1. 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 ten performance categories. Supervisor Mary reviews the self-evaluation and is troubled. She believes he is an EE in two categories, but is an ME in six categories, a PE in one category, and an HE in one category. She wonders how such a disconnect could exist between how he views himself and reality.
- What do you think could have caused this disconnect?
- How should she go about remedying this situation?
- If she just goes ahead and gives him all EEs even though he does not deserve them, what problem(s) might this create?
2.Review “Clippings” on pages 607-608 of your textbook about the McDonald’s strip search incident. Imagine a scenario that is not quite as egregious as the one referenced. Instead, imagine that a female assistant manager performed the same cavity search of the 18-year-old female employee because she thought the employee had stolen some money from the register. The assistant manager was alerted by a co-worker that the female employee in question had just walked from the front of the store (where the registers are located) immediately to the employee bathroom with some paper-like object balled up in her hands. The female employee was humiliated by the search and felt sexually assaulted by the assault and helpless because she was held there for three hours despite her objections. In this changed scenario, do you believe McDonald�s would have faced a similar judgment from the courts ($6 million award and guilty of negligence, sexual harassment, and false imprisonment)? Why, or why not? What defense(s) would the employer likely raise in order to try and justify the actions taken? Do you think these defenses would be persuasive? Why, or why not?
3.A research analyst for the Indiana Department of Corrections was told that she would have to submit to a psychological examination in order to keep her job. She took the exam, which lasted two hours and contained many questions related to details of her personal life. She sued, claiming that the test violated her constitutional rights. What should the court decide (your opinion)? Why? After writing your initial thoughts, use the Internet to look up the case. What was the actual decision, and why? (Greenawalt v. Indiana Department of Corrections, 397 F.3d 587 [7th Cir. 2005])
4.What is the hazard communication standard? Explain how this standard applies to the workplace. What should employers do in order to be compliant with this standard? What are the possible implications to an employer for failure to adhere to this standard?
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