1-What are the facts Trent must consider now?
It is analyzed after reading the case study that Trent comes to know regarding the organization that it is an informal organization that is not effectively recognizing the efforts of the Smith. Trent tried to give a chance to Smith; but all in vain as there were misguided earlier efforts. Smith appraisal interview was conducted so that there could be a better evaluation of his performance and so that he can be rewarded through given a chance at a much happier place by giving him a chance of the transfer. It is analyzed that the organization rejected the application of the Trent and did not recognize Smith, a real hardworking person.
Moreover, it is concerned that Trent gives hope to Smith by asking him to fill the Employee Transfer Evaluation Form, Smith actively participated and showed his best performance, and did the hard work to the transfer. It is analyzed in the case study, that Trent should not give hope to Smith as he made up her mind and she was already facing tensions in her life. Trent wants to appreciate Smith because she mostly focuses on the “outstanding” on the performance and performs better when the appraisal system was there. The decision by Trent was not that bad, as better assessment of his execution was compensated through, given a possibility of a considerably more joyful place. However, due to effective Smith’s abilities and performance, Trent gives her hopes of getting the transfer and better pay, and management of the college does not give her that as it was an informal organization (Edebe, 2014).
2-What Avenues are now open to Trent? What does this case say to you about the need for supervisors to act morally?
Trent needs to focus on the trust as he should give the hopes that Smith can get the better position there are very few choices for the Trent now; as he should stay with the withhold pay increases that Smith should be given based on her performance, however, there was evidence to terminate Smith. Trent needs to support Smith now because the hopes were given to her, the pay recommendations can also there with the focus on the Smith cost-of-living adjustment. Trent should remain with the withhold pay expands that Smith ought to be given depending on her execution because she tried to perform better.
The Trent needs to help Smith now as the fact that the expectations were given to her, the compensation proposals. It is analyzed that both cost-of-living and the merit pay increases are the need of Smith and Trent can help Smith in this way, as there are better-inflated evaluations of Smith performance that would justify the performance. It is analyzed through the case study that the supervisors need to act morally, and they should not give hope to the employees like Trent did as he may not be satisfied with the performance of the Smith which lead the Smith to face issues in life. There are better-expanded assessments that Trent can be concerned about to help the Smith execution as there is the need for proper legitimization and execution (Robbins, DeCenzo, & Wolter, 2015).
3-Do you believe some supervisors are untruthful or recommendations are concerned? Explain.
Yes, I believe that some supervisors are untruthful because they prefer a candidate of their choice and do not prefer one who they dislike. After reading the case study, it is concerned that supervisors can show biased behavior, in the matters of recommendations they can support a candidate of choice. In the matter of Trent, he tried to give favor to the Smith. However, the truth was not there, therefore, issues were concerned and hopes, or unfair treatment was there with the Smith. In the case of recommendations, it is analyzed that every human being can be biased or there could be untruthful support. However, it may not happen in many cases, but in a few cases.
Analyzing the case, Trent attempted to offer support to the Smith, not based on the reality of the situation and in this manner, issues were concerned, and trusts or uncalled for treatment was there with the Smith. The fake concerns can lead the organization and supervisors to face also; there could be issues if chances are not given to the one who deserves. In this way, the supervisor needs to stay loyal, and there should be no favors, or one needs to give the favor based on the best performance that can be judged through the appraisal system. There could be issues if chances are not given to the person who is on the merits (Robbins, DeCenzo, & Wolter, 2015).
4-What three functions are salaries meant to perform?
The three functions that salaries are meant to perform could be described as the fact that attract capable employees because when employees are given value through money than they can perform effectively. There could be the attraction of money, and more people can come to get the job if they know that the company acknowledges the efforts. Money attracts people or employees to perform well, because when they come to know that the company has recognized their effort and paying them well, then they could be affected. However, it is analyzed that salaries can also motivate employees so that there could be an improvement of the employee’s performance, it is concerned that salaries in an effective manner example if the amounts good then there could increase in the performance also.
It is analyzed that if the best value for money is given to the employee, then employees could retain and there is improved performance through monetary incentives. In the case of Trent, the value was not given to Smith, so her performance can be affected and therefore, the recognition of the compensation management is most important to manage the personnel management effectively. The employee is given the best estimation of cash, then workers could hold, and there is enhancing execution through the money related motivating forces. Economic rewards or indirect compensation can also result in effective performance through monetary incentives (Hollon, 2014).
5-To what extent should employee appraisals be used in salary adjustments? Explain.
The appraisal system in the company could be focused as the productive aspect, as it helps the company or management and supervisor to effectively focus on the performance of the people, through the appraisal system there could be an analysis of the problem specific area that where the employee is lacking. The better administration of the compensations can result in endorsement framework and improve employee’s execution and faith towards the organization. It is analyzed through the employee appraisal system that how the employee is performing, so there could be better salaries adjustments and employees could effectively get the best reward for performance.
If employees are evaluated effectively, then there could be better management of their salaries and their effort will be recognized. However, in this way, employees will perform better, and there could be effective in their performance. If employees are assessed adequately, then there could be better administration of their pay rates. If employees are not performing well, then their salaries can be revised as the appraisal system also employees satisfied as they come to know where they are lacking and how they are performing well. It is analyzed that better management of the salaries through the approval system can provide satisfaction to the employees and enhance their performance and trust towards the company (Quast, 2013).
References
Edebe, D. A. (2014). The Manager’S Handbook. Xlibris Corporation.
Hollon, J. (2014, May 10). Survey: 60% of Workers Say Pay Is Very Important to Job Satisfaction. Retrieved from https://www.tlnt.com/survey-60-of-workers-say-pay-is-very-important-to-job-satisfaction/
Quast, L. (2013, January 21). How To Make Performance Reviews Relevant. Retrieved from https://www.forbes.com/sites/lisaquast/2013/01/21/how-to-make-performance-reviews-relevant/#123b9dc545aa
Robbins, S. P., DeCenzo, D. A., & Wolter, R. M. (2015). Supervision Today! Pearson Education.
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