Nontokozo, has been working for Matla Roofing, a small manufacturing business situated in Cullinan in Gauteng...

 

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Nontokozo, has been working for Matla Roofing, a small manufacturing business situated in Cullinan in Gauteng for ten years. For the past three years she has been working harder with an eye on a promotion. But when the list with the names of the people who would be promoted was posted, her name was not on it. The position she wanted was awarded to Jeroo, an employee who was widely viewed to be the supervisor's favourite. One thing that could have led to Jeroo's high rating is the fact that often in the beginning of the year he is seen assisting differently abled clients who struggle to access the building. Jeroo is fortunate as this happened as the manager was also walking in and saw how Jeroo assisted the differently able customers. Nontokozo does not understand why Jeroo was promoted because, in fact, he joined only three years ago; so, he cannot be outperforming her, especially because she is the one who trained Jeroo when he joined the organisation. The worst part, Nontokozo is the one who has been coaching Jeroo ever since he started working there. Nontokozo, is very disappointed with this decision. She went to see the manager regarding this decision but unfortunately, she was told that Jeroo was the top performer for that particular performance review cycle, and that unfortunately individual's files are confidential therefore there was no way that he may discuss such information with Nontokozo. Nontokozo tried to indicate incidences where Jeroo made several mistakes in the current performance term/cycle, but the manager said it did not matter because, even if Jeroo committed those mistakes, he has been performing very well all these three year he has been appointed, therefore he deserves outstanding performance ratings. These days Nontokozo is often absent as she avoids working together with Jeroo. She is even considering looking for a job elsewhere if the Commission for Conciliation, Mediation and Arbitration (CCMA) does not help her in this matter. 1.1. 1.2 Identify and explain THREE rater errors that the manager at Matla Roofing committed by promoting Jeroo (6)? Substantiate your answer with examples from the case scenario (3). (9) Because Ntokozo perceives her performance review as unfair, which determinant of performance may be lacking? Motivate your answer with reference from the scenario. (3) Nontokozo, has been working for Matla Roofing, a small manufacturing business situated in Cullinan in Gauteng for ten years. For the past three years she has been working harder with an eye on a promotion. But when the list with the names of the people who would be promoted was posted, her name was not on it. The position she wanted was awarded to Jeroo, an employee who was widely viewed to be the supervisor's favourite. One thing that could have led to Jeroo's high rating is the fact that often in the beginning of the year he is seen assisting differently abled clients who struggle to access the building. Jeroo is fortunate as this happened as the manager was also walking in and saw how Jeroo assisted the differently able customers. Nontokozo does not understand why Jeroo was promoted because, in fact, he joined only three years ago; so, he cannot be outperforming her, especially because she is the one who trained Jeroo when he joined the organisation. The worst part, Nontokozo is the one who has been coaching Jeroo ever since he started working there. Nontokozo, is very disappointed with this decision. She went to see the manager regarding this decision but unfortunately, she was told that Jeroo was the top performer for that particular performance review cycle, and that unfortunately individual's files are confidential therefore there was no way that he may discuss such information with Nontokozo. Nontokozo tried to indicate incidences where Jeroo made several mistakes in the current performance term/cycle, but the manager said it did not matter because, even if Jeroo committed those mistakes, he has been performing very well all these three year he has been appointed, therefore he deserves outstanding performance ratings. These days Nontokozo is often absent as she avoids working together with Jeroo. She is even considering looking for a job elsewhere if the Commission for Conciliation, Mediation and Arbitration (CCMA) does not help her in this matter. 1.1. 1.2 Identify and explain THREE rater errors that the manager at Matla Roofing committed by promoting Jeroo (6)? Substantiate your answer with examples from the case scenario (3). (9) Because Ntokozo perceives her performance review as unfair, which determinant of performance may be lacking? Motivate your answer with reference from the scenario. (3)

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1 Rater Errors Committed by the Manager a Halo Effect The manager committed the halo effect by allowing one positive trait of Jeroo assisting differen... View the full answer