Which of the following is not a reason why performance appraisal is used by organizations?

Related MCQs

• 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 _____.
• 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?
• Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals.
• Performance management combines performance appraisal with _____ to ensure that employee performance is supportive of corporate goals.
• Which performance appraisal tool is being used when a supervisor places predetermined percentages of rates into various performance categories?
• Which performance appraisal tool is being used when a supervisor places predetermined percentage of rates into various performance categories?
• Which performance appraisal technique lists traits and a range of performance values for each trait?
• Which performance appraisal technique lists traits and a range of performance?
• Who is in the best position to observe and evaluate an employee’s performance for the purposes of a performance appraisal?