Question 2 case information:

Telepazio had long had the same performance appraisal system for its employees. For the system to be effective, it is important to not only achieve results, but to reach them in the right way. An objective accomplished using inappropriate or illegal conduct is considered to be more harmful to the organization than an unmet goal. The competency appraisal is set by the manager. Competencies are evaluated on a three-level rating scale: (1) to be improved, (2) standard or (3) outstanding. Examples of skills assessed are:

• Communication skills
• Organization of work and time management
• Accuracy and quality of work
• Customer service orientation
• Flexibility
• Effectiveness and continuous achievement

The rating system results in 2011 over 10 units was as follows: Question 2: Examining the performance appraisal typically used by Telepazio, how would you rate it on the important criteria needed to make an accurate appraisal of performance (please discuss all 5 common criteria used to evaluate an appraisalreliability, validity etc). Explain why you say it is high, medium or low on that criteria. Then, please identify two biases that might be at play in the appraisal and why you think this is a possibility. Telepazio has considered changing to a forced distribution type of appraisal. What are two benefits and two disadvantages of this type? Should they adopt this type of appraisal? Assuming they do not do forced distribution, what advice would you give them in terms of developing a more accurate performance appraisal?