Reference no: EM132940404

Question

Case - But my Job has Changed

Job descriptions are a critical tool used for job orientation and training and, importantly, in annual employee performance evaluations. When the duties and responsibilities listed in the job description do not reflect current job content employee/ management disagreements can arise, as this case illustrates.

Both employees and managers agree that Brenda Batten has been an exceptional employee. As a senior technical representative (STR) for Blackhawk Aironics, she is valued for her knowledge in airplane instrumentation. One manager described her as "simply an expert in the complex technology of satellite weather systems."

In May 2004, Blackhawk Aironics implemented a new work reorganization plan, STR's such as Brenda now work largely by telecommuting with managers and engineers at company headquarters, and with customers scattered throughout the country. Additionally, under the new work plan, STR's were given more freedom to deal directly with customers and engineers without supervisory intervention. This freedom greatly facilitated customer service needs and demands in an aviation market everyone considers highly dynamic.

Brenda's current job description reflects the technical dimensions of her position but not the telecommuting requirements now performed. Personal competencies such as decision-making, self-motivation, problem-solving and communication skills are not covered.

In May 2005, Brenda met with her manager, Martin Eaton, for her annual performance review. Unfortunately, unlike past meetings, which were highly satisfactory this meeting quickly developed into a disagreement. At the center of the controversy were the factors to be used to measure Brenda's new job demands. Martin wanted to place major emphasis on the tasks and duties listed in her current job description. As he explained to Brenda, "I hardly see you anymore, and I have no objective criteria or performance data by which to measure those behaviors you now use." Brenda, in response, acknowledged that some things in current job description were still important aspects of her job, but overall the current job description did not capture the full scope of her new duties and responsibilities. Brenda concluded that she was satisfied with Martin's evaluation of the technical aspects of her job, but she was clearly not pleased with the overall evaluation of her performance. As she told Martin, "It's simply not fair, you just don't know what I do now."

Answer the following questions:

A. Give the facts of this case; is it possible for Brenda and Martin to reach a satisfactory result? Explain?

B. How could an organization go about identifying and measuring the personal competencies of employees?

C. Design a job description of the position in question - Senior Technical representative at Blackhawk Aironics.