What is one disadvantage of using the graphic rating scale?

• A. It provides a multidimensional assessment
• B. It can be skewed by rater error and manipulation
• C. It is too complicated for many supervisors
• D. It offers no means of comparison among employees

Answer: (B)

The graphic rating scale is a commonly used performance appraisal method that rates employees on various dimensions, typically on a scale (for example, from 1 to 5). One key disadvantage of this method is that it can be skewed by rater error and manipulation.

Rater error occurs when the biases or subjectivity of the supervisor affect the rating given to an employee. This can happen in various forms, such as a halo effect, where the rater's overall impression of an employee influences their evaluations of specific attributes, or recency bias, where more recent performances disproportionately affect ratings. Additionally, manipulation can occur when raters deliberately inflate or deflate scores to meet personal agendas, such as favoritism or punishment.

These issues can lead to inaccurate assessments of employee performance, which can subsequently impact promotions, training needs, and employee morale. Therefore, while graphic rating scales can be straightforward tools for evaluations, the risk of subjective interpretations and potential biases represents a significant disadvantage.