Review the “You Be the Consultant” exercise titled Selecting, Training and Appraising Employees (p. 93). Develop responses to the following questions:

What personality characteristics would you recommend the company seeks to find in its prospective employees? Which ones should it avoid? Explain your answers.

In the competitive epoch, when there are lot of concerns regarding ethical issues and effectiveness another major concern in the form of personality development of employees has also emerged and companies are spending bulks of amount to figure out it. An employee with high moral values and with high standards can sets a completely different environment within an organization. On the other hand, if a person is not good with its own standards, then, there is no remedy he finds to instigate followers for a particular reason. That is main reason, organization needs employees, those having high moral values.  (Greenberg. 2013)

The reason is very understandable, why company needs such employees. Values of workers or employees collectively reflect values of organization. If employees would have low standards then company will follow as well and vice versa. That is key of success, and these are the qualities which can create strong customers relations in the competitive epoch.

What types of biases and inaccuracies may be expected in the process of appraising employees’ job performance? What can be done to minimize the impact of these factors?

It is very imperative to understand the instigating force that lures an individual to work hard in the best interest of company. There are many different theories in this regards those help to understand the causality between employee’s performance and a company’s policies. By putting glance over Kelly’s Hypothesis, it could easily be understood that performance of employees in work field not only controlled by appraising policies but there are many other factors those compel them to do things in a particular manners. (Greenberg 2013).

For instance, biased policies in term of evaluating performance and policies in term of providing benefits can fluctuate with in different hierarchy levels. But it is expected that there should not be a great gap between policies-terms for different levels. More there will be gap in term of policies, more problem in term of biasness will emerge. And the ultimate result would be that, it will push employees of lower scale in sullen state of disparity, and that is worst from the perspective of strategic management.  (Greenberg 2013).

In the same way, by mean of reducing gaps in restrictions and terms of policies for different levels a peaceful environment can be created in which perception of biasness would ultimately attenuate and performance would go far beyond the level of expectations, which is the key of success in the current epoch.

Given that the company invests a great deal of money in its training program, you are interested in seeing that it works as effectively as possible. What specific steps can you take to ensure that learning of job skills occurs at a high level?

That is an obvious thing. It is an age of competition and every business try its best to streamline its process and procedures in more effective manner. Having skilled employees can create a difference in the competitive era, and that is the reason, every business spends bulks of amount in order to achieve excellence in term of skilled employees and also provide training programs which coaches employees how to meet the demands of global competitive environment.

But, as we have found, there are many problems in the work field. We can in clinch that lack of interest in the course of learning can make all efforts useless and despite of spending heavy expenses in term of training programs, company in return gets nothing but wastage of time and money. Therein we have some solutions to sort out the issues in the course of learning, and, these can ensure employees learning at best possible level. From the piece of Greenberg, ‘Managing behavior in organizations’ I found different means to ensure learning. Therein I would like to share some of the means briefly, and all of these mainly based on human psyche. (Greenberg 2013).

Participation, repetition and taking instant feedback, these are three basic tools which can ensure learning in the course of training program. Although are many other means, but simple these three are more imperative in order to cut the mustard in the age of such competitive epoch. (Greenberg 2013).

If we consider the very first methodology, the participation which is the major deal. Employees under training could be asked to share their learnings before other employees. This would help to keep all of the training participants in focused and this will also help other employees to understand an issue from different perspectives. (Greenberg 2013).

The next is reputation, that is human psyche, he learns from conditioning and all the time this thing really helps him to remember things for long time. That is the reason, it is suggested to deliver training programs after regular time intervals. (Greenberg 2013).

Feedback will not only ensure learning, but it can helps the management to understand the loopholes in training programs. That means, there might a gap between what an employee learn and what he is expected to learn. Feedback helps to understand the effectiveness of a training program and also helps the management to be assure training tasks has been accomplished. (Greenberg 2013).



Greenberg, J. (2013). Managing behavior in organizations. Boston: Pearson.