Business Finance
MGT 211 SEU VP of Human Resources for A Fortunate 100 Company Case Study

mgt 211

Saudi electronic university


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Help me study for my Management class. I’m stuck and don’t understand.

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* All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).

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College of Administrative and Financial Sciences Assignment 2 Human Resource Management (MGT211) Deadline: 28/03/2020 @ 23:59 Course Name: H.R. Management Student’s Name: Course Code: MGT211 Student’s ID Number: Semester: II CRN: Academic Year: 1440/1441 H For Instructor’s Use only Instructor’s Name: Students’ Grade: Marks Obtained/Out of Level of Marks: High/Middle/Low Instructions – PLEASE READ THEM CAREFULLY • The Assignment must be submitted on Blackboard (WORD format only) via allocated folder. • Assignments submitted through email will not be accepted. • Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page. • Students must mention question number clearly in their answer. • Late submission will NOT be accepted. • Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions. • All answered must be typed using Times New Roman (size 12, doublespaced) font. No pictures containing text will be accepted and will be considered plagiarism). • Submissions without this cover page will NOT be accepted. • Assignment -2 should be submitted on or before the end of Week-10. ASSIGNMENT-2 Learning Outcomes: 1. Demonstrate overall Human Resource concepts, goals and strategies within the context of organizations goals and strategies (Lo 1.1). 2. Ability to carry out objective and scientific analysis of Employees’ performance management (Lo 2.3 & 2.6). Assignment Structure: A.No Assignment- 2 CASE STUDY Total Marks 10 10 Case Study Imagine you’re the VP of Human resources for a Fortunate 100 company. You’ve spent your entire career attempting to enhance the workplace for employees to support their productive work in the organization. While you understand that bottom-line decisions often dominate many of the matters you have to address. You have worked hard to ensure that the employees were treated with respect and dignity in all interactions that affected them. You aligned the hiring process to serve the strategic needs of the organization, as well as implemented an effective performance management system. You truly believe in the progress you’ve made in helping the organization achieve its goals. You simply couldn’t imagine doing things differently. However, concern that the performance management process is becoming less effective because managers are inflating employee ratings has led 15 percent of all large organizations to adjust their performance management to what is frequently called “rank and yank”. Under such a system, managers are evaluated as 1, 2, 3 or 4, with 1 being the highest rating and 4 the lowest. In many cases, managers are required to give a 4 rating to the lowest 10 percent of employees each year. Those individuals receiving a rating of 4 for two consecutive years are often let go from the organization. The intent behind this system is that the throughout the two year process, evaluators are to meet frequently with the four employees, counsel them and provide necessary development opportunities. Employees in organizations that employ such a performance management system often view this process unbearable. They view the performance management process as punitive, one in which the organization is attempting to rid itself of higher-paid older workers. In at least one case, Ford Motor Company employees have filed a lawsuit to stop this practice—and prevailed .Ford removed the punitive nature of its evaluation system—and focused it more on counselling and performance improvement of the lowestrated employees rather than elimination from the organization. Source: Textbook- DeCenzo, D. A., & Robbins, S. P. (2013). Human resource management ASSIGNMENT QUESTIONS: 1. What type of evaluation process would you say is being used in this case? Explain this evaluation process.[ Marks 2] 2. What effect, if any, do you believe rank and yank evaluations have on managers? Do you see these effects as positive or negative? Defend your position.[ 3] 3. What role does such a system have in distorting performance appraisals?[Marks 2.5] 4. Write your suggestions/opinions to create better performance appraisal system in the Organization. [Marks 2.5] Answer: ...
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Final Answer


Running head: CASE STUDY


Case Study
Institution Affiliation



Question One
The type of evaluation process embraced in the case under analysis is the rating
evaluation process which is also termed as the rank and yank evaluation process. From the case
study, it is clearly stated that the managers of the organization are evaluated based on a rating
that ranges from 1 to 4.A manager with the rating of 1 is presumed to be the highest while the
one with the rating of 4 depicts a lower performance. The process of carrying out the mentioned
evaluation process involves the sorting of employees into various categories depending on the
performance of the employees and in comparison to the performance of the peers (DeCenzo &
Robbins, 2013).When the top performers are identified through the process, they are given
rewards and the bottom performers are eliminated from the organization. The top performers are
exposed to training and empowerment programs aimed at enhancing their performance. After
terminating the bottom performing employees, the company replaces the employees with new
workers (Thacker, 2012).
Question Two
I believe that the yank and rank evaluations can be effective to managers and at the same
time pose detrimental impacts on the managers. Ideally, the rank and yank system of evaluating

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