Many union members argue that performance appraisal is an inherently
subjective process. Therefore to be fair, salary increases should be based on
something objective, such as job position or seniority. Discuss this position.
x In recent years there has been criticism of Walmart and of a number of
fast-food companies because some of their full-time workers are paid so
little that they qualify for welfare bene!ts. Does a company have a moral
obligation to pay all of its full-time workers a living wage, however that is
de!ned? Argue this issue from both sides.
x Some companies have tried to separate the process of performance appraisal
from the determination of salary increases. One way that this has been done
is to do annual performance appraisals at a point several months distant from
the determination of salary increases. Discuss this approach in light of the
three perspectives on ethics.
x The clearest picture of the level of service provided by bank tellers is pos–
sessed by the supervisor of the tellers. He or she is present with them in
the workplace all day, sees their interactions with customers, and deals with
customers who are dissatis!ed with an individual teller’s service. However,
tellers who are praised for service quality accept the supervisor’s view as
valid, but those who are criticized for service quality do not accept this as
valid input. Discuss.
x Some companies use what are called 360-degree performance appraisals for
managers. Input is obtained from the manager’s supervisor, peers, and sub–
ordinates. Discuss both practical and ethical issues of this approach.
x At many U.S. universities, the head football coach and/or the head bas–
ketball coach is paid from three to ten times as much as the university
president. Is there any way to morally justify this discrepancy?
x In some industries, such as new car dealerships and real-estate agencies,
employees receive all their pay in the form of commissions. This seems to
be the fairest method of compensation, since it ties performance directly
and measurably to compensation. Could or should this method be extended
to other kinds of jobs? Discuss.
