Final answer:
It is false that a manager should choose a single performance appraisal method for simplicity. Effective performance appraisals should be multi-faceted and adapted to organizational culture and goals, and can involve tools like 360-degree feedback or strengths-based assessments.
Step-by-step explanation:
It is false that as a manager it is best to choose one method of performance appraisal to simplify the process. Relying on a single appraisal tool can result in a lack of a comprehensive view of an employee’s performance. Performance appraisal systems must take into account the organization's culture and the specific goals set by the employees and their supervisors. For instance, while 360-degree feedback appraisals may provide diverse perspectives on employee performance, research by Atkins and Wood (2002) shows that these ratings can be unreliable. Moreover, focusing solely on an individual’s strengths as suggested by Donald Clifton's strengths-based management can lead to over-reliance on these strengths and neglect of areas needing improvement.
Therefore, an effective performance appraisal system should be multi-faceted and tailored to the organization's unique culture and goals. It should also appropriately document performance for accountability and reflect the original job analysis alongside the achievement of specific goals. In this way, performance appraisals can serve not only as a means of assessing job performance but also as a valuable tool for employee development and organizational growth.