needed serious attention or else it won’t only be the finances of the University that will go down the drain, the staffs might get agitated, the performance of the employees might fall to zero, and there could even be employee turnovers and the likes. Experts can in and gave their straight-from-the-shoulder opinions, which were that the performance appraisal forms that were used for the secretaries needed improvement. They were to make them clear and just, rating without any mistakes. The other judgment the experts suggested was that the university should refrain from …show more content…
There is no doubt that it is the good ideas of president Winchester to drop off using graphic rating method because it is not being implemented in a proper way. In any way, it is a just formality in the name of performance appraisal because every administrator is giving ‘excellent’ rating to all of his secretaries irrespective of their performance. So it would be good to change the method and need to implement some other technique. But I believe that only forced ranking method is also not the good way for implementation. There is no doubt that it will help the University in controlling their financial budget. As according to Management consultant Dick Grote (2005), this procedure is not right for all the companies. But it is important to implement it in the right company at the right time. As according to him, “forced ranking creates a more productive workforce where top talent is appreciated, rewarded, and retained”. Thus, there are lots of disadvantage with this method that will create negative result in the university. First of all, it will again increase the bias and dilemma on the part of the administrator because he might be confused to consider whom he should put under the category of A, B and C employees. Second, it could be seen as not fair for the employees who are exceptionally good and perform excellent jobs, but might be mixed with other employees who are at below level due to ignorance of the administrator or might be the policy of the company. For example – only I employee is excellent, but in actually, 2-3 people can come in this category. So there are possibilities that administrator might include others also. Thirdly, it is not based on customization basis and gives all right to the administrator to take all decision regarding the salary hike of the secretaries. As according to Dick Grote (2005), “Many critics of forced ranking have acknowledged that while the procedure may actually improve the overall quality of a company 's workforce, it may