Which rating method categorizes performance using descriptors like unsatisfactory and outstanding?

The graphic rating scale is a performance appraisal method that utilizes descriptors such as "unsatisfactory," "satisfactory," "good," "very good," and "outstanding" to categorize an employee's performance level. This method typically involves rating an employee on various traits or performance factors on a scale, allowing managers to make quantitative assessments of performance.

The use of these specific descriptors provides a clear framework for both managers and employees to understand performance expectations. This clarity helps in identifying areas of strength and opportunities for improvement, as the explicit descriptors help to mitigate ambiguity in performance feedback.

In contrast, behavioral observation scales focus more on specific behaviors and frequency of observed actions rather than categorical descriptors. Multi-source feedback involves collecting performance information from a variety of stakeholders, which includes self-assessments, peer reviews, and supervisory evaluations, rather than using a single rating scale. Management by objectives centers around goal setting and achieving specific, measurable objectives rather than utilizing a rating scale system.

Thus, the graphic rating scale’s clear categorization using terms like "unsatisfactory" and "outstanding" makes it the correct answer for this question.