Hand written (I will surely down vote if you give generic answer or if you miss even one of the sections mentioned below. If you don't know the answer, please skip it and let others answer it). Secretaries are praised in this application case. Winchester was recently named vice president for administrative affairs at Sweetwater State University, where he started his academic career. Rob's manager, Sweetwater's president, informed him three weeks after he joined the company in September that one of his first duties would be to develop the assessment method used to measure sc anal and decimal results at Sweetwater U. The key issue was that performance evaluations were historically linked to sa raises offered at the end of the year. As a result, most administrators were less than correct by using the graphic ranking as the criterion for evaluating clerical employees. In reality, what we needed was for each supervisor to simply score his or her clerk or ay as good or bad "Very good. This made it possible for them to earn the highest salary increase per year. However, the new university budget would not contain much ney to finance another macmum. Furthermore, Sweetwater's president believed that giving each secretary wald input on their year's results was ineffective, so he had instructed the new vice president to change the system. In October, Rob sent a memo to all managers, informing them that no more than half of the secretaries reporting to them would be paying somewhat smaller wages than those in private business in the future, and that certain secretaries would leave in a huff after a difficult issue year. Most administrators simply scored all hidden les excellent from then on in order to minimise personnel attrition, guaranteeing everyone a complete improvement in the operation. They therefore spared the bad feelings aroused by major performance gaps that administrators would otherwise highlight. Two Sweetwater experts decided to look into the problem, and they returned to the vice president with the following suggestions after two weeks. To begin with, the form used to score the secretaries was woefully inadequate. It was uncertain what constitutes outstanding or high-quality work "as an illustration Instead, they suggested using a shape like the one seen in Figure 9-4. They also suggested that the vice president revoke his previous memo to stop attempting to compel university administrators to rate at least half of any employee's annual increase based on arbitrary criteria. taries are regarded as less than ideal. The two consultants argued that this was unjust, for every partico- ar administrator might have staffers who were both or virtually excellent—or, theoretically, though less probable, all below normal. According to the experts, the only approach to get any of the managers to consider every given boss to be outstanding - and therefore taking the assessment phase more seriously - was to avoid linking it to pay raises. In other terms, they suggested that each boss begin rating his or her Fure 94 for each secretary at secretaries for consistency of results. The vice president's memo convened a year later, and then used this method as the framework for a counselling session, which drew immediate opposition from administrators. Salary raises will have to be rendered on any other grounds than fear of losing more of their secretaries to the performance appraisal, making administrators' positions less profitable, and by secretaries who found that the new framework made them hesitant to fill out the rating forms. Honesty praised the two experts and returned to his formerly unjust system, which decreased each secretary's chances of earning the highest pay boost. A small group of secretaries had started picketing outside the building to consider their options. Any of the president's proposals were made at his residence on the university campus. The picketing and caustic (such as replacing the old ranking form with the new) appeared rational. Nonetheless, he faced serious doubts from disgruntled administrators, as well as rumours of the imminent inadequacy of every graphic rating type, particularly when compared to his initial, favoured forced ranking method, which was slowed down by the secretaries (there were about 250 on campus). Experts agree with Rob Winchester and question whether he made the correct call by recommending that the appraisals no longer be tied to the automated setting up of forced ranking. He was aware, though, that a few ary rises made sense, but that at least one very realistic Serformance assessment experts in the School of Business had expressed his concerns, so he was in trouble: If pay raises were not to be contingent on results, I decided to make an appointment with them to address the situation. What were to be the criteria for appraisals? He started to ponder. The following morning, he spoke with them. He clarified the condition by asking whether the experts' recommendations were focused solely on what he had discovered: When ivory tower theorising me university first opened 10 years ago, the new assessment scheme was in place. It had been formed by a secretarial questions group. Sweetwater's managers are 9-34 under the scheme. If you believe the experts' advice can be written in ways identical to the one in Table 9-2? This was once enough to persuade several of the managers to complete the rat- -year assessment (in March), but it quickly ran into difficulties, I ng forms properly? What is the reason for this? What's to stop you? What additional measures (of which managers differed widely from the start) do you believe would be required? their lob standards meanings, as well as how conso 9 to 35. Do you think Vice President Winchester would be surprised if they filled out the forms and monitored their secretaries instead of using one of the other methods we explored in this segment, such as a ranking system, instead of using graphic evaluation forms? What is the reason for this? 9 to 36. If you were Rob Winchester, what kind of performance assessment scheme would you devise for those who got smaller raises and those who worked as secretaries? Defend the reases, all marked "nice" got a sm response orech secreto de toda rece preover, at the end of the first year, it became clear to everybody that each secretary's pay raise was directly linked to the March ap asal. Those that were scored outstanding, for example, received the highest boost, and those who were not rated excellent obtained just the normal cost-Irving rise. Since colleges in general, and Sweetwater in particular.