Q1. Modern Office Supply should include the following vital elements in its performance management process. The Modern Office Supply should employ an accurate and fair system, the system should be efficient, the process should elevate performance, it should use numerous information sources, and the system should include the development of coaching skills(Cardy, R., & Leonard, B, 2014). These elements will assist in improvement of morale and discipline in the company in that the performance of employees will be rated accordingly depending on how easy or difficult the job is thus appreciation of their achievements in any position they hold will help in improving their morale in doing the best for the company (Mone, E. M., & London, M, 2018). The elevation of performance will aid in creating a culture of responsibility among the employees. When the manager involves the subordinates in the planning by obtaining necessary data from them the subordinates vigor at work is reinforced.
Q2. The form used to appraise the hourly employees contributes to errors and distortion in the appraisal process for the supervisors do not go for training to get to know how they should appraise the workers. Failure of training makes them comment carelessly by even using ditto marks to get off the task quickly. The appraisal then fails to the extent that some workers stay for years without receiving the forms. The form can be revised by including a description against each work trait to help the workers understand what is expected of them and adding more in-depth reviews (Anstey, E., Riggar, T. F., & Walker, J, 2017). To rectify the errors in the appraisal process, the company should also include oral elements to combine with the written, the employees should also be given the task of performing a self-appraisal and above all the supervisors should be well trained.
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Q3. The best appraisal method for the hourly employees would be the appraisal involving external feedback(Anstey et al., 2017). That is, from coworkers, other managers and even customers.
Q4. Fatima found a problem in the appraisal of Gale and the delivery drivers that had been done by the managers in the past. The factor that led to this problem is the inappropriate substitutes for performance(Rusu, G., Avasilcăi, S., & Huţu, C. A, 2016). The jobs of Gale and the drivers cannot be determined when done correctly or not. The supervisors found it challenging to get a criterion for determining the drivers' performance. Therefore, the problem of above average remarks was noticed regardless of the customers and co-workers raising complaints. If the supervisors determined the delivery drivers’ performance by receiving outside feedback, the comments made in the appraisal form would be relative to their performance.
References
Mone, E. M., &London, M. (2018). Employee Engagement Through Effective Performance Management: A Practical Guide For Managers . Routledge.
Anstey, E., Riggar, T. F., &Walker, J. (2017). Staff Appraisal And Development . Routledge.
Rusu, G., Avasilcăi, S., &Huţu, C. A. (2016). Organizational Context Factors Influencing Employee Performance Appraisal: A Research Framework. Procedia-Social And Behavioral Sciences , 221 , 57-65.
Cardy, R., & Leonard, B. (2014). Performance Management: Concepts, Skills And Exercises: Concepts, Skills And Exercises . Routledge.
