Scenario 10.1
Ellen Jones is the human resource manager for Tent-Sations, a midsize company that manufactures recreational camping tents. Tent-Sations employs approximately two hundred employees. Ellen is in the process of redesigning the company's performance management system. She has been instructed by top management to develop a performance management system that encourages employees to go beyond their formal job duties. Therefore, top management would also like the performance management system to assess particular employee behaviors that specifically support organizational goals in addition to employees' everyday job tasks. Supervisors in this fast-paced organization have limited opportunity to view their subordinates' performance on a daily basis. Employees work in self-managed cross-functional work teams, with each team being responsible for the entire tent-making process. With input from supervisors, each team sets its own output goals for each month of the year and employee compensation is based on the team's goal achievement as well as on individual performance factors.
-Refer to Scenario 10.1. Given Tent-Stations' work structure, what additional source of performance information may be critical in assessing employee performance?

Question

Quizplus · Accepted Answer

In this work structure where employees work in self-managed cross-functional teams, peers are the ones who have the best opportunity to view their colleagues' performance on a daily basis. Therefore, their input can be critical in assessing employee performance. Supervisors have limited opportunity to view their subordinates' performance on a daily basis, while customers and top management may not have enough information on the day-to-day performance of individual employees. Self-assessment can also be useful, but it may not provide a complete picture of an employee's performance.

Scenario 10.1 Ellen Jones Is the Human Resource Manager for Tent-Sations, a Tent-Sations