Briefly explain what is meant by objective and judgmental performance evaluation. Discuss two methods of judgmental evaluation.
5. (TCO 8) Briefly describe the purposes of job analysis and the two documents that often result from it.
6. (TCO 9) List the advantages and disadvantages of written communication.
7. (TCO 10) What are knowledge workers? Describe an organizational task that a knowledge worker might perform.
8. (TCO 10) Define the term budget, and briefly describe the purposes that budgets serve. What are the three general classes of budgets?
Each of the essays below is worth 25 points
1. (TCO 2) Organizations have both an internal and an external environment. Define the external environment, and list and very briefly discuss its two parts.
2. (TCO 2) Who is responsible for corporate governance? How does it affect the internal business environment?
3. (TCO 4) What are the advantages and disadvantages of having a diverse workforce?
4. (TCO 10) List the three types of operations control. Use a department store such as J. C. Penney’s to give an example of each type of operations control.
5. (TCO 10) “An Academy Award for Best Picture is an example of an award that is given for quality.”
6. Choose four of the dimensions of quality that are identified in the textbook and describe how each of them are relevant to this statement.
Each of the essays below is worth 30 points
1. (TCO 5) Define and describe in detail the impact of intuition and escalation of commitment in terms of decision-making. Please use at least one example.
2. (TCO 5) Create a set of organizational goals for a hypothetical company that includes at least one goal from each level within the organization as described in the text. Explain how your lower-level goals contribute to attainment of higher-level goals.
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1. Objective and judgmental performance evaluation:
Objective performance evaluation refers to the process of measuring an individual's performance based on specific, measurable criteria. It focuses on facts and data rather than personal opinions or judgments. Objective evaluation methods typically include quantitative measures such as sales figures, production output, or customer satisfaction ratings.
On the other hand, judgmental performance evaluation involves assessing an individual's performance using subjective judgments and opinions. It relies on the evaluator's personal observations, interpretations, and assessments. Judgmental evaluation methods often include qualitative measures such as ratings based on a scale or narrative feedback.
Two methods of judgmental evaluation:
a. Ranking: This method involves listing employees from best to worst based on their performance. Typically, evaluators rank employees in a specific group or department. The ranking can be done either individually or through group meetings where evaluators discuss and reach a consensus on the rankings.
b. Paired comparison: In this method, evaluators compare each employee with every other employee in pairs and determine who performs better. The evaluator assesses the employees based on specific criteria and assigns points or rankings to each pair. Finally, the scores or rankings are tallied to determine the overall performance rating.
5. Purposes of job analysis and resulting documents:
Job analysis is the systematic process of collecting, analyzing, and documenting information about the requirements, responsibilities, duties, and skills needed for a particular job. The two documents that often result from job analysis are job descriptions and job specifications.
a. Job descriptions: These documents provide a written summary of the tasks, duties, and responsibilities associated with a specific job. They typically outline the key functions, required qualifications, and reporting relationships involved in the job. Job descriptions help clarify expectations, establish performance standards, and aid in recruitment and selection processes.
b. Job specifications: These documents outline the qualifications, skills, knowledge, and abilities required to perform a particular job successfully. Job specifications provide a detailed list of the minimum qualifications and criteria that candidates must possess to be considered for the job. They serve as a guide for recruitment, selection, and training processes, ensuring that the right candidates are hired for the job.
6. Advantages and disadvantages of written communication:
Advantages of written communication:
- Clarity and precision: Written communication allows individuals to carefully craft their message, ensuring clarity and precision in conveying information. It reduces the chances of misinterpretation or misunderstanding.
- Documentation: Written communication provides a written record that can be referred to later. It allows for easy reference and serves as evidence in case of disputes or conflicts.
- Distribution: Written communication can reach a wide audience simultaneously. It can be distributed electronically or in print, ensuring that the message reaches multiple recipients at different locations.
Disadvantages of written communication:
- Lack of immediacy: Unlike verbal communication, written communication lacks the immediate feedback and response that can be obtained in a conversation. It may result in delays and hinder quick decision-making or problem-solving.
- Limited non-verbal cues: Written communication lacks non-verbal cues such as tone of voice, facial expressions, and body language. Consequently, it may lead to misinterpretation or ambiguity in understanding the message.
- Time-consuming: Composing written communication, especially for lengthy or complex messages, can be time-consuming. It requires careful planning, drafting, and editing before the final message is communicated.
Note: Please refer to the remaining questions individually for their explanations.