BUS 381 Chapter Notes - Chapter 10: Pearson Education, Central Tendency

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Gap: free children now by money common rating methods. Step 2: appraising performance (relative to standards): common methods. Graphic rating scale method: scale lists number of traits and a range of performance for each. Employee is rated by identifying score/level of performance for each trait: simplest and most popular method. Alternation ranking method: ranking employees from best to worst on a particular trait (alternating from highest to lowest, next highest, next lowest, etc. ) Forced distribution method: predetermined percentages of ratees placed in various performance categories (like a bell-curve, problem: demotivating for those considered below average. Narrative forms: performance problem and organizational impact are specified in detail, presents an improvement plan with measurable goals and direction regarding training, and encourages employee to add ideas; outcomes/consequences are also stated. Behaviourally anchored rating scales (bars: combines benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good/poor performance (similar to marking rubric, eg. bus 360)

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