What is a key feature of the Behaviorally Anchored Rating Scale (BARS)?
Explanation
The Behaviorally Anchored Rating Scale (BARS) is a sophisticated appraisal tool that combines the quantitative nature of a rating scale with the qualitative, descriptive power of critical incidents to create clearer, more objective performance standards.
Other questions
What are the three essential steps of the performance appraisal process as outlined in Chapter 9?
According to the text, which of the following is NOT listed as a primary reason to appraise a subordinate's performance?
What is the key advantage of the forced distribution appraisal method?
What is the halo effect in the context of performance appraisals?
At Lending Tree, what percentage of ratees are categorized as '1s' (top performers) using the forced distribution method?
What is the main purpose of the critical incident method in performance appraisal?
What does the acronym SMART stand for in the context of setting effective goals?
What is the primary drawback of the paired comparison method of appraisal?
What is 'central tendency' in the context of rater error appraisal problems?
What is the primary goal of the appraisal interview for an employee who is rated 'Satisfactory—Not promotable'?
What is Performance Management?
According to the text, which of the following is one of the six basic elements of performance management?
In the context of the appraisal interview, what does the book suggest a supervisor should do to handle a defensive subordinate?
One study mentioned in the chapter found that what percentage of employees in jobs of all types placed themselves in the top 10 percent when asked to rate their own job performances?
What is a major downside of the critical incident method of performance appraisal?
How did Microsoft recently change its performance appraisal system, moving away from its 'stack' ranking system?
Which rater error is being addressed when a supervisor is advised to accumulate critical incidents all year long?
According to research mentioned in the chapter, managers who received upward feedback from subordinates and met with them to discuss it...
What does the text identify as the 'gold standard' for an appraisal form?
What is the key purpose of Electronic Performance Monitoring (EPM)?
What did a study of 252 managers over five years reveal about the effectiveness of upward feedback programs?
How can an employer using a graphic rating scale solve the problem of 'unclear standards'?
In the context of customizing appraisals, what does the Accenture Strategic Role Assessment Matrix plot employees by?
What is the primary objective of a formal written warning?
The TRW global performance management system described in the 'IMPROVING PERFORMANCE' feature focused on several components. Which one of the following was NOT listed?
According to the chapter, why might an employer use a rating committee for appraisals?
The Management by Objectives (MBO) method involves several steps. Which of the following is the first step?
What is a key finding from a Gallup survey about how a supervisor's focus affects employee engagement?
Which company mentioned in the chapter uses semiannual 'conversation days' instead of traditional once-a-year performance reviews?
What is the primary characteristic of the alternation ranking appraisal method?
What is the main legal concern with using a forced distribution method for appraisals?
Which appraisal tool is described as being similar to behaviorally anchored scales but involves rating how frequently the ratees exhibit the illustrative behaviors?
What is the primary purpose of using 'calibration' meetings in the appraisal process?
What is the first thing a supervisor should do when conducting an appraisal interview, before the interview itself?
The Total Quality Management (TQM) movement advocates for several principles. Which of the following is NOT one of them?
What is the primary argument for using 360-degree feedback for developmental purposes rather than for pay purposes?
What did one study conclude was the biggest complaint about the forced distribution appraisal method from employers who used it?
In the 'Improving Performance' feature about Ball Corporation, what was the reported return on investment after implementing the new goal-setting program?
What is the core idea behind 'customized talent management' as described in the chapter?
What is a key legal consideration when appraising performance, as stated in the 'KNOW YOUR EMPLOYMENT LAW' section?
According to the chapter, a study of 47 companies with suggestion programs concluded that the firms had saved more than how much in one year?
What is the first of the five steps in developing a Behaviorally Anchored Rating Scale (BARS)?
According to the Employee Engagement Guide for Managers, experiencing 'psychological meaningfulness' helps improve engagement. What does this term mean?
In a review of about 300 U.S. court decisions regarding appraisals, what were the most important factors for the courts?
How does the chapter describe the relationship between peer appraisals and anonymity?
What is the purpose of 'direction sharing' in a performance management system?
What is a key advantage of using the alternation ranking method over a simple graphic rating scale?
According to one study, what percentage of a performance rating's variance is accounted for by 'rater idiosyncratic biases'?
What is the purpose of 'psychological safety' in the context of employee engagement and appraisals?