Which of the following if true best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool to evaluate employee performance?

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Foundations of Business

Hughes/Pride

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Which of the following, if true, best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use? A. The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents. B. Employees in Suzanne’s department who are categorized in the bottom 10% of the firm’s employees will be immediately dismissed. C. Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position. D. Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills.

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Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use a graphic rating scale to evaluate the performance of her subordinates.

A) Employees in Suzanne’s department who are categorized in the bottom 10% of the firm’s employees will be immediately dismissed. B) Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position. C) Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills.

D) Employees in Suzanne’s department participated in developing their own performance standards when they were first hired by the firm.

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Discussion

Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following, if true, undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?
Stacey is using a behaviorally anchored rating scale as a performance appraisal tool. She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance. What should Stacey do next?
Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?
If a performance appraisal focuses on an employee’s ability to “identify and analyze problems” or to “maintain harmonious and effective working relationships,” then the performance appraisal is focused on measuring _____.
If a performance appraisal focuses on an employee’s quality and quantity of wok, then the performance appraisal is focused on measuring _____.
When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company’s strategy, it is called _____.
All of the following are usually measured by a graphic rating scale EXCEPT_,
All of the following are usually measured by a graphic rating scale EXCEPT
It is most important that supervisors who choose management by objectives as aperformance appraisal tool use __________
The disadvantage of graphic rating scale is