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ASSIGNMENT: Tarakee Bank is a medium-sized financial institution that has witnessed dramatic growth over the last five years. One of the areas that the bank has stressed is productive performance. The bank uses performance evaluation at the management level and now wants to take its performance evaluation process farther down the line and applying it to operating personnel. Specifically, the bank wants to develop an evaluation system for gauging the performance of bank tellers. Although there has been no formal decision regarding either the performance evaluation form to use or the specific criteria to evaluate, there are some general areas that the management feels should be evaluated: (a) The speed with which a customer is served (b) The number of daily mistakes that a teller makes in entering transactions into the computer (c) The accuracy with which the individual handles cash (d) The employees’ friendliness and general manners toward the customer These are only four of the criteria that the bank has in mind. Now the bank managers are more concerned about which method would be most accurate to evaluate their performance. Some of the bank managers believe that a graphic rating scale would be best; others feel that some form of paired comparison or behaviorally anchored rating scale would be preferable. The bank has formed a committee to look into this matter and hopes to have the situation resolved by early next month.

Questions:

1. Could a graphic rating scale be used in carrying out this evaluation? Or could a paired comparison be used? 2. Would the number of tellers to be evaluated have any influence on the form of evaluation that will be used? Explain.

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Replies to This Discussion

koi tokuch share kro  :(

Kia is main 360‐degree appraisal aay ga?

tarq bhaiiiiii     idea dy dain    

i dont think so it is relted to assgment 

iss idea solution ki kuch samj nae ai... ye assignmnt sy kaisy related ha?

G!!!

which scale is to be used ????

rating scale

solution upload kardo koiiiiiiiiiiiiii

solution k liay lec 26 and early part of lec 27 suno it is very easy to understand

Regards

Zahoor ul Islam ap second question thora explain karien gay. mughe tu question ki samagh nhi aa rhi lectures me ne suney han,

Graphic Rating Scale Method

Graphic Rating is the term used to define the oldest and most widely used performance appraisal method. The evaluators are given a graph and asked to rate the employees on each of the characteristics. The number of characteristics can vary from one to one hundred. The rating can be a matrix of boxes for the evaluator to check off or a bar graph where the evaluator checked off a location relative to the evaluators rating.

What Are the Disadvantages of Using a Graphic Rating Scale When Evaluating Performance?
A graphic rating scale lists the traits each employee should have and rates workers on a numbered scale for each trait. The scores are meant to separate employees into tiers of performers, which can play a role in determining promotions and salary adjustments. However, the scale has disadvantages that make it difficult to use as an effective management tool.


Considerations
If a company uses 15 people to evaluate personnel, the effect may be 15 different rating scales. Even with intense training, some evaluators will be too strict. Some will be too lenient, and others may find it hard to screen out their personal agendas. Rating scales work best when managers and employees agree on the definition and degree of factors included in the evaluation, and that's difficult to achieve.
Perception
No matter how the rungs on the rating scale are labeled, what is meant as a compliment by the evaluator -- "you sometimes exceed my 'high' expectations" -- may sound like a C+ to the person being evaluated. And C+ sounds way too average to most employees.
Feedback Block
Workers may not hear the positive feedback in any essay part of the evaluation because they're fuming at a rating-scale grade they perceive to be too low. They may also miss the suggestions for improvement because they're basking in a grade that suggests their work is already superior. A rating scale becomes an obstacle to substantive give-and-take about an employee's work.
Misleading Scores
Adding up to a final score assumes that an exceptional strength in one area can mitigate deficiencies in others. Evaluators may allow the "halo effect" to skew the evaluation, letting an obvious strength subtly boost ratings in other areas.
Middle Muddle
Graphic rating scales have proved best at identifying the very best and the very poor employees. Because evaluators find it safer to operate in one zone of the scale, it becomes difficult to differentiate employees who land in the middle group, especially when those employees have different combinations of strengths and weaknesses.
Proximity Problems
Even with repeated cautions and admonitions to maintain performance logs, evaluators may overweight employees' most recent behavior in performance reviews. Two employees might have the same number of errors over the evaluation period. However, a worker who has had a recent rash of miscues typically is judged more harshly than one who hasn't.

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