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Mini Case: Coming Back from Conflict Brittany sat in her office with her stomach churning. How had she misjudged a situation so badly? She knew she had just made an enemy, but it had been an accident. Now she wanted nothing more than to explain, fix it, and smooth things over. But Oscar wouldn't even look at her, never mind talk to her. So now what? Brittany worked for a unionized food-processing facility. In addition to her HR responsibilities, she was the chairperson of an important executive committee that met regularly to discuss employee performance, rewards, and compensation. The committee did not do individual performance appraisals, but they were responsible for establishing, monitoring, evaluating, and modifying both the performance appraisal process and the process for distributing associated rewards such as bonuses. They used hiring, performance, employee satisfaction, and turnover data from the previous year to find weak spots and assess the effectiveness of their compensation strategies. As a result of this process, the appraisal rules were revisited every year and minor changes were made.

          Mini Case: Coming Back from Conflict

Brittany sat in her office with her stomach churning. How had she misjudged a situation so badly? She knew she had just made an enemy, but it had been an accident. Now she wanted nothing more than to explain, fix it, and smooth things over. But Oscar wouldn't even look at her, never mind talk to her. So now what?

Brittany worked for a unionized food-processing facility. In addition to her HR responsibilities, she was the chairperson of an important executive committee that met regularly to discuss employee performance, rewards, and compensation. The committee did not do individual performance appraisals, but they were responsible for establishing, monitoring, evaluating, and modifying both the performance appraisal process and the process for distributing associated rewards such as bonuses. They used hiring, performance, employee satisfaction, and turnover data from the previous year to find weak spots and assess the effectiveness of their compensation strategies. As a result of this process, the appraisal rules were revisited every year and minor changes were made.

Mini Case: Coming Back from Conflict

Brittany sat in her office with her stomach churning. How had she misjudged a situation so badly? She knew she had just made an enemy, but it had been an accident. Now she wanted nothing more than to explain, fix it, and smooth things over. But Oscar wouldn't even look at her, never mind talk to her. So now what?

Brittany worked for a unionized food-processing facility. In addition to her HR responsibilities, she was the chairperson of an important executive committee that met regularly to discuss employee performance, rewards, and compensation. The committee did not do individual performance appraisals, but they were responsible for establishing, monitoring, evaluating, and modifying both the performance appraisal process and the process for distributing associated rewards such as bonuses. They used hiring, performance, employee satisfaction, and turnover data from the previous year to find weak spots and assess the effectiveness of their compensation strategies. As a result of this process, the appraisal rules were revisited every year and minor changes were made.

Added by Timothy R.

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