Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor keeps a record of uncommonly good and or undesirable examples of an employees work

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Which performance appraisal tools require a supervisor to maintain a log of positive and negative examples of a subordinate's work

A) alternation ranking B) paired comparison C) critical incident D) graphic rating Answer: C Explanation: C) With the critical incident method, the supervisor keeps a log of positive and negative examples (critical incidents) of a subordinate's work-related behavior.

Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits *?

Under alternation ranking, employees are ranked from best to worst on a trait or traits.

Which performance appraisal tool is being used when a supervisor places predetermined?

The correct option is D) forced distribution. Forced distribution is one of the appraisal tools used by the management to appraise employees. Under this method, a supervisor places predetermined percentages of appraises into various performance categories and then rates them based on their prior performance.

Which performance appraisal problem is associated with supervisor?

The halo effect refers to the problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits. In order to ensure that a performance appraisal is legally defensible, a supervisor should use only one performance appraisal tool.