When a performance appraisal is formal, the performance dimensions and the way employees are evaluated on them are determined in advance.
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Q22: A downside of 360-degree appraisals is the
Q23: Because peer appraisals are subjective, they are
Q24: Behaviorally anchored rating scales (BARS) can be
Q25: The use of traits to evaluate worker
Q26: Relying on behaviors to assess performance is
Q28: Employees and courts of law involved in
Q29: The contrast effect occurs when people's perceptions
Q30: Graphic rating scales are popular in organizations
Q31: On a typical behaviorally anchored rating scale
Q32: Informal performance appraisals are NOT beneficial since
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