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Research: Find two to three online examples of performance appraisals for hourly employees that are more effective than the example in the case. Explain the elements that make your examples more effective.

their contain unsigned copies of the forme - thened the superiors on how to complete the form, but there's been any training that Fatimah brew one she started with the company Complements from customers and workers about rude 20 Chapter 10 bestaanse Manager Sym Case Application 10-A GROWING PAINS AT MODERN OFFICE SUPPLY "Sowymimashe Rapide schat to you at il coffee shop. Something came at work. Lately, there's something going Punis of your study grep for the certification fram that meet at the celeshence work and shall having trouble making the weekly meeting on time behavior and late deliveries prompted Fatima to meet with She goes to explain that her job is in at Moderne Supply delivery driver Ciale today about improving his perform abre en dicipline problemer mother and she doesn't Galefet he was being singled out as a minority and de Low how much lower she can stand the negativity and tension were than any other driver here lle produced Modern Office Supply hu 200 ployees in te location in Kuna Chelling office furniture and supplies from an original mance) marked in every category except for Quality or copy of his last appraisal form with 4 (Above Average Perlu " We Show" and a second only location that pened years ago Putinoined the company 2 years ago and Quantity of Work which were marked with a vedie Performance. Fatimatook quick look at the appraisals for colleges internship She was with anocher manager who has four other drivers, including the ones that complained about been with the company since it started 15 years ago Putin explained to the study group that discipline and more has been Gale and found star ratings to most categories except for yang dew as long as she's been there. Employers are com Quality of Work and Quantity of Work, which were marked plaining that the family atmosphere is disappearing and they are with 4 (Above Average Performance. Fatima completed Karting to feel connected. She explains that the company a written warning and made a note to speak to Gale's plenie last week was disaster with most of the warehouse stall supervisor showing up late after having their own per party. "I didn't teller Mon new customer service representative, came to Fatima the emer manage, but I think they may have even met with a tears because she thinks her manager hates her. Her perfor union organisatima warily mance appraisal was a mix of 2 (Needs Improvement(Aver When your study group presed Fatims for more information Performance and one 4 (Above Average Performance) we shared the following rating for Adaptability. Hos supervisor, Kelly, was surprised when Fatima questioned her about the appraisal. 's tough Ben has asked Fatima to make sure that performance apenak ob," she said. "Rosas only been here a year and she still has a lot are all up to date. She has found that only percent of the to barn. I can't honestly say that she's "Very Good yet. I only have appraisals are current. She has met with indifference or resistance a couple of rupe that actually deserve an 'Outstanding rating from the managers who are behind in completing apponia Evaluations of employees at the retail location seem to be There is only one appraisal form for all onempt hourly work higher and as a result, salaries of the retail location employees en Ben conated the form several years ago so it would be fast have grown slightly higher than at the original warehouse show and easy for supervisors to complete without much training, room over the last years causing tension between the two Employees are rated ether (Poor Performance 2 (Improve groups of employer ment Needed) 3 (Average Performance). 4 (Above Average All managers are evaluated annually by Hector. Modern Office Performance. 5 (Excellent Performance on the following owner and founder Hewes MBO process that includes work traits meeting with each man to assess the prior year's perfor Adaptability mance and jointly set goals for the next year. Hector loves the Appearance personal contact with the moment staff, but growth and Communication expansion in the last years has left Hector with more man Decision making ers, less time for their soment meetings, and little disco Dependability sion about personal performance the rest of the year. Hector Interpersonal effectiveness doesn't seem to review the prior year's goals before the meet Quality of work Ings anymore. so managers are beginning to set easily achie Quantity of work able goals, knowing that Hector is getting out of touch and that Teamwork the meeting doesn't have any consequences Each trait has room for a supervisor comment Space is left at the end for the supervisor to make comments and suggestions and for Fatima adds "Ben set up the performance management the employee to write a comment. system years ago when the company was about half the size now. I worked when Ben and Hector knew everyone, but we Supervisors complete the form quickly and often write "good really outgrown it and it shows. We can't afford a modern web job or "can do better in the space for comments. Ditto marks bused system right now, but something has to be done. All I do are often used in the comment space rather than repeating anymore Is listen to complaints and file disciplinary warning. Les written comments. Completed forms are frequently sealed in an won't fire anyone who deserves it because the appraisals are envelope and given to employees with instructions to read them current and he's afraid they'll see or claim discrimination. over and return them to HR with comments and a signature. A starting to hate my job few employees report that they haven't received appraisals in Office would be improved by applying some of the concepts you Your PR study group agrees that the issues at Modern their contain unsigned copies of the forme - thened the superiors on how to complete the form, but there's been any training that Fatimah brew one she started with the company Complements from customers and workers about rude 20 Chapter 10 bestaanse Manager Sym Case Application 10-A GROWING PAINS AT MODERN OFFICE SUPPLY "Sowymimashe Rapide schat to you at il coffee shop. Something came at work. Lately, there's something going Punis of your study grep for the certification fram that meet at the celeshence work and shall having trouble making the weekly meeting on time behavior and late deliveries prompted Fatima to meet with She goes to explain that her job is in at Moderne Supply delivery driver Ciale today about improving his perform abre en dicipline problemer mother and she doesn't Galefet he was being singled out as a minority and de Low how much lower she can stand the negativity and tension were than any other driver here lle produced Modern Office Supply hu 200 ployees in te location in Kuna Chelling office furniture and supplies from an original mance) marked in every category except for Quality or copy of his last appraisal form with 4 (Above Average Perlu " We Show" and a second only location that pened years ago Putinoined the company 2 years ago and Quantity of Work which were marked with a vedie Performance. Fatimatook quick look at the appraisals for colleges internship She was with anocher manager who has four other drivers, including the ones that complained about been with the company since it started 15 years ago Putin explained to the study group that discipline and more has been Gale and found star ratings to most categories except for yang dew as long as she's been there. Employers are com Quality of Work and Quantity of Work, which were marked plaining that the family atmosphere is disappearing and they are with 4 (Above Average Performance. Fatima completed Karting to feel connected. She explains that the company a written warning and made a note to speak to Gale's plenie last week was disaster with most of the warehouse stall supervisor showing up late after having their own per party. "I didn't teller Mon new customer service representative, came to Fatima the emer manage, but I think they may have even met with a tears because she thinks her manager hates her. Her perfor union organisatima warily mance appraisal was a mix of 2 (Needs Improvement(Aver When your study group presed Fatims for more information Performance and one 4 (Above Average Performance) we shared the following rating for Adaptability. Hos supervisor, Kelly, was surprised when Fatima questioned her about the appraisal. 's tough Ben has asked Fatima to make sure that performance apenak ob," she said. "Rosas only been here a year and she still has a lot are all up to date. She has found that only percent of the to barn. I can't honestly say that she's "Very Good yet. I only have appraisals are current. She has met with indifference or resistance a couple of rupe that actually deserve an 'Outstanding rating from the managers who are behind in completing apponia Evaluations of employees at the retail location seem to be There is only one appraisal form for all onempt hourly work higher and as a result, salaries of the retail location employees en Ben conated the form several years ago so it would be fast have grown slightly higher than at the original warehouse show and easy for supervisors to complete without much training, room over the last years causing tension between the two Employees are rated ether (Poor Performance 2 (Improve groups of employer ment Needed) 3 (Average Performance). 4 (Above Average All managers are evaluated annually by Hector. Modern Office Performance. 5 (Excellent Performance on the following owner and founder Hewes MBO process that includes work traits meeting with each man to assess the prior year's perfor Adaptability mance and jointly set goals for the next year. Hector loves the Appearance personal contact with the moment staff, but growth and Communication expansion in the last years has left Hector with more man Decision making ers, less time for their soment meetings, and little disco Dependability sion about personal performance the rest of the year. Hector Interpersonal effectiveness doesn't seem to review the prior year's goals before the meet Quality of work Ings anymore. so managers are beginning to set easily achie Quantity of work able goals, knowing that Hector is getting out of touch and that Teamwork the meeting doesn't have any consequences Each trait has room for a supervisor comment Space is left at the end for the supervisor to make comments and suggestions and for Fatima adds "Ben set up the performance management the employee to write a comment. system years ago when the company was about half the size now. I worked when Ben and Hector knew everyone, but we Supervisors complete the form quickly and often write "good really outgrown it and it shows. We can't afford a modern web job or "can do better in the space for comments. Ditto marks bused system right now, but something has to be done. All I do are often used in the comment space rather than repeating anymore Is listen to complaints and file disciplinary warning. Les written comments. Completed forms are frequently sealed in an won't fire anyone who deserves it because the appraisals are envelope and given to employees with instructions to read them current and he's afraid they'll see or claim discrimination. over and return them to HR with comments and a signature. A starting to hate my job few employees report that they haven't received appraisals in Office would be improved by applying some of the concepts you Your PR study group agrees that the issues at Modern

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