In an effort to overcome some of the subjectivity in the attribute$-$based performance rating system, many organizations evaluate employees instead on specific behaviors. The behavioral rating approach focuses on the behaviors an employee must exhibit to be effective on the job and the behaviors that help the organization achieve its goals. Other companies use a results approach, which measures the objective outcomes of a job or work group.

Both approaches to performance management, measuring results and rating behaviors, tend to be highly effective in linking employee behavior to the organization's goals. They both offer ample feedback to employees on what is expected of them and they are highly accepted in an organization. However, as you've read, they also have their drawbacks. This activity is important because you will read terms related to the two approaches and decide to which of the two they best apply.

The goal of this activity is to compare the major methods for measuring performance.

Read each scenario, then match it to the correct approach to which it applies.

$1.$ Make$-$a$-$Million Industries has employees set realistic and measurable goals with their manager at the beginning of each year. They are then rewarded based on how well they achieve those goals.