$8.$ Objective and Subjective Performance Appraisals

Objective and Subjective Performance Appraisals

Performance appraisals consist of $(1)$ assessing employee performance, and $(2)$ providing employees with feedback about said performance. Managers can evaluate employees$$ performance in two ways$$objectively and subjectively. While performance appraisals are used frequently in organizations, they are often uncomfortable and can leave both the manager and the employee feeling unsatisfied. This activity is important because performance appraisals are a key way to provide employees with the feedback they desire about how they$$re doing on the job, and managers need to understand how to use this tool properly.

The goal of this activity is to challenge your knowledge of the two kinds of employee performance appraisal.

Read each term to determine if it characterizes an objective performance appraisal, a subjective performance appraisal, or if the term does not apply to either type of appraisal.

$1.$ This type of appraisal focuses on results and is often numerical.

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$2.$ It is virtually impossible for employees to challenge this type of appraisal on legal grounds.

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$3.$ This appraisal may focus on employee attributes such as $$leadership ability$$ or $$positive attitude.$$

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$4.$ This type of appraisal is based on facts that managers keep track of$.$

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$5.$ The validity of this appraisal is questionable because managers$$ personal biases can influence ratings.

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$6.$ This appraisal may focus on specific, observable performance aspects such as conveying positive attitudes toward customers or staying late to finish projects.

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$7.$ This type of appraisal is extremely difficult to create and therefore, is almost never used in today$$s organizations.

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$8.$ In this type of appraisal, managers would track employee results such as number of cars sold in a quarter, total miles driven, or monthly sales totals.

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$9.$ This type of appraisal is less subject to being tainted by managers$$ personal biases.

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$10.$ One type of this appraisal is the behaviorally anchored rating scale $($BARS$),$ designed to assess specific behaviors. For example, a $5-$point scale that ranges from $1$employee rarely takes any initiative$$ to $5$employee often solves problems independently without being told.$$

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