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Trait, Behavioral and Result Methods of Performance Appraisal

Consider these methods of performance appraisal: trait methods, behavioral methods, and result methods.

Select an industry or organization(s) that have many occupational positions within it (such as, the retail industry, the transportation industry, a marketing organization, or others).

Give an example of a job title which each of the above methods would be an appropriate performance appraisal method and explain briefly.

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Please see the response below (recommended), some of which is attached. I hope this helps and take care.

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RESPONSE:

1. Consider these methods of performance appraisal: trait methods, behavioral methods, and result methods.

A. TRAIT METHODS:

+ Inexpensive to develop
+ Are easy to use
- Have high potential for rating errors
- Not useful for feedback/counseling/development
- Not useful for reward/promotion decisionshttp://www2.andrews.edu/~schwab/11-aprsl.html

B. BEHAVIORAL METHODS:

+ Focus on specific performance dimensions
+ Are acceptable to employees and superiors
+ Are useful for providing feedback
+ Are fair for reward and promotion decisions
- Can be time consuming to develop and use
- Can be costly to develop
- Have some potential for rating errorhttp://www2.andrews.edu/~schwab/11-aprsl.html

C. RESULTS METHODS:

+ Have less subjectivity bias
+ Are acceptable to employees and superiors
+ Link individual performance to organization objectives
+ Are good for reward and promotion decisions
- Are time consuming to develop and use
- May encourage a short-term perspective
- May use deficient or contaminated criteria http://www2.andrews.edu/~schwab/11-aprsl.html

Now let's apply these method to the farming industry.

2. Select an industry or organization(s) that have many occupational positions within it (such as, the retail industry, the transportation industry, a marketing organization, or others).

Let's look at the Farming Industry.

Industry: Agriculture /Farming Industry

Job Title: Farm Laborer

Trait method is often used in conjunction with other measures. For example, personal traits such as motivation, willingness to take criticism, cooperation, initiative, dependability, and appearance (dress and grooming) may be considered. Personal trait ratings are useful, even though they sometimes say more about how supervisors get along with an employee than how well the employee performs on the job. Farmers are unlikely to want to reward performance?no matter how excellent it is?if a worker only performs grudgingly and after repeated admonitions. When personal traits are considered as part of a performance appraisal, specific characteristics should be related to the job. Often, a personal trait issue can be translated into an achievement. Instead of ...

Solution Summary

Considering three types of performance appraisals e.g. trait, behavioral, and result methods, this solution identifies the strengths and weaknesses of each performance appraisal method and applies the methods to different job titles within one industry. This solution si 1389 words.

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