Questions

• Provide an alternate perspective on your colleague's justification for their proposed rating for Ben or on their ideas for what Nisha should say to Ben. Defend your perspective with at least one source.
• Expand or remark upon a colleague's integration of relevant resources in their justification.
• Please note that, for each response, you must include a minimum of one appropriately cited reference.

CASE STUDY

Nisha should rate Ben according to his performance. According to Tupper & Ellis (2023), "If the goal is for feedback to become part of a team's culture, everyone needs a shared understanding of what it is and why it matters. Without this, managers may struggle to create the commitment needed for feedback to become a regular feature of people's work." Ben's performance earned him a 2 out of 5.

According to the case study provided by Mayo et al. (2020), Ben was caught multiple times not having all his work prepared or not done at all. The first occurrence was when Ben never checked Mark's email and brushed off the urgency. The second was when Ben did not complete his final two slides. Ben had promised to take care of his items and failed to meet that promise, which compromised his integrity and their belief that he could manage his portion of the project.

The impact of my proposed rating of 2 will show the co-workers, executive leadership, and mentor that you stand firm on rating your peers and employees accordingly. If done properly, speak with Ben with honest feedback and ensure he knows his level of inferior performance. If he could rebut the rating system provided by showing he was handed additional work, he may be able to have those ratings reconsidered due to being overworked. This would keep the system fair while encouraging others to rate properly.

The strategy I would employ at Ness Entertainment would be to ensure the rating system is 100% anonymous and has an appeal process for each rating. Finally, I would apply the knowledge from this case study to ensure each professional environment I work in is treated equally. There is also a good lesson to be learned about overloading work on specific workers while others have only a small workload and could outshine someone else who may be busier.