Consensus Building - Coursework Example

Consensus Building Consensus Building Consensus 1.  Identify the major problems in this case.  Why do you suppose the problems emerged?  What could have been done to prevent them? The major problem in the case in this case involve high rate of employee turnover. Lack of performance appraisal is the greatest contributor to employee turnover because it causes feeling of defeat, exhaustion, and loss of hope resulting from lack of recognition even when they perform exceptionally (Mohr, Young, & Burgess, 2012).

Employees were not conversant with the performance appraisal program that was being used; this was due to poor communication within the organization. The management would have developed a proper system of employee appraisal and properly communicated it to the employees. Proper communication channels would have enabled employees to communicate their grievances to their seniors rather than discussing them in their grapevine contexts. 2.  What are the responsibilities of the director of personnel, Otto?

The director of personnel is in charge of senior level management of all employees (Clarke, 2011). Otto is also responsible for hiring and firing new employees, orienting new employees and planning training for the employees. The director of personnel, Otto, needs to collaborate with the company supervisors and review the process of employee appraisal. The 360-degree review should also be instituted to give employees opportunities to evaluate their superiors. Consensus 2 3.  What actions should Otto take?

The first action that Otto should take is improving the performance evaluation process and adopting new procedures to enhance administration of performance appraisals. Otto needs to discuss the current situation with the supervisors in order to come up with a way of professionally addressing the challenge. According to Mohr, Young and Burgess (2012), performance appraisal management constitutes several undertakings including collective goal-setting, continuous assessment process, frequent consultation, and extensive training to enhance employee performance.

Otto should also present the new system of appraisal to other executives to ensure that they understand the challenges facing the hospital. 4.  What are the responsibilities of the department directors in this situation? The responsibilities of the department directors include providing employees with the reasons for their evaluation scores and help them identify ways of improving and maintaining their results. The directors also have the duty of developing standards and procedures for designing a fair system of employee appraisal that will be beneficial to both strategic management and the employees (Southgate, 2014).

Department directors should do periodic reviews and notify the employees concerning the upcoming appraisals before the administration evaluation forms. The main reason for notifying employees is to allow them sufficient time to prepare lists of their attributes prior to appraisal date (Clarke, 2011) Consensus 3 5.  What solution can be proposed? The best solution for the current situation is to review the whole process of employee appraisal and redesign it to meet the requirements of the employees.

The hospital management should establish a new electronic performance system of appraisal and train all employees how to use it. Employees should be encouraged to participate in the decision-making process involving developing and designing appraisal procedures. The process of appraisal should be equitable; there should be no chances of favoritism and biasness in evaluation processes (Janovsky, 2009). 6.  Suggest ways to improve the performance appraisal form. Improving the appraisal form may involve having a comment box where employees can give vivid descriptions of circumstances under which they achieve their results.

A free-form box can also be left for the supervisors to give their comments and suggestions for the employee. The unstructured part of the appraisal form will allow evaluators to highlight workers’ positive areas and give advice on areas that need improvement. A proper performance appraisal will serve the purpose of increasing motivation among workers and raise their self-esteem. References Clarke, M. (2011). Appraisals assess staff competence. Railway Gazette International, 167(2), 22-34.

Janovsky, S. (2009). How to Use Employee Benefits to Increase Income & Improve Key Employees Retention. Mushroom News Kennett Square Then Washington, 57(3), 19-29. Mohr, D. C., Young, G. J., & Burgess, J. J. F. (2012). Employee turnover and operational performance: the moderating effect of group-oriented organisational culture. Human Resource Management Journal, 22(2), 216-233. Southgate, L. (2014). A conversation about the role of medical regulators. Medical Education, 48(2), 215-218.