Final answer:
Managers are most likely to make leniency and strictness errors in the graphic rating scale method of performance appraisals, as it relies on subjective ratings on a scale.
Step-by-step explanation:
In the context of performance appraisals, managers are most likely to make leniency and strictness errors when using the graphic rating scale method. This method involves rating employee performance on a scale for various categories, which can be subjective and may result in leniency (rating too generously) or strictness (rating too harshly) biases.
The forced distribution method, comparative evaluation method, and the ranking method are less prone to these types of errors because they involve comparing employees against each other, rather than using a fixed scale which might vary from manager to manager.
Performance appraisals, including 360-degree feedback, are designed to assess and improve employee job performance and identify training needs. However, the accurate use of these appraisals is influenced by an organization's culture and the implementation of an appropriate performance appraisal system.