Answer to Question 1
D
Answer to Question 2
When documenting performance and developmental activities:
Be specific, because generalities cause confusion and make it impossible for employees to know exactly which behaviors and performance are successful and which are not.
Use adjectives and adverbs sparingly, because evaluative adjectives and adverbs may lead to ambiguous interpretations, and again, to confusion. Avoiding these interpretations will lead employees to have a better understanding of the behaviors and performance they are expected to exhibit.
Balance positives with negatives, because focusing on only negative performance will lead to resentment, and focusing on only positive performance will not give employees the opportunity to improve performance.
Focus on job-related performance, because there is no need to evaluate performance that is not job-related, as that performance cannot necessarily be controlled by the organization. Additionally, focusing on performance that is not job-related can lead to legal issues.
Be comprehensive and include information regarding all aspects of job performance and developmental activities rather than focusing on one aspect. This is the only way that an employee will be able to achieve maximum performance in all areas of job performance.
Standardize procedures, because using the same procedures to document performance for all employees will foster trust and reduce the likelihood of legal problems.
Describe observable behavior, because this will reduce the likelihood of subjective judgments or prejudice which may lead to mistrust and possibly legal liability.
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