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Jeffrey Pfeffer would likely call UPS a people-centered company because UPS uses three of Pfeffer's seven people-centered practices: self-managed teams, reduction of status distinctions, and sharing of financial and performance information. UPS uses the critical incidents performance appraisal method where supervisors observe drivers during ride-alongs and note exceptional and poor performance using checklists on PDAs to standardize evaluations. UPS's driver evaluation program has high legal defensibility due to thorough job analyses and standardized checklists. While supervision borders on snoopervision, UPS does not cross this line by only supervising job performance and safety. UPS could improve by allowing employee feedback and setting objectives for employees.

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179 views1 page

CS

Jeffrey Pfeffer would likely call UPS a people-centered company because UPS uses three of Pfeffer's seven people-centered practices: self-managed teams, reduction of status distinctions, and sharing of financial and performance information. UPS uses the critical incidents performance appraisal method where supervisors observe drivers during ride-alongs and note exceptional and poor performance using checklists on PDAs to standardize evaluations. UPS's driver evaluation program has high legal defensibility due to thorough job analyses and standardized checklists. While supervision borders on snoopervision, UPS does not cross this line by only supervising job performance and safety. UPS could improve by allowing employee feedback and setting objectives for employees.

Uploaded by

Abby
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Would Jeffrey Pfeffer be likely to call UPS a people-centered company? Why or why not?

 Yes, I think Jeffrey Pfeffer would likely call UPS a people-centered company. It is because three out of seven of
his people-centered practices are used in this case which are:
1. The use of self-managed teams and decentralization as basic elements of organizational design,
2. The reduction of status distinctions and barriers, and
3. The sharing of financial and performance information.
 Instead of having upper management make evaluations about the drivers, UPS has the supervisors to do ride-
alongs to see the driver’s performance.
 The case states that ever since PDAs were implemented, anyone in any office everywhere can log on and view the
status of a driver.
 The introduction of PDAs has made working at UPS a much better place because supervisors are now able to just
plug in the PDA to a PC and get all the information needed. PDAs are also helpful to supervisors because they can
be in the field and still get their email and other important information that they may need.
 The other four people-centered practices I feel weren’t covered in this case are: protection of job security, rigorous
hiring process, compensation linked to performance, and comprehensive training.

Which one (or what combination) of the performance appraisal techniques discussed in Chapter 6 is UPS using? Explain.

 Critical Incidents Method.


 The performance appraisal technique UPS is using is critical incidents. Critical incidents are particular cases of
menial and exceptional performance noted by the supervisor when they happen. This is what occurs when a
supervisor goes on ride-alongs. The PDAs used produce checklists that the supervisor will use during an evaluation.
The checklist is the same for every supervisor to use throughout the UPS Company. Each and every driver is graded
the same way. These checklists are very valuable to the supervisor because it lists all duties a driver should be
doing.

How would you rate the legal defensibility of UPS’s driver evaluation program? Explain.

 UPS’s defensibility system is extremely good.


 They are very thorough when doing evaluations. Supervisors perform a job analysis to make sure employees are
taking precautions to keeping themselves safe and still getting the job done. PDAs display a check list of duties
that each supervisor must use for each evaluation. The supervisor then checks off each duty as the driver does it.
These would be specific written instructions the evaluators follow.

From an ethical standpoint, there is a thin line between supervision and “snoopervision”. In your opinion, has UPS
crossed that line? Explain.

 In my opinion, UPS has not crossed that line.


 UPS is not digging into all your personal information, they are not snooping around. Supervisors just want to
ensure that employees are doing their jobs safely and correctly. They are simply supervising the way you drive
and how you handle things.

How could UPS improve its driver evaluation program?

 fast and efficient


 positive changes
 The driver evaluation program of UPS is already fast and efficient so I think they could improve it by providing the
employees a chance to state any positive changes they would like to see, or see if they have any suggestions to
help the company become better. UPS could set objectives for each employee to meet by the next evaluation
date; kind of a way to increase productivity and help each employee become better.

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