Syarikat Zumaju’s Managing Director, Ariffin, sat at his desk planning what he was going to say to Jo, the Factory Manager, with whom he would be holding his annual performance review in a few minutes. Ariffin disliked these reviews because it was very difficult telling people about thier weakness.
When Jo knocked on the door, Ariffin motioned him in and curtly told him to sit down.
“Jo, I’m not at all happy with your performance. Your deparment has a shocking recond on attendance,your accident rate is disgraceful and customer complaints about the quality of our product are increasing. Futhermore, I understanding your eldest son is getting into trouble at school. You are going to have to pull your socks up or you will be looking a new jobs!”
Jo stood up and, with a face as red as a tomato, shouled at Afirrin, “How dare you citicize my work! You’re the one who is never around when you’re needed. You are always out playing golf. There’s nothing wrong with my workers’ attendance. Why don’t you check out Marketing? Their record is much worse and there wouldn’t be so many accident if you had bought the machine guards which I recommended to you last year. You said we couldn’t afford them. Well, now you see the results! And lastly, leave my son out of this. My private life is no business of yours.” With that, Jo stormed out of the office.
Case Question :
1. What mistakes is Arifffin making in his performance appraisal of Jo 2. How can appraisal manager emotional outbursts from a subordinate during an appraisal interviewCase Answer :
1. Performance appraisal system is a systematic and formal method for evaluating individual employee’s work performance over and agreed time period. Performance appraisal is a vital component of a broader set ofhuman resource practices, it is the mechanism for evaluating theextent to which each employee’s day-to-day performance is linked to the goals established by the…