Ans 1
There are no. of reason why Mr Kumar Nidhi was reluctant to undergo training. Reasons could be
divided into two groups ie. Personal and officio Prospect.
Officio Prospect.
(1) Dissatisfaction to unfair appraisal Whereas the ratings are automatically generated there is no
guarantee that the raters feel satisfied about the results. The design and details of the system should be
carefully analyzed and implemented to the extent they can rely on it, otherwise it quickly becomes a
source of demotivation.
(2) Lack of intelligence on qualitative controls However all the activities done by the terminals would
be quantitatively monitored but the qualitative aspects of the work may not be measured accurately.
(3) Anonymity creates gap Whereas it seems to be an advantage for raters, it may result a
psychological gap between superiors and subordinates which cause a sense of unfairness or decreased
trust among them.
(4) Stresses on employees under control lead to less quality psychologically when individuals think
they are under control and even each of their clicks would be recorded it may increase pressures on
them and decrease the quality by creating a space for doing things which are rewarded and inattention
to what is not captured by the system (Cardy and Miller, 2005).
(5) More negative evaluations than positive Hebert and Vorauer (2003) in their empirical study found
out evaluators provide clearer and more positive feedback in face-to-face status than in computer-based
interactions. It means the raters would rate more negatively when they are not going to deliver their
perceptions about others through a Face-to-Face interaction.
(6) Privacy concerns Phillips et al. (2008) by looking at the purpose of data collection as an information
factor which affects individuals perception concludes regardless of what organization says about the
reason of monitoring, employees may feel their privacy is invaded for other purposes like reduce their
autonomy, restrict their freedom, basis for layoffs, measuring email access and usage or even timing of
restroom breaks and so on.
Personal Prospect
(1) Lack of computerization - There could be chances that Kumar Nidhi might not be having a proper
knowledge regarding Computer, thus led to reluctance in computer training.
(2) Physical and Non Physical aspect- Computerization just consider the physical aspect of the employee
While Non Physical(nature, behavior etc) aspect matters equaly.
(3) Boundation - One has to follow the provided structure, Rather than introduction to new aspect
regarding increaseon proficiency/efficiency.
(4) Limitation of Power- Power of manager in the field of appraisal would be limited.
(5) Reluctance to change- Mr Kumar Nidhi might be an emotional person that might be reluctance to
change.
Ans 2
Job rotation is a technique used by employers that would use this method on their employees to
rotate their assigned jobs throughout their employment. Employers practice this technique for a
number of reasons. It was designed to promote flexibility within an employee and to keep employees
interested into staying with the company/organization they are employed with. There are research
that shows how job rotations help relieve the stress of employees who work in a job that requires
manual labor.
Ans 3
The case determines that the personal and official prospective of the employee does have effect on
its decisions.
