options are all the same for each, 2-10 please

does not apply to either type of appraisal. Click to select Subjective performance appraisal esults and is often numerical. Objective performance appraisal Does not describe either type of appraisal 2018 is virtually Impossible for employees to challenge this type of appraisal on legal grounds. Click to select) 3. This appraisal may focus on employee attributes such as leadership ability or positive attitude." Click to select) 4. This type of appraisal is based on facts that managers keep track of Cick to select 5. The validity of this appraisal is questionable because managers' personal blases can influence ratings. Click to select 6. This appraisal may focus on specific, observable performance aspects such as conveying positive attitudes toward customers of staying late to finish projects. i ck to select) 7. This type of appraisal is extremely difficult to create and therefore, is almost never used in today's organizations. Cck to select 8. In this type of appraisal, managers would track employee results such as number of cars sold in a quarter, total miles driven, or monthly sales totals. Cick to select) 9. This type of appraisal is less subject to being tainted by managers' personal biases. Click to select) 10. One type of this appraisal is the behaviorally anchored rating scale (BARS), designed to assess specific behaviors. For example, a 5-point scale that ranges from 1-"employee rarely takes any initiative" to 5 - "employee often solves problems independently without being told." Click to see!)