Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.

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?
• Supervisors can ensure that employees are satisfied with their performance appraisals by ensuring that employees:
• 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?
• Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?
• Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?
• The primary purpose of providing employees with feedback during a Performance eappraisal is to motivate employees to _
• When the action plan is prepared for correcting performance deficiencies is
• Which of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers?
• It is most important that supervisors who choose management by objectives as a performance appraisal tool use __________
• New performance appraisal systems and incentives usage is part of