The Supreme Court has held that the selection guidelines in the Case Study

The arrogant homage has held that the endurance guidelines in the federal governments Uniform Guidelines on Employee selection Procedures also apply to public presentation measurement - caseful Study ExampleDana accused Mr. McGrory of discrimination on the tooshie of gender and sexual orientation. The Supreme Court found McGrory guilty for failing to cooperate with the attorney when he was required to provide a performance appraisal plan. Further, the court dismissed his appeal for wrongful dismissal and termed his claims unfounded.Performance management in the US is important in the employment sector as it provides the basis for employee evaluation. The employees are obliged to perform to the measuring rods of the memorial tablet if they have to reserve their jobs. Performance management requires transparent guidelines on the measures of employee performance within an organization. As Noe, Hollenbeck, Gerhart, & Wright (2011, p. 249) detail out, the Supreme Court has held t hat the selection guidelines in the federal governments Uniform Guidelines on Employee Selection Procedures also apply to performance measurement. The idea of the Supreme Court is to ensure that performance management is conducted ethically to avoid issues of discrimination or wrongful dismissal of employees. The human resources must define a standard criterion for measuring performance within its organization to ensure that work assessment is conducted in a transparent manner.In the case above, the court found McGrory guilty of misconduct for his failure to provide a clear basis for regarding Dana as an efficient employee. When questioned by the court, he failed to provide a clear basis for performance management which he used as a reference in measuring the employees performance. An unethical issue that emerged in this case is that the McGrory used other employees to assess the performance of Dana, which is against the guidelines provided by the Supreme Court (Lewis, 2013). Accord ing to the Supreme Court, employees should be assessed using the same selection guidelines that an organization uses. Therefore, it was probable that the employee sound off against Danas performance may have