The civil services - Grade: 12 PDF

Preview

Summary

adadadadwd wd qwafe wesg wesg wre ghwreah ewrh er...

Description

Here is your answer Please read carefully: This tool was built to help students test their ability answering the problems, and thus I totally disclaim my responsibility for any unethical use of it.

Question: The Civil Service Board in a midsize city in Indiana decided that a written exam should be given to all candidates for promotion to supervisor. A written test would assess mental skills and would open access to all personnel who wanted to apply for the position. The board believed a written exam for promotion would be completely fair and objective because it eliminated subjective judgments and personal favoritism regarding a candidate’s qualifications. Maxine Othman, manager of a social service agency, loved to see her employees learn and grow to their full potential. When a rare opening for a supervising clerk occurred, Maxine quickly decided to give Sheryl Hines a shot at the job. Sheryl had been with the agency for seventeen years and had shown herself to be a true leader. Sheryl worked hard at becoming a good supervisor, just as she had always worked hard at being a top-notch clerk. She paid attention to the human aspects of employee problems and introduced modern management techniques that strengthened the entire agency. Because of the board’s new ruling, Sheryl would have to complete the exam in an open competition— anyone could sign up and take it, even a new employee. The board wanted the candidate with the highest score to get the job but allowed Maxine, as manager of the agency, to have the final say. Because Sheryl had accepted the provisional opening and proved herself on the job, Maxine was upset that the entire clerical force was deemed qualified to take the test. When the results came back, she was devastated. Sheryl placed twelfth in the field of candidates, while one of her newly hired clerks placed first. The Civil Service Board, impressed by the high score, urged Maxine to give the new clerk the permanent supervisory job; however, it was still Maxine’s choice. Maxine wonders whether it is fair to base her decision only on the results of a written test. The board was pushing her to honor the objective written test, but could the test really assess fairly who was the right person for the job? What Would You Do? 1. Ignore the test. Sheryl has proved herself via work experience and deserves the job. 2. Give the job to the candidate with the highest score. You don’t need to make enemies on the Civil Service Board, and, although it is a bureaucratic procedure, the test is an objective way to select a permanent placement. 3. Press the board to devise a more comprehensive set of selection criteria—including test results as well as supervisory experience, ability to motivate employees, and knowledge of agency procedures—that can be explained and justified to the board and to employees.

Answer: Different companies have different requirements of skills to perform certain jobs. Some firms may be more willing to hire experienced persons for their requirements whilst some jobs can be performed equally better by new employees with no or a very little experience. For example, in case of fire-fighting services, the more the aged person the less will be the physical fitness (there maybe exceptions always). Hence, new and younger employees can serve better. ,

1. In this case the manager MO must make a decision by considering the board viewpoint and S’s performance over the years. The following are the qualities of S that needs to be kept in mind while deciding: • S has been working with the firm for last seventeen years. • S has been accepted provisionally and has already been working at the job. • S has had an excellent work record. • S has had an excellent human relationship record. • S has also shown that she is technologically sound and has been using latest techniques for the firm’s benefit. Though she preferred to promote S for the job, she should also consider the viewpoint of the board members and also show respect to the policy of fair chance and competition to others. Hiring a totally new clerk for the position will not serve the purpose because of lack of inexperience. Though things can always be learnt but that will need time and training and till this time the productivity of the firm will definitely not be up to the mark. MO should therefore find a way such that both the objectives are met. The way to solve this is to give weighted scores to experience and test scores in proportion that employees competing totally on the base of test may also qualify. Thus, it can be said that he should not ignore the test and find a middle way to settle the situation. , 2. It is always correct to do what is best for the organizational welfare. One should do what is right and justified. Though in this case, the management objective is to select a permanent employee for the position, being the agency manager, it becomes her duty to not overlook the experience and other specialties of S. However, the experience alone cannot be given full advantage. Intelligence is what matters equally. The person scoring highest marks or others should be given fair chances. This will result in the welfare of the organization because in any other case employees will feel demotivated if not given a chance to compete. Thus, the decision should be made by keeping I mind the welfare of both the employees and organization and not to please the higher authorities. , 3. It is the correct approach to reach the management to make more realistic and comprehensive policy. This will not let any employees feel deprived of the opportunity to advance their position. Hence, this is the correct strategy and must be followed by the manager of the agency....