Reference no: EM133203999

Question: Ellie Ellsberg's will receive a 4% raise because she has been successful in her undertakings and has a challenging job.

Fred Foster will receive a 4% raise because he has done an excellent job and is generally accepted and viewed as a good employee among his peers.

Harry Hummer, 0% raise; he has an easy job assignment and does not do it exceptionally well. This would be an opportunity to put Harry on a PDP.

Benjy Berger's will receive a 0% raise is based on his job performance is not up to par. He is not meeting expectations. This would be an opportunity to put Benjy on a PIP.

1. The personal information provided did cross my mind, but I had to focus on the fact that the individuals are rated based on their job performance. It is appropriate to consider what other leaders, managers, and coworkers have to say since they work directly with the individuals. Taking into account that someone's personal information happens in the real world creates problems when there is misinformation and biases about an individual. Personal opinions and feelings can be limited when asking employees for feedback if the questions are simply around the individual's job performance, knowledge, and skills.

2. Should managers have a relationship with employees is a tricky question to answer. The exercise pointed out that the ones doing the evaluations knew some of the individuals personally. There have been occasions where the leader and manager could not separate the fact that their relationship caused them to incorporate their biases into their decision-making. It would help if you indeed separated business from friendships; well, that is hard to do. It is easy to want to help your friend out who is struggling to make ends meet no matter the reason.

3. The viewpoint varies between managers and coworkers based upon the fact that coworkers have a closer working relationship because they work side-by-side with the individual. Managers have a different perspective because they are not always on the floor with employees, for they have other administrative responsibilities that pull them away from the floor (shop). A 360 Feedback will work fine in this case because the employee in question will receive feedback from a broad group of coworkers and not just from management. Hopefully, this will encourage the individual to take a closer look at their job performance (note: this could be tricky due to personal grudges among the group). In addition, there is some sense of competition between coworkers, so why would I give someone good marks that I am competing with (promotion, raise, etc.). Managers should consider what coworkers say, but you can determine how much to take at face value if you know your people.