A. a satisfactory-promotable interview
B. a satisfactory-not promotable interview
C. an unsatisfactory-correctable interview
D. an unsatisfactory-uncorrectable interview
A. direction sharing
B. goal alignment
C. ongoing performance monitoring
D. ongoing feedback
A. graphic rating scale method
B. management by objectives
C. alternation ranking method
D. paired comparison method
A. increase salary
B. planning incentives
C. comparing performance with goals
D. comparing sales figures from last year
A. simple to use
B. avoids central tendency and biases
C. ends up with predetermined rating figures
D. an ongoing basis evaluation
A. training communication
B. quality management
C. own motivation
D. both A and B
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
A. performance appraisal
B. compensation
C. counseling
D. design of evaluation
A. difficult to develop
B. cause of disagreements
C. time consuming
D. difficult to rate
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview