Analyzing Performance: Judgmental & Mechanical Methods at Daily Planet

This case study delves into the contrasting approaches of judgmental and mechanical methods in performance appraisals, drawing insights from the "Judgmental and Mechanical Methods of Assigning Overall Performance Score at The Daily Planet" case. The mechanical method, exemplified by evaluating competencies like productivity and dependability on a scale, offers objectivity and direct comparison, making it suitable for straightforward assessments. However, it may fall short in capturing intangible aspects. Conversely, the judgmental approach incorporates feedback and consensus, proving valuable when mechanical measurements fail to capture the complexities of real-world performance. The study highlights the importance of choosing the appropriate method based on the nature of the evaluation, acknowledging that mechanical evaluations are best suited for direct employee assessment and comparison, while judgmental evaluations are vital when the evaluation is done with intangible measurements. Desklib provides access to similar case studies and solved assignments for students.

Running head: HEALTH ORGANISATION
Health Organization
Name of student:
Name of university:
Author note:

1HEALTH ORGANISATION
Performance rating is the process of work measurement in an organization wherein the
analyst is supposed to observe the performance of the worker and record a value that is a
representation of the performance relative to the concept of standard performance as perceived
by the analyst (Dusterhoff et al., 2014). As per the researchers, a number of factors have the
potential to influence overall performance rating of an individual. Aquinas (2013) had defined
two distinct methods that are related to the overall performance score, judgmental and
mechanical. He further opined that a mechanical approach is most suited in most case, especially
in case the performance objectives have not been weighted.
The case study titled “Judgmental and Mechanical Methods of Assigning Overall
Performance Score at The Daily Planet” gives a comprehensive idea about the differences in
judgmental and mechanical methods for performance score from which one can highlight the
relative implications of applying the two methods. The case study indicates the mechanical
method of reaching performance score in which the competencies adjudged were productivity,
quality of work, Dependability and adherence to company values and policies and Contribution
to the effectiveness of others/unit. The scores had been given on a scale of 1-5 where score 1 was
unacceptable, and score 5 was outstanding. From this, one can understand that mechanical
method is an objective measurement wherein there is a particular interpretation. According to
Cascio (2018) mechanical measurement, or objective measurement, is best suited since an
employee can be assessed in a direct manner and performance of an employee can be accurately
compared to that of another employee. Such form of measurement is good at allowing the analyst
to exercise judgment about the individual in highly complicated systems.
Ginter et al., (2018) contradicts that mechanical evaluation technique is not appropriate
under all situations. A judgmental evaluation approach is vital when the evaluation is done with

2HEALTH ORGANISATION
intangible measurements. When mechanical measurements fail due to analyst’s attempt to
complex processes into a particular score, judgmental scores are beneficial. This is because the
mechanical scores do not hold much value in real life context. Judgmental or subjective
evaluation ensures that the analyst considers criticism and feedback given to the employee. The
method has the striking advantage that the perception and opinion of one person is not the
ultimate score, rather, the consensus of other individuals are considered (Cascio, 2018).

3HEALTH ORGANISATION
References
Aguinis, H. (2009). Performance management. Upper Saddle River, NJ: Pearson Prentice Hall.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Dusterhoff, C., Cunningham, J. B., & MacGregor, J. N. (2014). The effects of performance
rating, leader–member exchange, perceived utility, and organizational justice on
performance appraisal satisfaction: Applying a moral judgment perspective. Journal of
business ethics, 119(2), 265-273.
Ginter, P. M., Duncan, J., & Swayne, L. E. (2018). The Strategic Management of Healthcare
Organizations. John Wiley & Sons.