Using the job description and appraisal form used in the previous ...

[cdr_15]

Using the job description and appraisal form used in the previous two questions, discuss who should rate the performance of this employee (e.g.
 
  , supervisor, peers, and/or customers)? Discuss why you chose each rater and how conflicts between ratings will be resolved.
  What will be an ideal response?

Question 2

An organization's culture is defined by:
 
  A. Its employee manual
  B. Its mission statement
  C. Its employees' attitudes and perceptions
  D. Its unwritten rules and procedures

[asware1]

Answer to Question 1

Based on the nature of this sales job, we recommend that peers, clients, and the immediate supervisor all rate performance. The supervisor is qualified to rate actual accomplishments versus expected accomplishments, new clients, and technical expertise. The supervisor is suited to rate these areas because he will be privy to sales information for each subordinate. Furthermore, the supervisor will know the number of new clients that the individual has contacted and the technical expertise based on direct evaluation of performance as well as customer feedback. The customer is best suited to rate performance regarding sales performance and client relationships, because the client is the individual witnessing the performance and interacting in the relationships. Peers are best suited to rate technical expertise and project management, because they will know how well peers know the software based on the classes that they take together, and they will know project management because they are the individuals who the salesperson will be managing. If ratings come into dispute, the supervisor's rating will carry more weight over peers and an average of customer and supervisor ratings will be used in the event they are in disagreement.

Answer to Question 2

D

[cdr_15]

Wow, this really help

[mohan]

Thanks for the timely response, appreciate it