Question

At the Fair Food Restaurant, supervisors are trained to avoid recency errors when conducting performance evaluations of their staffs. All supervisors are required to keep logs that focus on the behavior of employees in specific situations. This method of evaluating performance is called:

-forced distribution.
-critical incidents.
-alternative ranking scale.
-paired comparisons.

Answer 1

The method of evaluating performance by focusing on specific behavioral incidents is known as 'critical incidents.'

Step-by-step explanation:

At the Fair Food Restaurant, supervisors are trained to avoid recency errors by keeping logs that focus on the behavior of employees in specific situations. This performance evaluation method is known as critical incidents. Supervisors document both positive and negative employee actions that significantly contribute to the job outcome, helping in creating a more balanced and fair appraisal of each staff member's performance over time.

Unlike the 360-degree feedback method which includes assessments from supervisors, peers, direct reports, and sometimes customers, the critical incidents approach hin_ges specifically on the supervisor's observations and records. The objective is to ensure that performance appraisals are grounded in actual job performance events rather than subjective or potentially biased recollections that might arise from a single recent event.