BEHAVIORALLY ANCHORED RATING SCALE (BARS)

Behaviorally Anchored Rating Scale (BARS): Exploring Its Relevance to Evaluation

The behaviorally anchored rating scale (BARS) is an evaluation tool that has been used in a variety of contexts, from performance appraisals to decision making. It is a structured measure of performance that relies on observable behaviors to rate an individual. This article will explore the concept of BARS in greater detail, including its origins, its relevance to evaluation, and its potential applications.

History and Development

The behaviorally anchored rating scale (BARS) was first developed in the 1970s by psychologists Rensis Likert and Robert L. Krajewski. The BARS technique was designed to overcome a major limitation of traditional rating scales, which were based on subjective judgments of an individual’s performance. With BARS, the evaluator is able to provide an objective assessment of an individual’s performance by focusing on their behavior.

Relevance to Evaluation

BARS have been used extensively in the field of performance appraisal and evaluation. It is a valuable tool for providing an accurate and objective assessment of a person’s performance. Rather than relying on subjective judgments and opinions, BARS use observable behavior as the basis for evaluation. This allows the evaluator to assess an individual’s performance based on their actual behavior, rather than relying on subjective judgments.

BARS are also useful in decision-making contexts. By providing an objective measure of an individual’s performance, BARS can help reduce bias in decision-making. It can also provide a more accurate assessment of an individual’s performance than traditional rating scales, which can be subjective and unreliable.

Potential Applications

BARS have a wide range of potential applications. They can be used in performance appraisals, decision-making, and other evaluation contexts. BARS can also be used to evaluate the performance of teams or groups. Furthermore, BARS can be used in a variety of settings, ranging from educational institutions to corporate environments.

Conclusion

In conclusion, the behaviorally anchored rating scale (BARS) is a useful tool for evaluation and decision-making. It provides an objective measure of an individual’s performance based on their actual behavior. BARS can be used in a variety of contexts, ranging from performance appraisals to decision-making. It is a valuable tool for providing an accurate and objective assessment of an individual’s performance.

References

Likert, R., & Krajewski, R. L. (1970). Behaviorally anchored rating scales: A new tool for personnel decisions. Academy of Management Journal, 13(4), 411-419.

Salas, E., & DeRouin, R. (2007). Behaviorally anchored rating scales (BARS): Origins and applications. Human Factors, 49(3), 522-541.

Sarros, J. C., Cooper, B. K., & Santora, J. C. (2008). Performance appraisal and measurement: Theory, practice, and application. New York: Routledge.

Smither, J. W., & London, M. (2009). Appraising and developing performance in organizations. San Francisco, CA: Jossey-Bass.

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