Business Law

Behavior-Oriented Rating Method VS. Results-Oriented Rating Methods The behavior-oriented rating method focuses on an employees behavior. There are two ways that behavior-oriented method is used: employees behavior is compared against other employees or an employee evaluated in terms of performance without reference to others (2005). These two systems are known as relative rating system and absolute rating system. Under the behavior-oriented rating method there are several ranking systems to choose from. The first is the narrative essay is a rating system in which a rater describes in writing the weaknesses, potentials, suggestions and strengths (2005). Simple ranking is a number rankings system of all employees that are listed as “best” to “worst.” Alternation ranking system is when all employees are listed on a piece of paper. The rater than picks which employees rank as best employee and which employees rank as worst. Paired comparison is based on the systematic method (2005). Employees are compared with every other employee usually based on terms of an overall category. Forced distribution is where overall distributions are forced into a normal or bell shaped curve to show where certain employees rank(Cascio, 2005). The behavior checklist is a series of statements that describe job-related behavior. In a series of questions the employee checks which one is most significant. These are just some of the ranking systems that are used for behavior-oriented results. Results-oriented rating method is used to determine the performance of employees in a numbers form. One way of creating a system to do this is by using the MBO. MBO stands for management by objectives (Cascio, 2005). This process is well know because it sets up goals for employees to achieve. Another method is the work planning and review analysis. This is similar to MBO but used as a periodic review. It incorporates both supervisors and employees to identify goals, problem solve and plan (2005).