In an organization, who determines & sets the standards for expected performance? the employer (the organization \& its management representatives) the employee both the employer and the employee no one - Employees are free to perform (or not) without any expected standards. Jill is a Call Center Manager for a local telephone service provider company. She is in the process of conducting performance evaluations for her team & has chosen to rank her employees from her highest performer (best) to her poorest performer (worst). Which of the following methods is she using? the forced distribution method altemation ranking simple ranking BARS (behaviorally anchored rating scale) Question 13 (1.25 points) Saved Eric is a Marketing Manager for a hospital. To measure his employees' performance, he has chosen to use a a behavioral observation scale (BOS). In which of the following ways does the behavioral observation scale (BOS) differ from the behaviorally anchored rating scale (BARS)? Rather than discarding many of the behavior that exemplify effective or ineffective performance, a BOS uses many of them to more specifically define all the behaviors that are necessary for effective performance. Rather than assessing which behavior best rellects the individual's performance. a BOS requires managers to rate the frequency with which the employee has exhibited (or demonstrated) each behavior during the period being rated. Those ratings are then averaged to compute an overall performance rating. Both of these Neither of these Reliability is the extent to which a performance measure assesses the relevant aspects of performance while validity simply refers to the consistency of a performance measure. True False Question 11 (1.25 points) Saved Acceptability refers to whether the people who use a performance measure accept it while specificity is the extent to which a performance measure tells employees what is expected of them & how they can meet these expectations. True False