Performance evaluations are important tools for managing performance. However, they can also easily be mismanaged by supervisors and employees alike. The situation becomes more combustible when
employees first do a self-evaluation followed by a formal evaluation from the supervisor.
Co. Sigma Inc. gives employees annual evaluations. The manager can rate each employee as Exceeds Expectations (EE), Meets Expectations (ME), Partially Meets Expectations (PE), or Horrible Employee
(HE). Employee Bill turns in his self-evaluation and has himself as an EE in all 10-performance categories. Supervisor Mary reviews the self-evaluation and is troubled. She believes he is an EE in 2 categories,
but is an ME in 6 categories, a PE in 1 category, and an HE in 1 category. She wonders how such a disconnect could exist between how he views himself and reality.
a) What do you think could have caused this disconnect?
b) How should she go about remedying this situation?
c) If she just goes ahead and gives him all EEs even though he does not deserve them, what problem(s) might this create?
Response must be at least 300 words in length and original as it will be checked utilizing turnitin.com. You must use at least your textbook to complete this assignment. All sources used, including the textbook,
must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.
Walsh, D. J. (2013). Employment law for human resource practice (4th ed.). Mason, OH: South-Western.