Performance Review Process on GoDaddy and the Holy Grail
Unit 9 Assignment: Performance Review Process
In this assignment, you will be assessed based on the following Course Outcomes:
MT400-6: Evaluate methods to sustain benefits from a Business Process Management (BPM) project.
PC-3.5: Engage in career development and advancement strategies, including effective networking, mentoring, and creating a personal brand.
In this assignment, you will use the case study titled “GoDaddy and the Holy Grail” to analyze the issues of the performance review process at GoDaddy. The case study focuses on the people phase of the BPM process to determine the pay equity of women at GoDaddy. The performance review process is used as a determining factor for advancement at GoDaddy. The case study highlights the importance of diversity, equity, and inclusion (DEI) in the workplace, specifically in pay equity. The assignment revisits the people development phase in ensuring that the best talents are identified and selected for career advancement opportunities.
Analyze the case study GoDaddy and the Holy Grail (using the link in the syllabus) and support your answers with research on career development and performance review processes through the Library and the Internet by answering the following questions.
What are the systemic issues at GoDaddy? Explain and justify your answer.
How can Monica Bailey leverage the Women’s Leadership Lab to complete the performance review project? Explain and justify your answer.
How can the performance review process be used to promote the personal brand of diverse employees?
Identify ways Bailey can improve the performance review process to improve career development and advancement opportunities. Explain and justify your answer.
Performance Review Process – GoDaddy Case
Your Name
Subject and Section
Professor’s Name
June 22, 2023
The performance review process plays a crucial role in evaluating employee performance and determining career advancement opportunities within organizations. This paper examines the case study titled "GoDaddy and the Holy Grail" to analyze the issues surrounding the performance review process at GoDaddy, with a focus on the importance of diversity, equity, and inclusion (DEI) in the workplace. The objective is to identify systemic issues, explore strategies for leveraging the Women's Leadership Lab, discuss the promotion of personal brands for diverse employees, and propose improvements to the performance review process for enhancing career development and advancement opportunities.
Systemic Issues at GoDaddy
The case study reveals several systemic issues at GoDaddy concerning the performance review process. Firstly, there is an evident gender pay gap, as women at GoDaddy are being paid less than their male counterparts. This issue highlights a need for more pay equity and fairness within the organization. Secondly, there needs to be more diversity, particularly in leadership positions. The underrepresentation of women and minorities in higher-level roles suggests a systemic bias that limits career advancement opportunities for these groups. Additionally, the performance review process itself is flawed, as it fails to identify and promote the best talents within the organization (Sterling & Melvin, 2020). These systemic issues hinder the overall effectiveness of the performance review process at GoDaddy.
Leveraging the Women's Leadership Lab
Monica Bailey can leverage the Women's Leadership Lab to complete the performance review project by utilizing its resources and expertise. The Women's Leadership Lab can provide guidance and support in evaluating GoDaddy's current performance review process through a DEI lens. By collaborating with other female leaders and industry experts within the lab, Bailey can gain valuable insights and best practices to address the systemic issues within the performance review process. The lab can also serve as a platform for knowledge sharing, enabling Bailey to access research and data on career development and advancement strategies, thereby enhancing her project's credibility and effectiveness.
Promoting the Personal Brand of Diverse Employees
The performance review process can be instrumental in promoting the personal brand of diverse employees. By incorporating DEI principles into the evaluation criteria, organizations can recognize and appreciate the unique skills and perspectives that diverse employees bring to the table. This recognition can help build a supportive and inclusive work environment where individuals from all backgrounds feel valued and empowered. Additionally, by highlighting the achievements and contributions of diverse employees during performance reviews, organizations can create visibility and ...