Analyzing Performance Appraisals: A Leadership Case Study

This case study analyzes a performance appraisal scenario involving an employee named Paul, whose performance is evaluated based on several criteria including merchandise quality, employee relations, safety, and responsiveness to management. Despite excelling in some areas, Paul's shortcomings in safety and disregard for management demands hinder his appraisal. The analysis suggests that the organization should implement consistent employee evaluations, focusing on time management and providing constructive feedback to motivate Paul towards improvement. The recommended steps include emphasizing the importance of health and safety through policies and training, and reinforcing the significance of adhering to management directives for organizational success. Desklib offers similar solved assignments and past papers.

Running head: CONDUCTING A PERFORMANCE APPRAISAL
Case Incident 18.2
Name of the Student
Name of the University
Author Note

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Table of Contents
Answer 1....................................................................................................................................2
Answer 2....................................................................................................................................2
Answer 3....................................................................................................................................3
References..................................................................................................................................5

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Answer 1
Performance appraisal was based on the four major criteria as Paul’s boss Leonard
explained during their meet. However, the four criteria are that high quality merchandise
must be manufactured as well as shipped within the allocated time; there must be appropriate
association among the employees and peers, there must be improvement in maintaining
employee’s safety and health and lastly, appraisal will be based on the response of the
manager towards the demands of the top management. However, as Leonard further stated
that for an appraisal, the first criteria hold 40% importance and the rest has 20% importance
each, therefore, to get appraised a person must have achieved maximum success in all these
four criteria. Therefore, in Paul’s case his raise will not be justified because though in the first
criteria Paul was rated excellent because under his guidance, shipments were constantly of
high quality but they were not always on time. Moreover, for the second criteria where he
was again rated excellent because employees and peer can easily relate to Paul but there are
many employees who has objection of Paul becoming the plant manager. In the third criteria,
which were the most, important one related to the employee’s safety and health, it was found
that the assessment was below average because after repeated advices about housekeeping
Paul has never taken them seriously. Lastly, for the last criteria Paul was again rated below
average because though Paul initially agrees with the demands of the top management but
latter he ignores those demands and keeps an approach as if nothing has happened. Therefore,
a manager so causal cannot be eligible for an appraisal.
Answer 2
In Paul’s case, the organization should take up the fundamental tool of employee
evaluations to conduct constant appraisals in the employee’s performance. However,
performance appraisal is the efficient evaluations of the employee’s performance so that the

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management can understand the talent of the employee’s future growth and development
(Rue, Byars & Ibrahim, 2012). Therefore, in Paul’s performance appraisal session the
supervisors should have considered his pay and compared that with his targets as well as
plans. From his ratings it is clear that the responsibilities and the outcome is not as expected
therefore, management should also consider that because if this continues that even after
appraisal there will be no increase in the profit making of the organization (Rue, Byars &
Ibrahim, 2012) . Moreover, the organization must also pay attention that how Paul manages
time, which is very much important. But it has been observed that his time management skills
are very poor because not only he has records of shipments being delayed but recently he also
has too many pent up works which are still due. Therefore, in the performance appraisal
session Paul should have been made to realize the importance of the factors where he is
lacking and therefore, being an eligible employee he is just few step away from being
appraised. Paul needs motivation as well as direction so that he can understand where his
weaknesses are and what is pulling him back from giving his 100% in his job. Thus, without
raising him he should have been given an effective feedback through which he would have
realized where his flaws are.
Answer 3
Paul has been raised in the organization, which they cannot take back because that
would be beyond their ethical practices. Thus, two of the major issues that are there with Paul
are that he is reluctant to bring about any improvement for the employee’s safety and health
and the other one is that he disrespects the demands of the management by initially agreeing
with them but then simply ignoring them. Therefore, the immediate step that Leonard must
take is to make him realize that for successfully achieving the goals of the organization Paul
should pay attention to these important criteria. Thus, to change his viewpoint regarding the

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workplace health and safety the organization should develop policies, procedures that will
identify the risk in employee’s safety and health, to keep a check the high authority should
inspect it from time to time, and any kind of ignorance from Paul’s part should be strictly
punished. Moreover, they must send Paul under training sessions, which will make Paul
realize about the dangers that he might encounter for being too casual about safety measures.
The next step is to make Paul realize that the demands of the top management is for the
benefit of not only the organization but also is a lead for him to follow and reach the right
direction and achieve profit and success (Rue, Byars & Ibrahim, 2012). Therefore, top
managements demands need an urgent fulfillment because it can extract creative as well as
innovative ideas to valuably strategies the organizational issues are hurdles.

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References
Rue, L., Byars, L., & Ibrahim, N. (2012). Management: Skills & Application. McGraw-Hill
Higher Education.