HRM3706 Assignment 3, 2023
Question 1
PERFORMING FOR PROMOTION AT MATLA ROOFING, GAUTENG
Nontokozo, has been working for Matla Roofing, a small manufacturing business situated in
Cullinan in Gauteng for ten years. For the past three years she has been working harder with
an eye on a promotion. But when the list with the names of the people who would be
promoted was posted, her name was not on it. The position she wanted was awarded to
Jeroo, an employee who was widely viewed to be the supervisor’s favourite. One thing that
could have led to Jeroo’s high rating is the fact that often in the beginning of the year he is
seen assisting differently abled clients who struggle to access the building. Jeroo is fortunate
as this happened as the manager was also walking in and saw how Jeroo assisted the
differently able customers. Nontokozo does not understand why Jeroo was promoted
because, in fact, he joined only three years ago; so, he cannot be outperforming her,
especially because she is the one who trained Jeroo when he joined the organisation. The
worst part, Nontokozo is the one who has been coaching Jeroo ever since he started working
there. Nontokozo, is very disappointed with this decision. She went to see the manager
regarding this decision but unfortunately, she was told that Jeroo was the top performer for
that particular performance review cycle, and that unfortunately individual’s files are
confidential therefore there was no way that he may discuss such information with
Nontokozo. Nontokozo tried to indicate incidences where Jeroo made several mistakes in
the current performance term/cycle, but the manager said it did not matter because, even if
Jeroo committed those mistakes, he has been performing very well all these three year he
has been appointed, therefore he deserves outstanding performance ratings.
These days Nontokozo is often absent as she avoids working together with Jeroo. She is
even considering looking for a job elsewhere if the Commission for Conciliation, Mediation
and Arbitration (CCMA) does not help her in this matter.
1.1 IDENTIFY AND EXPLAIN THREE RATER ERRORS THAT THE MANAGER AT MATLA ROOFING
COMMITTED BY PROMOTING JEROO (6)? SUBSTANTIATE YOUR ANSWER WITH EXAMPLES FROM
THE CASE SCENARIO (3).
i) Halo Effect:
The halo effect occurs when a rater's overall positive impression of an employee
influences their evaluation of specific traits or performance aspects. In this case,
the manager might have given Jeroo a higher rating and promotion based on a
single positive trait (assisting differently abled clients) without thoroughly
considering other aspects of his performance.
Example: The manager observed Jeroo assisting differently abled clients at the
beginning of the year. This positive action might have created a halo effect,
Question 1
PERFORMING FOR PROMOTION AT MATLA ROOFING, GAUTENG
Nontokozo, has been working for Matla Roofing, a small manufacturing business situated in
Cullinan in Gauteng for ten years. For the past three years she has been working harder with
an eye on a promotion. But when the list with the names of the people who would be
promoted was posted, her name was not on it. The position she wanted was awarded to
Jeroo, an employee who was widely viewed to be the supervisor’s favourite. One thing that
could have led to Jeroo’s high rating is the fact that often in the beginning of the year he is
seen assisting differently abled clients who struggle to access the building. Jeroo is fortunate
as this happened as the manager was also walking in and saw how Jeroo assisted the
differently able customers. Nontokozo does not understand why Jeroo was promoted
because, in fact, he joined only three years ago; so, he cannot be outperforming her,
especially because she is the one who trained Jeroo when he joined the organisation. The
worst part, Nontokozo is the one who has been coaching Jeroo ever since he started working
there. Nontokozo, is very disappointed with this decision. She went to see the manager
regarding this decision but unfortunately, she was told that Jeroo was the top performer for
that particular performance review cycle, and that unfortunately individual’s files are
confidential therefore there was no way that he may discuss such information with
Nontokozo. Nontokozo tried to indicate incidences where Jeroo made several mistakes in
the current performance term/cycle, but the manager said it did not matter because, even if
Jeroo committed those mistakes, he has been performing very well all these three year he
has been appointed, therefore he deserves outstanding performance ratings.
These days Nontokozo is often absent as she avoids working together with Jeroo. She is
even considering looking for a job elsewhere if the Commission for Conciliation, Mediation
and Arbitration (CCMA) does not help her in this matter.
1.1 IDENTIFY AND EXPLAIN THREE RATER ERRORS THAT THE MANAGER AT MATLA ROOFING
COMMITTED BY PROMOTING JEROO (6)? SUBSTANTIATE YOUR ANSWER WITH EXAMPLES FROM
THE CASE SCENARIO (3).
i) Halo Effect:
The halo effect occurs when a rater's overall positive impression of an employee
influences their evaluation of specific traits or performance aspects. In this case,
the manager might have given Jeroo a higher rating and promotion based on a
single positive trait (assisting differently abled clients) without thoroughly
considering other aspects of his performance.
Example: The manager observed Jeroo assisting differently abled clients at the
beginning of the year. This positive action might have created a halo effect,
