The CEO has instructed you to recommend a system of performance appraisal for all supervisors and managers. There are two selections you must make. First, select who will conduct the appraisals, and then select the appraisal method. Appraiser Supervisor Supervisor and subordinates Supervisor and self Supervisor, subordinates, and self Appraisal Method Psychological Appraisals: A psychologist conducts a variety of tests and interviews with employees. The results can then be used to analyze major components of employees' performance like leadership skills, cognitive abilities, and personality traits and to make decisions about job roles and work environments. This method focuses more on future potential than past performance. Critical Incident Appraisals: This approach focuses on key behaviors by the employee that led to either good or poor performance on a given task. The appraiser notes relevant situations (critical incidents) as they occur, recording a summary of what happened and then meeting periodically with the employee to review these incidents and discuss how to improve moving forward. Management By Objectives (MBO): In this method, the employee and appraiser work together to develop goals in line with the company's objectives and routinely follow up on progress. A key aspect of MBO is the use of continuous feedback on the agreed-upon goals and their results, which is also supplemented by more formal review meetings. Behaviorally Anchored Rating Scales (BARS): Rater