Online from: 2011
Information: About this Collection
|Title:||A day to remember!|
|Author(s):||Kamal K. Jain (Member of Faculty, OB & HR Area, Indian Institute of Management, Indore, India)|
|Citation:||Kamal K. Jain, "A day to remember!", Emerald Emerging Markets Case Studies Collection, (2012)|
|Keywords:||360-degree feedback, Higher education, India, Inspiring instructors, International business, Performance analysis, Teaching|
|Article type:||Case study|
|DOI:||10.1108/20450621211228374 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
|Acknowledgements:||The case and teaching note are developed solely as the basis for class discussion. The case and note are not intended to serve as endorsement, sources of primary data, or illustration of effective or ineffective handling of the situation. Disclaimer. This case is written solely for educational purposes and is not intended to represent successful or unsuccessful managerial decision making. The author may have disguised names; financial and other recognizable information to protect confidentiality.|
Title – A day to remember!
Subject area – Performance management, human resource management.
Study level/applicability – This case is appropriate for undergraduate and post graduate studies.
Case overview – A premier business school in Central India decides to offer the Best Teacher Award to a faculty who gets the highest feedback from the students. The idea is to motivate the faculty and also help them improve their teaching pedagogy/style, etc. A feedback form is designed and administered in the last session of the course. The average across all the sections and courses is calculated and displayed on the institute's intranet. Soon doubts are raised on the validity of the decision to give away the Best Teacher Award based on students' feedback. The case makes an attempt to highlight that performance is a function of several factors. What apparently seems to be a great performance may not be a great performance and similarly what apparently appears to be poor performance may not necessarily be poor performance. One needs to dig deep into this to arrive at any meaningful conclusion.
Expected learning outcomes – Performance should not be judged at face value. Performance analysis is necessary for any meaningful decision.
Supplementary materials – Teaching notes.
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