QUESTION 3 Forced distribution is a type of special rating instrument which can help address which type of rating error? A. Halo effect B. Leniency OC. Bias D. Representativeness

Understanding Business
12th Edition
ISBN:9781259929434
Author:William Nickels
Publisher:William Nickels
Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment
Section: Chapter Questions
Problem 1CE
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Question
OA Severity
OB. Horns effect
OC. Availability
D. Halo effect
QUESTION 3
Forced distribution is a type of special rating instrument which can help address which type of rating error?
A. Halo effect
OB. Leniency
C. Bias
D.
Representativeness
A
QUESTION 4
In the model of job performance, Achievement orientation influences job performance via its effect on
OA. Ability
OB. Skill
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Transcribed Image Text:OA Severity OB. Horns effect OC. Availability D. Halo effect QUESTION 3 Forced distribution is a type of special rating instrument which can help address which type of rating error? A. Halo effect OB. Leniency C. Bias D. Representativeness A QUESTION 4 In the model of job performance, Achievement orientation influences job performance via its effect on OA. Ability OB. Skill Click Save and Submit to save and submit. Click Save All Answers to save all answers
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Step 1 Introduction

Note: Since the questions given at the first and third place are incomplete, we will provide the solution to the question given at the second place. (mentioned as Question 3). If you want solution to any specific question, then please repost it with full information and specify the question number. 

Performance Management is an important part of an organization as it gives an opportunity to the managers to evaluate the performance of their employees. The evaluation and assessment of the performance provides insights that on which aspects the performance needs to be improved. As a result of carrying out the performance appraisals, rating errors are bound to happen. These errors occur as a result of evaluation of the employees. There may be certain bias or other rating errors that may manipulate the judgements of the reviewer pertaining to the employee performance. These errors can take place even at the time of interviews. The managers should ensure that their judgements are free of these errors and result in fair decisions. 

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