In which method do managers experience inconsistency in criteria for appraisal?

The overall assessment method can lead to inconsistency in appraisal criteria for several reasons. This method often involves a broad evaluation of an employee's performance, which may include qualitative and quantitative factors that can be subjective. Because various evaluators might prioritize different aspects of performance, this can result in discrepancies in how performance is judged. Furthermore, the criteria used may not be clearly defined, leading to varying interpretations among managers on what constitutes satisfactory performance.

In contrast, methods like grading, behavioral, and result-oriented assessments tend to have more defined criteria that focus either on specific performance metrics, observed behaviors, or outcomes, which help in maintaining consistency across different appraisals. The lack of uniformity in the overall assessment method makes it prone to variations based on individual manager biases or perspectives, thus causing inconsistency in the evaluation process.