Embry’s Strengths and Weaknesses
After meeting with Jones, Embry should be given a low yearly rating performance review. Although his own individual work was exceptional, his role as a team leader was not performed well enough to give him a very good review. According to the scenario, Embry’s strengths include his experience, intelligence, precision and certainty. His willingness to volunteer and take on new projects should be encouraged by his superiors.
On the other hand, Embry’s first weakness is his leadership skills. As the analyst and a team leader, he should be more responsible for the team and not just his own work. The team members need to be more productive and Embry should have come up with a strategy to make sure the work is …show more content…
As mentioned by Berman, Bowman, West, & Van Wart (2016), “Designing and implementing a good assessment system takes not only planning but the achievement of a realistic balance as well” (p.390). An ideal system can be functional, but cannot get rid of problems that exist in the current system. Embry got defensive about his performance appraisal as his team did not complete the projects on time.
Before deciding on which plan should be best for appraisal, we need to identify the problems associated with the current system of appraisal. The MBO system used here has several drawbacks. As mentioned by Berman, et. al., (2016), “There are likely to be conflicting objectives, differing views on the appropriateness of the objectives, and disagreements about the extent to which objectives are mutually agreed upon-and fulfilled” (p.400). In Embry’s case, this was the main issue behind his defensive behavior because there were disagreements between the Jones and Embry on the performance review. The current system is more based on performance based, which is why Embry did not receive a good review because of his teams …show more content…
al., (2016), includes “A coaching-based, goal-centric, employee-engaged approach can change the way one thinks about performance management and the role of appraisal” (p.414). This means that the manager and the employee should be able to communicate before the appraisal if needed and discuss the positives and negatives in order to get ready for the final appraisal interview. This will give the employee enough time to understand the process, do a “self-appraisal” and ask questions if needed regarding the appraisal.
In conjunction with the MBO Plan, the future plan should not only be based on performance based, but giving more importance to “disciplinary systems”, one-on-one meetings throughout the year between the manager and the employee, actual rating based on “behavioral based system”. As noted by Berman, et. al., (2016), “The challenge is not to design a perfect system, but rather, in a dialectic between the individual and the agency, to minimize the abundant problems with appraisal”
After meeting with Jones, Embry should be given a low yearly rating performance review. Although his own individual work was exceptional, his role as a team leader was not performed well enough to give him a very good review. According to the scenario, Embry’s strengths include his experience, intelligence, precision and certainty. His willingness to volunteer and take on new projects should be encouraged by his superiors.
On the other hand, Embry’s first weakness is his leadership skills. As the analyst and a team leader, he should be more responsible for the team and not just his own work. The team members need to be more productive and Embry should have come up with a strategy to make sure the work is …show more content…
As mentioned by Berman, Bowman, West, & Van Wart (2016), “Designing and implementing a good assessment system takes not only planning but the achievement of a realistic balance as well” (p.390). An ideal system can be functional, but cannot get rid of problems that exist in the current system. Embry got defensive about his performance appraisal as his team did not complete the projects on time.
Before deciding on which plan should be best for appraisal, we need to identify the problems associated with the current system of appraisal. The MBO system used here has several drawbacks. As mentioned by Berman, et. al., (2016), “There are likely to be conflicting objectives, differing views on the appropriateness of the objectives, and disagreements about the extent to which objectives are mutually agreed upon-and fulfilled” (p.400). In Embry’s case, this was the main issue behind his defensive behavior because there were disagreements between the Jones and Embry on the performance review. The current system is more based on performance based, which is why Embry did not receive a good review because of his teams …show more content…
al., (2016), includes “A coaching-based, goal-centric, employee-engaged approach can change the way one thinks about performance management and the role of appraisal” (p.414). This means that the manager and the employee should be able to communicate before the appraisal if needed and discuss the positives and negatives in order to get ready for the final appraisal interview. This will give the employee enough time to understand the process, do a “self-appraisal” and ask questions if needed regarding the appraisal.
In conjunction with the MBO Plan, the future plan should not only be based on performance based, but giving more importance to “disciplinary systems”, one-on-one meetings throughout the year between the manager and the employee, actual rating based on “behavioral based system”. As noted by Berman, et. al., (2016), “The challenge is not to design a perfect system, but rather, in a dialectic between the individual and the agency, to minimize the abundant problems with appraisal”