Which of the following is true regarding performance appraisals?
Managers rarely work with people in other departments to evaluate the performance of employees.
Judgmental measures are used to evaluate employees based on concrete values.
Performance appraisals are often a shared responsibility of the employee and the manager.
A manager’s personal preference for an employee seldom affects the performance appraisal process.
The correct answer and explanation is :
The correct answer is:
“Performance appraisals are often a shared responsibility of the employee and the manager.”
Explanation:
Performance appraisals are structured evaluations that assess an employee’s job performance, skills, and contributions to the organization. While managers play a crucial role in conducting appraisals, employees are also actively involved in the process. Appraisals are often a two-way communication, where employees provide self-assessments, set goals, and discuss career growth opportunities with their managers. This shared responsibility ensures that evaluations are fair, objective, and beneficial for both the employee and the organization.
Many modern performance appraisal systems, such as 360-degree feedback, include input from peers, subordinates, and even customers to provide a comprehensive evaluation. Additionally, employees participate in setting performance goals and development plans, making the appraisal process more collaborative.
Now, let’s analyze why the other options are incorrect:
- “Managers rarely work with people in other departments to evaluate performance.” – This is false. Many companies use peer reviews or cross-functional feedback, where employees who collaborate across departments provide input on an individual’s performance.
- “Judgmental measures are used to evaluate employees based on concrete values.” – This is misleading. Judgmental measures involve subjective assessments (e.g., leadership ability, attitude), whereas concrete values refer to objective measures like sales targets or productivity rates.
- “A manager’s personal preference for an employee seldom affects the appraisal process.” – This is incorrect. Biases such as favoritism or the halo effect can influence performance appraisals, making them less objective. Organizations try to reduce bias through structured evaluation criteria, but it can still be a factor.
Thus, performance appraisals are most effective when both the employee and the manager contribute to the process, making the shared responsibility statement the most accurate choice.