Please only provide answer, no explanation needed. PAY CLOSE ATTENTION, I need the format with question #, and part (Ex. 1a, 1b, 2a, 2b, etc..).

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Performance Appraisal: Purposes and Methods Performance Appraisal: Sources of Error Performance appraisal is the formal evaluation of an employee's job performance. Performance appraisal is important in order to . . . - Validate employee selection tests and assess the impact of training programs. 0 Make decisions about pay raises, promotions, and training. - Provide feedback to help employees improve their performance and plan their careers. This is usually done in a one-on-one meeting between the supervisor and employee, and the discussion covers the manager's assessment of the employee's performance, the basis for that assessment, and how the employee can improve their performance in this job or grow into another job. Organizations may use objective methods orjudgmental methods, or both, to evaluate performance. - Objective measures include quantitative measures of output and assessment of performance under standardized conditions. 0 Judgmental methods include ranking employees relative to each other and rating employees relative to a xed standard. A behaviorally anchored rating scale (BARS) can be used to rate employees; managers identify relevant performance dimensions and then generate anchorsspecific, observable behaviors typical of each performance levelfor each dimension. For example, a sales representative must be friendly with customers, provide customers with accurate product information, and document customer contacts correctly in the salestracking system. The manager might note the employee's total sales during the evaluation period (an objective measure) but also rate the representative's observed interactions with customers on the dimensions of friendliness, accuracy, and documentation (judgmental measures). One approach to gathering information about employee performance is BSD-degree feedback, in which feedback is collected not only from the employee's direct manager but also from subordinates, peers, and other stakeholders as applicable. This method is a rich source of information but can be timeconsuming to implement. Performance Appraisal: Purposes and Methods Performance Appraisal: Sources of Error Performance appraisal is subject to several errors. . Recency error is the tendency to base evaluations mostly on the employee's recent performance, without giving enough weight to performance early in the evaluation period. . Leniency/severity error involves giving all employees relatively high or relatively low ratings, as compared to ratings given by other supervisors. A manager might also overuse the middle of the scale, rating all their employees \"average." . A manager who commits halo error is impressed by an employee's performance on one dimension of the job and therefore rates the employee highly on all dimensions. The \"horns\" error is the opposite: the manager is disappointed by one aspect of the employee's performance and so rates the employee poorly across the board. - Error can be due to bias, whether conscious or unconscious, for or against employees because of their sex, race, age, or other characteristics. Organizations can reduce error in evaluation by putting into place a valid rating system and training managers in its use. Select the correct responses to the following question. Which of the following are reasons that organizations conduct performance appraisals? Check all that apply. [3 To remediate deficiencies in skills and knowledge [3 To make decisions about pay and promotions D To determine whether employee selection processes are working [3 To persuade qualified individuals to seek employment with the organization [3 To provide employees with feedback that will help them improve Select the term that best completes the following sentence. If a manager uses a quantitative measure of production to rate employee performance, the manager is using Y of performance appraisal. Select the correct response for the fol/o wing question. An employee performs well on one dimension of the job and has average performance on all other dimensions of the job. The manager gives the employee a high overall rating. Which kind of error is the manager committing? O Leniency error 0 Recency error O Halo error 0 Error due to bias