Final answer:
Behavioral approaches to performance measurement are prone to bias due to personal insights and social desirability. The MMPI uses true/false questions for personality assessment. Clear criteria and training can help reduce bias in performance evaluations.
Step-by-step explanation:
Behavioral approaches to performance measurement, such as organizational behavior modification and rating scales, do tend to be biased. This is because they are subject to various forms of bias including the actor-observer bias, where individuals have more information about situational influences on their own behavior than on others' behavior. Similarly, in the case of performance appraisals, individuals may answer in socially desirable ways, exaggerating or misrepresenting their competencies - a tendency known as response bias. One of the psychological scales that uses a true/false format to assess personality is the Minnesota Multiphasic Personality Inventory (MMPI).
In terms of performance evaluations, few have been adequately tested, and studies like those from Atkins and Wood (2002) have found issues with inconsistent ratings. To reduce bias, researchers and organizations can establish clear criteria for observation and use inter-rater reliability or train effectively for the implementation of performance appraisal systems, respecting each organization's culture and the personality assessments, such as the Big-5 or Myers-Briggs, which play a role in shaping reactions.