Archives for the Month of December 2006 on Matt Collins's Journal
Annual Report
The second half of the Human Resources Simulation was a great learning experience for me. My group had been very successful in achieving desirable results during the first portion of the simulation, and when we began falling behind the industry averages in certain areas during the second half of the simulation, we were a bit stumped concerning what our best options for continued success were. What I learned at this time was that it is very difficult to make a change in one area of a company without having an effect of some sort on other aspects of the company as well. For example, when my group was forced to fire several employees during quarter six, our morale decreased significantly despite wage increases that we implemented specifically to counteract this damage, but our productivity level improved. Weighing the positive and negative results of each action from that point on was a challenge, but it was a good lesson about business management as well.
Learning Plan
In the past, I have never been one to set my sights on something that will take place more than a few months in the future. However, completing the learning plan forced me to map out my life for at least the next year. When doing this, I chose to set long term goals of studying abroad and learning to speak Spanish. Having these goals in my mind with specific dates in the future by which I plan to accomplish them has already led me to focus more than I normally would on these goals. I have already attained information about studying abroad in Australia during the spring of 2008, even though applications for schools in Australia aren't due until next October. Also, I have registered for a Spanish class next semester that will develop my skills to a level at which I should be able to begin conversing in the Spanish language. I am excited to see how my improved goal-setting skills will be reflected in the results of my actions as I continue to take steps towards achieving these goals in the upcoming year.
Performance Appraisal
The most important goal of performance appraisals is to better the work environment in some way. More specifically, appraisals can bring about improvement by pointing out current problems and offering solutions to them, as well as by bringing up and reinforcing positive behaviors. A problem that can occur as the result of performance appraisals is that when the negative behaviors of one employee are brought up in an appraisal, it can have a detrimental effect on that person's morale and performance if the situation is not handled properly. Because of this, it is important to deal with performance appraisals in a manner that focuses not on ways in which mistakes have been happening, but on ways in which the work environment can be improved in areas where problems are occurring. From the perspective of someone giving an assessment of an individual, it is best to relate both the positive and negative aspects of that person's work as opposed to singling out the negatives. Analysis of the appraisals should take place in a group environment in order to offer the best support and a variety of suggestions for methods of improvement. It is also very important that performance appraisals be conducted fairly, displaying absolutely no bias for or against the person being appraised. When performance appraisals are handled properly, there will be distinct benefits for all those involved.
SMART versus START NOW
When choosing between the SMART and START NOW methods while writing my learning plan, I found that there are major advantages to each. The SMART method, which I used when planning my first goal, is a very good way to organize a goal that can be achieved during a specific time period. For example, I used this method to organize my goal of studying abroad in Australia. There are distinct, time-relevant steps that need to be taken in order for me to accomplish this goal, and the SMART method helps to make plans such as these a reality. In contrast, the START NOW method seems to me to be better suited for goals that are more abstract. There is no "time-bound" element to the START NOW method, but it is useful for constant motivation to be working towards a goal as opposed to simply meeting deadlines. This method was useful to me as I organized my plan to learn to speak Spanish. It is important to make the distinction between the two methods when setting goals in order to have the best chance for successfully achieving them.
Knowing When to Fire
After the discussion about the Tom Mendola case took place, I was left wondering when it is appropriate to fire a worker who has repeatedly displayed problems if there are still ways in which the employee could possibly be helped to improve. I believe that the debate is a question of balancing an ethical decision with a monetary decision. In terms of efficiency, firing an inadequate employee and hiring a more qualified worker is the best choice. In terms of ethics, it could be seen as unfair to fire someone who still has the potential to improve their ability to a point at which they could perform their job sufficiently. In my opinion, the best way to handle a situation like this is to determine a point at which it is clear that enough help has been given to the employee without seeing improvement as a result. At that time the employee could be fired in good conscience from an ethical standpoint.