Performance appraisal is best defined as the process of

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• giving formal feedback on how well an employee is doing his or her job.

• developing objectives that specify how each department will support organizational goals.

• creating a back-up plan along with the original strategic plan.

• identifying people interested in holding a particular job or working for an organization.

A supervisor ideally determines the expected accomplishments of a department or work group during the

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• planning process.

• reinforcement process.

• directing process.

• staffing process.

In the appraisal process, after a supervisor establishes and communicates standards for measuring performance, the next step is to

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• observe and measure individual performance against set criteria.

• reinforce performance or provide remedies.

• establish and communicate expectations for performance.

• determine what a department or a work group should accomplish.

During a performance appraisal, labeling people with certain characteristics is most likely to

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• motivate employees.

• increase the dedication of employees.

• put employees on the defensive.

• increase employee productivity.

According to the Equal Employment Opportunity Commissions general guidelines on performance appraisals, the behaviors or characteristics measured by a performance appraisal should strictly be

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• related to the educational qualification of an employee.

• related to the job and to succeeding on the job.

• based on the companys policies.

• based on an employees personal views.

COURSE: OPERATIONS MANAGEMENT