Marcus Singh Case Summary

In this case, I see issues with personal bias and poor management decisions which caused Marcus Singh to receive an unfair appraisal. First, it was unjust for Singh to be evaluated on the same criteria on a job he had just began as people who were doing the same job much longer. It is reasonable to assume he is still learning his job duties, especially since he was moved from his previous job of 10 year in industrial development to his new job in a completely different area of Research and Evaluation. Second, Garth Frye exhibited personal bias by choosing to rank Jason Taft, an employee he knew well and had previously worked with, the same, at the expense of Signh. The appraisal system created by Frye also lacks objectivity since he formulated the ratings and completed the appraisals himself, which resulted in employees who Frye was close with, to receive higher remarks than employees Frye was less familiar with. Since this is also the first appraisal the company has done, more effort should have done to train supervisors on how to conduct fair and balanced reviews that can point out areas of improvement and do not seek to label a certain amount of employees as superior and another as inferior. It also makes no since that Frye would sign off the first review stating Singh was “a valuable employee” but

I then believe that a supervisor or another higher ranking, impartial individual should be brought in to reassess Singh’s performance in order to have a fair and critical appraisal. The same person re-doing Singh’s appraisal should also conduct new evaluations on Mr. Taft and other employees in the department to ensure everyone receives an updated, fair appraisal. Afterwards, the appraisals can be reviewed to determine which is more accurate and if Mr. Singh deserves higher rankings and a pay