Reference no: EM132809526

Case: Policies and Performance Appraisal at Oromo Electronics Corporation

The Oromo Electronics corporation company recently diversified its activities and started producing computers. It employed personnel at the lower level and middle level. It has received several applications for the post of commercial manager - computer division. It could not decide upon the suitability of the candidate to the position, but did find that Mr.Girma is more qualified for that position than other candidates. The corporation has created new position below the cadre of General Manager, i.e., Joint General Manager. Mr.Girma agreed to it by thinking that top management has recognized his performance. Mr.Waktola, Deputy General Manager of the corporation and one of the candidates for general manager's position was annoyed the management's decision. But he wanted to show his performance record to the management at the next appraisal meeting. The management of corporation asked Mr.Waki Gari, General Manager of Television Division to be the general manager in-charge of Computers division for some time, until a new General Manager is appointed. Mr.Waki Gari wanted to switch over to computer division in view of the prospects, prestige and recognition of the position among the top management of the Corporation. He viewed this assignment as a chance to prove his performance.

The corporation has the system of appraisal of the superior's performance by the subordinates. The performance of the Deputy General Manager, Joint General Manager and General Manager has to be appraised by the same group of the subordinates. Mr.Waktolaand Mr.WakiGari knew very well about system and operation whereas; Mr.Girma is a stranger to the system as well as its modus operandi. Mr.Wakigari and Mr.Waktola are competing with each other in convincing their subordinates about their performance and used all sort of techniques for pleasing them like promising Salary hike, transferring to the job of their interest, promotion, etc. However, these two officers functioned in collaboration with a view to pull down Mr.Girma. They openly told their subordinates that a stranger should not occupy the 'Chair'. They created several groups among employees like pro-Waktola's group and pro-Waki Gari Group, Anti Waktola and Wakigari group, Anti Waktola and Grima group.

Mr.Girma has been watching the proceedings calmly and keeping the top management in touch with all these developments. However, Mr.Girma has been quite work-conscious and top management found his performance such a political atmosphere to be satisfactory. Girma's pleasing manner and way of maintaining human relations with different levels of employees did, however, prevent the emergence of anti Girma wave in the company, there is no strong pro-Girma's group either.

Management administered the performance appraisal technique and the subordinates appraised the performance of all these three managers. In the end, surprisingly the workers assigned the following overall scores.

ª Mr.Girma: 560 Points,

ª Mr.Wakigari:420 Points

ª Mr.Waktola:400 Points.

Questions

ª How do you evaluate the worker's appraisal in this case?

Do you suggest any techniques to avert politics creeping into the process of performance appraisal by subordinates? Or do you suggest the measure of dispensing with such appraisal systems?