Which of the following is NOT a characteristic of the critical incident method for performance appraisal?

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?
• 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 _____.
• 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?
• 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 technique lists traits and a range of performance values for each trait?
• Which performance appraisal tool is being used when a supervisor places predetermined percentages of rates into various performance categories?
• Which performance appraisal technique lists traits and a range of performance?
• Which performance appraisal tool is being used when a supervisor places predetermined percentage of rates into various performance categories?