I. Perspective Held by the Group
David Rhine is the compensation manager for Farrington Lingerie
Company, he is generally relaxed and good-natured. Although he is a no–
nonsense – does not tolerate anything frivolous and trifling – competent
executive, David is one of the most popular managers in the company. He is
also the chairperson of the company’s job evaluation committee.
II. Statement of the Problem
The main problem in this case is that after the result of the job re-
evaluation, the office manager, Ben Butler, was upset that one was not rated
higher. He had also taken his case to two executives who were also members of
the job evaluation committee: the production manager, Bill Nelson and general
marketing manager, Betty Anderson, then requested that the job ratings be
reviewed. Bill and Betty supported Ben’s side of the dispute. The controversial
job is the receptionist which is held by Marianne Sanders who is working for 12
years in the company. Ben, Bill and Betty only want to do a job rating review for
the sake of Marianne.
III. Objectives
To give a fair job evaluation based on job content. To do this fairly, with
regard to other jobs in the company, personalities must be disregarded and left
out of the evaluation.
IV. Analysis of Relevant Case Facts
According to Kimball and Kimball, “Job evaluation represents an effort to
determine the relative value of every job in a plant and to determine what the
fair basic wage for such a job should be.”
Evaluations should be based on the job description and job content
alone: personal characters and attitude of the employee should be left out.
Thus, job evaluation is different from performance appraisal. In job
evaluation, worth of a job is calculated while in performance appraisal, the
worth of employee is rated.
V. Statement of Strategies and Alternative Courses of Actions
• Give rewards and incentives to well-performing employees.
• Orientation program for employees who wants to apply for a possible
promotion.
VI. Decision Analysis
