ACCA Applied Knowledge · Business and Technology · Review and appraisal of individual performance
A manager gives most of her team an overall rating of 'satisfactory' because she wants to avoid awkward conversations about weaker performance. Which appraisal problem does this illustrate?
This is central tendency. The appraiser places nearly everyone in the middle of the rating scale to avoid conflict, so real differences in performance are hidden. It is different from the halo effect, which is one trait colouring all ratings, and from recency, which overweights recent events.
- ACentral tendencyCorrect
- BHalo effect
- CRecency effect
Explanation
Central tendency is the habit of rating everyone around the middle of the scale to avoid extreme or difficult judgements. The halo effect is where one strong trait influences all ratings. The recency effect is where only recent events are remembered.
Did you get it right without looking?
One question tells you little. A timed set on Review and appraisal of individual performance shows your real accuracy, how long you take and where you lose marks.
More Review and appraisal of individual performance questions
- A company introduces an annual appraisal scheme. Which of the following is the most direct way in which appraisal results can support the or…
- Which of the following is the main purpose of a formal appraisal interview between a manager and an employee?
- A supervisor keeps a running log of notable examples of an employee's particularly effective and ineffective behaviour throughout the year, …
- A manager uses appraisal interviews for three purposes at once: setting pay, planning development and recording disciplinary warnings. Which…
- Which of the following is good practice for a manager when preparing for an appraisal interview?
- Several staff in a team complain that their manager's appraisals are based almost entirely on the last six weeks of their work, ignoring ear…