Discussion Questions Essay Example | Topics and Well Written Essays - 500 words - 5

Discussion Questions - Essay Example Money Eddie is a great performer in the team and is not required to be pushed or made to sit for performance review meetings often. A bonus pay- check in the middle of the month and an incentive plan in addition to tickets to watch a racing sport when he achieves something way above his team mates will go a long way in keeping Money Eddie motivated. Always Andrea - Her personality type according to 'Six Degrees' is a Careerist and a Lifestyler. Mainly because her personality reflects reliability and loyalty which are traits of an employee looking to get ahead in the corporate ladder. She is also a Lifestyler as she keeps to herself may be due to her commitment to family and wanting to spend more time personally or for herself. A good rating at the performance appraisal and a promotion that she can look at, down the line in the company along with an incentive pay structure can be a powerful way of motivating her. She is profile who can be counted upon and can rise to the occasion to help the team in crisis. Lovely Lupita - This employee conforms to the type of a 'Collegiality Seeker' her characteristics of being social and talking about her family.

360-degree appraisal Essay Example | Topics and Well Written Essays - 750 words

360-degree appraisal - Essay Example management, this paper will provide analysis of a case study using the AMA 8-step case analysis tool as a means of installing the 360-degree appraisal in an organization (American Management Association, 2009). GE Company has its employee working in nine teams to produce GE 90 jet engines. Each of the nine teams handles the production of an engine from the initial step until the engine is ready for delivery. Each team has a goal of getting the engine produced; however, they are all responsible for management of their internal affairs including training, vacation, and overtime. Each team is equally responsible for making an adjustment to the production process, monitor product quality and take responsibility for identifying and resolving problems arising among members of the team. Decision-making in the company is based on consensus, with each team making its decisions pertaining the production process. However, the company has an overall plant manager who ensures the attention of all the teams is focused on the achievement of the company’s goals. Due to the independence nature of the teams in decision-making, the manager has little responsibilities in following up each team, as the team members feel untrusted. Unlike the conventional responsibility of decision making by managers, in the GE Company, a manager makes few decisions, with major decisions such as cost reduction and safety improvement delegated to a task force (Bressen, 2007). The challenge that comes with independent decision making by team members in a company is the disparity in the quality of the final products of the company. Since each team determines the production process, there is a likelihood that the quality of the engines would not be similar which would challenge the reputation of the company. Independent decision making by the teams in the company would result in differences in the appraisal pattern for the employees of the organization. Despite the presence of a plant manager, there