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- Subject
- Performance Management and Appraisalhrm-mcqs › performance-management-and-appraisal
- Published
- 29 Sept 2021
- Last updated
- 28 May 2026
Explanation
Option A is correct because the forced distribution method is often hard to develop and apply effectively. While options B, C, and D represent other potential issues, the primary disadvantage lies in the complexity of creating a suitable distribution system.
More Performance Management and Appraisal MCQs
Practice related questions from the same subject.
- 1.What does the term 'direction sharing' refer to?
- 2.What is the name of the technique that ranks employees by comparing them in pairs based on a particular characteristic?
- 3.What is the common outcome of having ambiguous or vague standards?
- 4.What is a major drawback of the 'BARS' performance appraisal method?
- 5.What is the name of the rating scale that categorizes performance as good or bad using numerical values?
- 6.What is a key benefit of using the 'forced distribution' appraisal technique?
- 7.What is the term for the issue when a supervisor consistently rates all employees either very high or very low?
- 8.What term describes a situation where an individual's performance is below expectations but has the potential to be improved?
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