Avestruz, Erin

BSBA 3.2A

07_Task_Performance_1 

1.What performance appraisal problems were implicitly mentioned in the study?

The problem with the performance review in the case is that supervisors favor their own candidates for
promotion. People say that twice a year, at a meeting called Organization Leadership and Review,
employees who do well and those who don't are called on. Someone's job may get better, while
someone else's job may be about to fail. People said that supervisors have their own people they want
to promote, and that those people are judged based on their personal opinions instead of how well they
do their jobs. An employee has to know the boss in order to get a job, which is wrong because it could
cause problems in the company because it's unfair and unjust.

2.How might these problems impact the accuracy of the Organization and Leadership Review (OLR)?

Amazon will make big changes to how it evaluates its employees' work every year, ending a
controversial practice that has become a symbol of the tech giant's high standards and hard-charging
workplace. Issues with performance reviews have a big effect on how accurate the Organization and
Leadership Review is (OLR). Amazon won't be able to find the employee who is the most qualified and
deserves the promotion. Because of the problem with performance reviews, OLR won't be able to reach
its two main goals. If an employee's boss can't make a good case for them, even if they deserve it, their
favorite subordinate will get the promotion. With such a large staff, it can be hard to manage people
aggressively out of the company using the stack-rank method.

3.How would you correct the effects of the PA problems mentioned in the study?

The process must be changed to fix the effects of the PA problem. Amazon can use its electronic
performance monitoring system so that employee evaluations aren't just based on the employee's own
experience. Using electronic performance monitoring, employees can be graded on how much work
they do, how long it takes them, and how much they can do. This can also be used to watch the workers
all the time. So, this kind of electronic monitoring system will be very helpful during the review and
appraisal process and will definitely lessen the impact of PA issues.

4.Which appraisal method/s most closely resembles OLR?

MBO and OLR are both ways to manage based on goals. OLR works to make sure that organizational
leaders manage groups of people well so that the goals and objectives of an organization can be met.
The MBO evaluation method is goal-oriented because it is used to see if the organization's goals have
been met or not. The SMART method is used to check whether completed goals are specific,
measurable, doable, realistic, and have a deadline. At the end of the review period, members of an
organization are judged on how well they met the goal. People who don't reach their goals must go
through a performance approval evaluation to make sure they are trained and given advice on how to
reach their goals in the future.

5.What appraisal method do you think would best meet Amazon's objectives of retaining the
bestemployees while initiating corrective action with the bottom 10%? Explain why you chose the
method you did.
Avestruz, Erin
BSBA 3.2A

Psychological appraisal (which looks at employees' intelligence, analytical skills, emotional stability, and
so on in order to make better team-building decisions) and grading and checklist appraisal (which uses
A-to-F letter grades and checklist questionnaires to find out more about an employee) are the best ways
for Amazon to keep the best employees and help the bottom 10% improve. Griffin (n.d) (n.d.) Amazon,
for example, can use electronic performance monitoring to watch and analyze an employee's behavior
in real time. This strategy is good because "electronic monitoring systems are also used to continuously
collect information on performance measures such as average call handle time, total number of calls
handled, and time on breaks" (CanElectronic Monitoring Improve Employee Performance, 2014, para.
3). There are, on the one hand, electronic