Scenario 10.1 Ellen Jones Is the Human Resource Manager for Tent-Sations, a Tent-Sations

Scenario 10.1
Ellen Jones is the human resource manager for Tent-Sations, a midsize company that manufactures recreational camping tents. Tent-Sations employs approximately two hundred employees. Ellen is in the process of redesigning the company's performance management system. She has been instructed by top management to develop a performance management system that encourages employees to go beyond their formal job duties. Therefore, top management would also like the performance management system to assess particular employee behaviors that specifically support organizational goals in addition to employees' everyday job tasks. Supervisors in this fast-paced organization have limited opportunity to view their subordinates' performance on a daily basis. Employees work in self-managed cross-functional work teams, with each team being responsible for the entire tent-making process. With input from supervisors, each team sets its own output goals for each month of the year and employee compensation is based on the team's goal achievement as well as on individual performance factors.
-Refer to Scenario 10.1. Ellen would like to ensure that Tent-Stations employees who are asked to do performance appraisals are as accurate as possible. All BUT which of the following actions may be helpful in this regard?

A) Frame-of-reference training
B) Rewards for raters who do a good job of performance appraisal
C) Rater-accuracy training
D) Elimination of any threat of punishment for raters who do a poor job of performance appraisal
E) Reinforcement to raters of the importance of performance appraisal