1. Behaviorally Anchored Rating Scales (BARS) are superior to Graphic Rating Scales in most performance appraisal situations. Which of the following is the primary reason why?

A.A BARS is simple to use and less time-consuming than a Graphic Rating Scale.

B.A BARS allows managers to make less biased judgments of employees.

C.A BARS provides quantitative data, whereas a Graphic Ratings Scale does not.

D.A BARS allows managers to rate employees using examples of generalized behaviors.

2 . After the Chief Executive Officer's nephew was hired to fill the Chief Financial Officer (CFO) position, morale dropped in the company because there had not been much transparency about why he had been hired. To fill the new Chief Diversity Officer (CDO) position, the CEO created an advisory committee that reviewed and interviewed multiple candidates for the position and recommended the candidate with the highest number of votes, who was the CEO's son.What is the most likely reason employees will be more accepting of the decision to hire the son than they were of the decision to hire the nephew?

A.The decision to hire the son had higher distributive justice than the decision to hire the nephew.

B.The decision to hire the son had higher interpersonal justice than the decision to hire the nephew.

C.The decision to hire the son had higher procedural justice than the decision to hire the nephew.

D.The decision to hire the son had higher social justice than the decision to hire the nephew.