Supervisors using the forced distribution appraisal method can protect against bias claims by:

Related MCQs

• 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 performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?
• It is most important that supervisors who choose management by objectives as a performance appraisal tool use __________
• Which of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers?
• Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?
• Which of these is a major weakness of the forced distribution method?
• Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals?
• 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 _____.
• The method that depends mainly on the ability and experience of the supervisors for gathering relevant information about the job is called the