Answer:
A Subjective performance evaluation is more feasible when evaluating jobs that cannot easily be evaluated by numbers, in finding problems such as ethical errors that objective evaluation cannot identify and in identifying the rate of achievement of work goals that cannot be recorded in an objective evaluation.
Explanation:
Though Objective evaluation has been the more favored form of evaluation for valid reasons, there are still situations where subjective performance evaluation does a better job in the workplace.
Some jobs for example, the job of an attorney, cannot easily be objectively evaluated. In this situation, it falls on the employer to evaluate the performance of the employee by using measurements like team play, professionalism and client service.
In objective analysis, some ethical approaches are overlooked and the achievement of the set goal is the major criterion for ratings. This affords employees the opportunity to use unethical means to achieve set targets and the objective performance evaluation skips it, leaving them safe and with high ratings. In subjective performance ratings however, the employer having the power to rate employers, could expose these unethical behaviors faster and actions, taken on them.
In the workplace, certain goals are set in overall goals, as a method to achieving the overall set target. In an objective performance rating, an employee could bypass these and still appear to have achieved the overall goal. An objective evaluation will miss this but a subjective evaluation could pick this out and make rating each employee based on these soft goals and overall goal achievable.
Age: 15
oldest age: 16
siblings: 1
In the context of employee selection, it can be inferred that Bruce is likely to employ an integrity test
.
<u>Explanation:
</u>
The integrity test is a particular kind of psychological test intended to assess whether the individual is trustworthy, truthful and reliable. The lack of integrity is related to fraud, crime, vandalism, disciplinary issues, and absences.
Two main categories of honesty assessments are covert (character-based) tests that assess features relevant to obedience to rules; and transparent measures that analyze a candidate's attitudes to different CWBs explicitly.
Integrity tests can sometimes be reasonable job performance measurements all in all. This isn't shocking, because honesty is strongly linked to perception, which is a strong indicator of overall employment success.
When tandem with cognitive skills tests, credibility assessments may provide considerable value to a selection process as others ' personality characteristics.
Answer: False
Explanation: Grapevine is an informal communication channel in the organisation in which the information flows in all directions irrespective of the level of authority.
This is not considered to be a reliable channel as it does not make any authority or obligation to anyone and often leads to false rumors in the organisation. Whereas in the case of formal communiques one can make the authority of the sender of the message if the information lead to any false rumors and chaos.
Thus, the given statement is false.
Answer:
Hard Soft Plastic
San Francisco 3,600 7,800 12,000
Los Angeles 2,400 1,800 3,000
Explanation:
The sales during January were as follows:
Hard Soft Plastic
San Francisco 600 1,300 2,000
Los Angeles 400 300 500
If the sales during the next five months were actually the same, then to determine total sales all we have to do is multiply January's sales by 6.
600 x 6 = 3,600 1,300 x 6 = 7,800 2,000 x 6 = 12,000
400 x 6 = 2,400 300 x 6 = 1,800 500 x 6 = 3,000
