As a sales manager, tanya is conducting performance appraisals for her team members. to do so, she tracks each person’s sales calls, amount of sales, and revenues on a quarterly basis. tanya is using a(n) system of appraisal.
a. objectiveb. behavioralc. traitd. informale. 360-degree

A. objective

Explanation:

In order to successfully and systematically evaluate the performance of each employee, objective performance appraisal is essential to properly and ethically assess, motivate and encourage growth among employees. In order for the whole process to be strictly fair, it has to follow some principles and prerequisites for objectivity.

- Work output should be measurable and comparable (e.g. number of closed sales, number of customers called...).

- There should be an established framework and scale for measuring performance that is transparently communicated to employees.

Since Tanya is measuring quantitative KPI's regarding each team member, there is no room for her bias. Therefore, her approach to appraisal is highly objective.

If she observed them and took in consideration their behavior and some qualitative attributes prone to bias, then her approach wouldn't be objective.

On the other hand, a 360-degree appraisal is conducted by a group of employees that assess a particular team member. That group includes managers, co-workers and other colleagues. Since it isn't noted that Tanya is accompanied by other people in the performance appraisal, this example is not a 360-degree appraisal.

a recipe serves 8 people, and calls for 5 lbs of apples and 2 cups of flour. you want to prepare it for 24 people. divide 24 by 8 to get 3, and then multiply your ingredients by 3.

so for 24 people, you'll need 15 lbs of apples, and 6 cups of flour.