Scenario 10.1 Ellen Jones is the human resource manager of a midsize company tha

Question

Scenario 10.1
Ellen Jones is the human resource manager of a midsize company that manufactures camping tents. The company employs approximately two hundred employees. Ellen is in the process of redesigning the company's performance- management system. She has been instructed by the top management to develop a performance-management system that encourages employees to go beyond their formal job duties. Supervisors in this fast-paced organization have a limited opportunity to track their subordinates' performances on a daily basis. Employees work in self-managed cross-functional work teams, with each team responsible for its own productivity. With input from supervisors, each team sets its own goals for each month of the year, and employee compensation is based on the team's goal achievement as well as on individual performance factors.
?

Refer to Scenario 10.1. Considering the team-based approach used by the company, which performance-appraisal method is most likely to provide a realistic view of a person's performance? A behaviorally anchored rating scale The forced-distribution method A 360-degree appraisal The critical incident method The simple ranking method Previous Next
Scenario 10.1
Ellen Jones is the human resource manager of a midsize company that manufactures camping tents. The company employs approximately two hundred employees. Ellen is in the process of redesigning the company's performance- management system. She has been instructed by the top management to develop a performance-management system that encourages employees to go beyond their formal job duties. Supervisors in this fast-paced organization have a limited opportunity to track their subordinates' performances on a daily basis. Employees work in self-managed cross-functional work teams, with each team responsible for its own productivity. With input from supervisors, each team sets its own goals for each month of the year, and employee compensation is based on the team's goal achievement as well as on individual performance factors.
?

Refer to Scenario 10.1. Considering the team-based approach used by the company, which performance-appraisal method is most likely to provide a realistic view of a person's performance? A behaviorally anchored rating scale The forced-distribution method A 360-degree appraisal The critical incident method The simple ranking method Previous Next
Scenario 10.1
Ellen Jones is the human resource manager of a midsize company that manufactures camping tents. The company employs approximately two hundred employees. Ellen is in the process of redesigning the company's performance- management system. She has been instructed by the top management to develop a performance-management system that encourages employees to go beyond their formal job duties. Supervisors in this fast-paced organization have a limited opportunity to track their subordinates' performances on a daily basis. Employees work in self-managed cross-functional work teams, with each team responsible for its own productivity. With input from supervisors, each team sets its own goals for each month of the year, and employee compensation is based on the team's goal achievement as well as on individual performance factors.
?

Refer to Scenario 10.1. Considering the team-based approach used by the company, which performance-appraisal method is most likely to provide a realistic view of a person's performance? A behaviorally anchored rating scale The forced-distribution method A 360-degree appraisal The critical incident method The simple ranking method Previous Next

Explanation / Answer

C. A 360-degree appraisal method would be the best method for performance appraisal here since it would:

1. Give opportunity to all - superiors, peers, juniors to provide valuable feedback on which an employee can work.

2. Provide transparency.

3. Improve the work culture to make employee go beyond their limits.

Related Questions

Navigate

• Browse (All)
• Browse S
• Subjects

---

---

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.