Reference no: EM132285713

1. Issues that may arise within interview assessments: If employees understand these types of assessments, and understand how to react to each assessment, are the assessments worth it? Is it more likely that there are many employees will be more truthful vs the ones who will try to game the system? I'm curious to hear everyone's thoughts.

2. Kay was excited. She had just returned from a manger’s retreat where MBO had been discussed. This had never been used in her organization, and she was enthusiastic about implementing the program in her department. She received the OK from her manager, the division head, who remembered studying MBO programs in a workshop. Kay reviewed the handout she had received at the retreat. She was still a little fuzzy on who was to choose the goals for the employees. However, she knew that the once the goals were chosen they needed to be specific and have explicit time periods attached to them. Even though there was a lot of work to do in order to implement the program, Kay thought the MBO program could motivate her employees to work at a more efficient pace.

1. Who should develop the employee goals for the MBO program?

2. Is it a good managerial decision to have only one department in the organization following an MB0 program, while other departments use different goal-setting methods? Explain your reasoning.

3. Give three benefits of setting deadlines as part of your MBO.

4. How often should the employee and supervisor meet to review the employee’s performance under an MBO program? What is the purpose of the periodic review? What actions should happen as a result of the periodic review?