Case Study: Job Evaluation

Case Study Job Evaluation
Keith Hopson compensation manager for Leeper Lingerie Company, was generally relaxed and good-natured. Although he was a no-nonsense, competent executive, Keith was one of the more popular managers in the company. This Friday morning, however, Keith was not his usual self. As chairperson of the company- job evaluation committee, he had called a late-morning meeting at which several jobs were to be considered for reevaluation. The jobs had already been rated and assigned to pay grade 3. However, the office manager, Dennis Long, was upset that one was not rated higher. To press the issue, Dennis had taken his case to two executives who were also members of the job evaluation committee. The two executives (production manager Bob Jones and general marketing manager Rita Trent) then requested that the job ratings be reviewed. Bob and Rita supported Dennis’ side of the dispute and Keith was not looking forward to the confrontation that was almost certain to occur.
 
The controversial job was that of receptionist. Only one receptionist position existed in the company and Geneva Hayes held it. Geneva had been with the firm 12 years, longer than any of the committee members. She was extremely efficient and virtually all the executives in the company, including the president, had noticed and commented on her outstanding work. Bob Jones and Rita Trent were particularly pleased with Geneva because of the cordial manner in which she greeted and accommodated Leeper- customers and vendors, who frequently visited the plant. They felt that Geneva projected a positive image of the company.
 
When the meeting began, Keith said, “Good morning. I know that you’re busy, so let- get the show on the road. We have several jobs to evaluate this morning and I suggest we begin…” Before he could finish his sentence, Bob interrupted. “I suggest we start with Geneva.” Rita nodded in agreement. When Keith regained his composure, he quietly but firmly asserted, “Bob, we are not here today to evaluate Geneva. Her supervisor does that at performance-appraisal time. We’re meeting to evaluate jobs based on job content. In order to do this fairly, with regard to other jobs in this company, we must leave personalities out of our evaluation.” Keith then proceeded to pass out copies of the receptionist job description to Bob and Rita, who were obviously very irritated.
 
Write a 3-4 page report that answers the following questions:
 
1.      Do you think that Keith was justified in insisting that the job, not the person be evaluated? Explain you answer.
 
2.      Do you believe that there is a maximum rate of pay for every job in the organization, regardless of how well the job is being performed? Justify your position.
 
3.      Assume that Geneva is earning the maximum of the range for her pay grade and Leeper- policy is that a salary increase cannot be given if it will cause an employee- salary to be above the maximum of the range. In what ways could she obtain a salary increase?
 
4.      If Geneva is earning the maximum of the range for her pay grade, how, other than a salary increase, could she be rewarded for her outstanding performance?
FORMAT; APA, 12pt Times New Roman, 3-4 pages, Cited Refrences within work, refrence page