Privatization of Solid Waste Management Case Study

Privatization of Solid Waste Management - Case Study Example Since time immemorial, the government (federal and state) took primary responsibility of dealing with the management of solid waste; however, this has since changed due to a lot of factors. One of these factors is the fact that most governments have been incurring huge amounts of costs in providing such services for the benefit of the public despite the minimal revenue generated after provision of these services. In order to cut down on expenses, most governments have resulted to privatization of such services. This in turn, facilitates the government’s ability to concentrate on providing services that are more crucial to the public such as security. The private sector can easily provide these services at low costs and even offer better and more efficient services as compared to the state.There are various ways in which privatization of solid waste management can be carried out. One of them is through the ownership of entire solid waste system by the private sector. Another wa y could be through ownership of portions of this system by the private sectors. This in turn, will enhance the government’s focus on providing more crucial services to the public (Bel & Warner, 2008).Over time, privatization’s appeal continues to increase with other sectors embracing the trend. Various reasons support the shift in thought among within different fields. This change is through the use of firms which have broad experience in solid waste management as compared to those in the public sector; as a result, such firms tend to offer better services.

Final Examination Essay Example | Topics and Well Written Essays - 1000 words

Final Examination - Essay Example On this basis, the performance evaluation process will help in identifying the various roles of an employee, and the desired results/ outcomes of their duties within the organization. This process helps in communicating the desired outcome of their duties, and how the organization will measure their efficiency in meeting its objectives (Fried and James, 2002). This process is also important because it establishes the progress of an employee under consideration. On this basis, the periodic performance evaluation process makes it possible for the organization to provide continuous coaching, training and education to the employee under consideration. This will help in developing the various skills of the employees; as a result, the organization will have a highly talented and skillful individual to work for it (Fried and James, 2002). There are a variety of good rating criteria for performance appraisals. One of the best methods to rate employees is the use of the BARS, which stands for behavioral anchored rating scale. This method allows a manager or s supervisor to provide a description on the employee’s behavior in relation to their teamwork, delivery of results, leadership skills and communications. This type of rating, gives managers the ability to provide their own reasons as to why they rate a particular employee in the particular manner. On this basis, this type of rating has an effect in reducing errors that managers can create while rating their employees (Fried and James, 2002). This is because this type of rating defines the dimension of a job that an employee does. This type of rating also identifies the various areas that are needed for training and development. However, the only disadvantage with this method of rating is that it is time consuming to develop. In carrying out a performance review, a manager/ supervisor will need data. To collect data, a manager needs to involve the employees by asking them to submit a self-review of themselves. This gives employees a sense of control, and an opportunity to be heard by the management under consideration (Fried and James, 2002). A self review will give the employee an opportunity to remind the management of some of their important contributions. The manager will also collect data/ information from other stakeholders of the business organization. This includes customers who might be asked to review the performances of an employee under consideration. Other methods of data collection include observing the performance of the employee by the organization, for purposes of recording their strengths and weaknesses. There are four main types of rating errors. This includes (Fried and James, 2002); Halo effect Halo effect involves the influence of an individual’s character based on the overall impression of the individual under consideration. Personal bias This involves rating an individual based on whether the supervisor likes him or not. Contrast effect. Contrast effects in volve making a comparison between the employees work performance, as opposed to the established standard set by the organization. Distributional errors. This involves generalized ratings, such as good, below average, excellent, without basing the rating criteria on an accurate data or knowledge.