1.What is the common outcome of having ambiguous or vague standards?
2.What is a major drawback of the 'BARS' performance appraisal method?
3.What is the name of the rating scale that categorizes performance as good or bad using numerical values?
4.What is a key benefit of using the 'forced distribution' appraisal technique?
5.What is the term for the issue when a supervisor consistently rates all employees either very high or very low?
6.What is a major drawback of using the 'forced distribution method' in performance evaluation?
7.What term describes a situation where an individual's performance is below expectations but has the potential to be improved?
8.What is a key benefit of using the 'critical incident method' in performance evaluation?
9.What is the key characteristic of performance management?
10.In which performance appraisal technique are percentage-based ratings assigned within predefined performance categories?
11.What is a common drawback associated with the graphic rating scale?
12.What is the term for a system that continuously tracks performance and sends reports via email?
13.How many fundamental components constitute the framework of performance management?
14.What is the primary purpose employers use feedback for?
15.How would you categorize the quality and punctuality of work?
16.Altering performance evaluation scores based on an employee's age is an example of which phenomenon?
17.At what stage is an action plan developed to address performance issues?
18.From whom are ratings gathered in a 360-degree feedback system?
19.Which of the following is a crucial component of the feedback process?
20.What is the term for the evaluation process that gathers feedback from supervisors, customers, and colleagues?