Question

Some managers in an organization rate their employees' performance as uniformly high. An HR audit reveals that business outcomes do not support these higher employee assessments. Recommendations include changing the appraisal method to the behaviorally anchored rating scale (BARS). Which method's shortfalls are mitigated by using BARS?

Narrative
Comparative
Management by objectives
Category rating

Answer 1

The Behaviorally Anchored Rating Scale (BARS) addresses the lack of objectivity and potential bias found in methods like Narrative, Comparative, and 360-degree feedback appraisals by using specific job-related behaviors for more accurate assessments.

Step-by-step explanation:

The shortfalls mitigated by using the Behaviorally Anchored Rating Scale (BARS) method include subjective and often ambiguous ratings provided by methods such as the Narrative, Comparative, Management by Objectives, and Category rating systems. BARS effectively addresses the issues of bias and the lack of objectivity by anchoring ratings to specific, job-related behaviors, which can lead to more accurate and fair appraisals. It contrasts with systems like 360-degree feedback, which have shown variability in their effectiveness due to unreliable self and peer assessments as identified by Atkins and Wood (2002).

Organizations often struggle with the implementation of performance appraisal systems that align with their culture and goals. However, effective performance appraisals are vital as they not only assess employee job performance but can also identify opportunities for training and motivate employees to improve performance (DeNisi & Kluger, 2000; Schraeder et al., 2007).