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?

Related MCQs

• 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 a performance appraisal tool use __________
• The disadvantage of graphic rating scale is