On a typical behaviorally anchored rating scale (BARS), each point on the scale is open to interpretation.
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Q26: Relying on behaviors to assess performance is
Q27: When a performance appraisal is formal, the
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
Q32: Informal performance appraisals are NOT beneficial since
Q33: The primacy effect occurs when perceptions of
Q34: A 360-degree appraisal compiles evaluations from 360
Q35: Employee self-appraisals are an accurate way of
Q36: Traits or individual differences alone are reliable
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