Identify the three basic categories of employee performance and how each can be assessed for a performance appraisal.

Question

What will be an ideal response?

Answer 1

. Performance appraisals can assess three basic categories of employee performance: traits, behaviors, and results. Trait scales are quite common because they are simple to use and provide a standard measure for all employees, but often they are not valid as performance measures. Because they tend to be ambiguous as well as highly subjective—does the employee really have a bad attitude, or is he or she just shy?—they often lead to personal bias and may not be suitable for providing useful feedback. Behavioral appraisals, although still subjective, focus more on observable aspects of performance. They were developed in response to the problems of trait appraisals. These scales focus on specific, prescribed behaviors that can help ensure that all parties understand what the ratings are really measuring. Because they are less ambiguous, they can provide useful feedback. Results appraisals are more objective and can focus on production data such as sales volume (for a salesperson), units produced (for a line worker), or profits (for a manager). One approach to results appraisals—management by objectives (MBO)—involves a subordinate and a supervisor agreeing in advance on specific performance goals (objectives). They then develop a plan that describes the time frame and criteria for determining whether the objectives have been reached.