MGT470-08A_13Jan_Assignment3 - Running head ASSIGNMENT 3 1 Assignment 3 American Sentinel University MGT470-08A_13Jan ASSIGNMENT 3 2 Abstract Assignment

MGT470-08A_13Jan_Assignment3 - Running head ASSIGNMENT 3 1...

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Running head: ASSIGNMENT 3 1 Assignment 3 American Sentinel University MGT470-08A_13Jan
ASSIGNMENT 3 2 Abstract Assignment 3 is to answer four questions for class MGT470. The first question is Application case 9-1: Evaluating Store Managers at Bridgestone/Firestone Tire & Rubber. There are three questions pertaining to the case. The second question is to name and discuss four techniques of job evaluation with advantages and disadvantages. The third question is to define the term broadbanding and how it relates to traditional job evaluation outcomes like pay ranges and classes. The fourth question is Application Case 9-2: The Politics of Performance Appraisal. There are three questions to answer for the case.
ASSIGNMENT 3 3 Assignment 3 Assignment 3 is to answer four questions for the class MGT470. These questions are to test the knowledge I have gained from reading Chapters 9-12 from the class book. Question 1 The first question is Application Case 9-1: Evaluating Store Managers at Bridgestone/Firestone Tire & Rubber. There are three questions to answer pertaining to the case. The first question in the case wants to know if I consider the description of the Firestone store manager’s responsibilities important information that the raters of managers need to be knowledgeable about. I think it is important information that the raters of mangers need to be knowledgeable about because as a rater you should know the job also. It makes you more creditable to rate someone when you know what you are doing. It also allows the rater to compare the manager being rated with the company’s objectives for the manager to accomplish while working. The second question in the case wants to know if the portion of the performance evaluation form used at Bridgestone/Firestone requires any subjective judgments or considerations on the part of the rater. I think there are a lot of subjective judgments and considerations on the part of the rater because it is up to the rater to decide if the employee is actually meeting the standard or not.

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