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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.


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

plz make a single file.. im confused

try it by your self every one is confused here.

according to my point of view Graphic rating scale is better because its easy and the bank is medium size organization , comparison method is easy when the organization is small in size..

2nd question: the number of employees to be evaluated make influence on what method to chose. if the number is large that we want to evaluate the rating scale method is better. if we want some number of epmloyees to b evaluate we use comparison.

plzz koi second question ka idea solution post kr dy

2nd question's Answer :

Yes. The number of tellers to be evaluated has very much influence on the form of evaluation that will be used. If there are small numbers of tellers like 2 or 5, then paired comparison can be used. But if there are many tellers bout 15-20 other methods like graphical rating scale will give effective and efficient results for performance evaluation.

its just a solution idea , don't copy paste plz 


azaz ali Thanks 

welcome :-)

Assignment no.2










According to given situation:


Graphic rating scale can be use in carrying out this evaluation. In rating scale, there are already defined factors.

The evaluation factors are:


  • job related
  • personal characteristics


Because in the given scenario the bank stressed is productive performance. All these elements are useful to fulfill bank’s purpose. The job duties and responsibilities are also useful in evaluating performance.


 In graphic rating scale, we use elements

  • Quantity of work
  • Quality of work
  • Interpersonal skills
  • Judgment
  • Attitude
  • Cooperation
  • knowledge
  • Managerial skills
  • Initiative
  • Problem solving
  • Creativity
  • Intelligence


Graphic rating scale is use as it has uniform set of criteria and it is easy to use in the evaluation process.


Parried comparison is a method that involves comparing the performance of each employee with every other employee in the group. However, rater has to spend more time in parried comparison method. Behavioral rating scale combines methods of traditional rating scales and critical incidents method. This is also not useful for given scenario.


 Therefore, according to given scenario graphic rating scale is useful for performance evaluation.




Yes, there is an influence on the form of evaluation .Because in graphic rating scale there is already established standards. If evaluator evaluates rate’s performance, it has no effect on other rate’s performance. And rater praises or punishes him/her according to his performance. However, the method used has greatest effect on organization’s performance.


Therefore, organization should realize all his policies, procedures and goals. It has also effect on overall employee’s performance. If wrong method adopted it, have worse effect on organization and on employees.


+ (P@rishy Roz) + Thanks for sharing 


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