Assume the role of the HR Leadership Team for the O'Leary Organization, you are concerned about a number of legitimate employee complaints registered by emails that have reached you related to the process of Performance Management and employee evaluations. 

Email: 

To:  HR Department

From:  Jeff Skala, Finance Department

Re:  Confidentiality of Performance Evaluation

As you know, over the past year, I have been experiencing a series of personal problems, all of which have adversely affected my job performance. These problems reflected themselves on my recent performance evaluation as my "marks" slipped from mostly 4s to 2s. I can't disagree with my evaluation, but I don't think it was right for my boss, Helen Jackson, to tell two of my co-workers that she had given me a 1 on "Quality of Work." It seems to me that this type of information should be none of their business.

A) What are the problems that might be behind the situation? Where you believe there is more than one issue please address each of them. Discuss why you think those problems are present.

B) Considering Procedural Justice, which rule(s) might have been violated in the situation? Why do you think so? 

C) What are the remedies that your team believes will solve the problems? Remember, some of the same solutions might be helpful for several email situations. In any case, EXPLAIN WHY do you think those solutions will work? 

Use the trait evaluation methods 

Assume that all emails represent legitimate situations and are not the result of a problem employee.