Reason (R) : The advantage of this method is that the scales are easy to administer and applicable to all.
Assertion (A) Analysis: BARS Effectiveness
Assertion (A) states that Behaviorally Anchored Rating Scales (BARS) are generally considered the best and most effective performance appraisal method. This is largely true because BARS are designed to improve rating accuracy and reduce common biases. They use specific behavioral examples tied to performance levels, making the criteria clearer and more objective compared to simpler methods. Therefore, Assertion (A) is correct.
Reason (R) Analysis: BARS Administration and Applicability
Reason (R) claims that BARS scales are easy to administer and applicable to all. However, developing BARS is a complex and resource-intensive process. It requires significant input from job experts to create the behavioral anchors. This complexity makes them less easy to administer than traditional methods. Furthermore, while adaptable, BARS are often tailored to specific job roles, meaning they aren't universally applicable without customization. Thus, Reason (R) is incorrect.
Conclusion
Based on the analysis, Assertion (A) is correct, but Reason (R) is incorrect. This aligns with Option B.
Important Questions from Performance Management
Which one of the following performance appraisal methods prevents supervisors from rating all or most employees "satisfactory" or "high"?
Which one of the following is not a characteristic of performance management?
The techniques for appraising performance include:
(A) Graphic Rating Scale Method
(B) Potential Rating
(C) Alternation Ranking Method
(D) Diversity Counts
(E) Paired Comparison Method
Choose the correct answer from the options given below:
- A performance appraisal technique used to rate critical employee behaviour :
- 360 degree appraisal of a person's performance is based on :
