Supervision in the Hospitality Industry - AHLEI Practice Test 2025 - Free Hospitality Supervision Practice Questions and Study Guide

The method that involves the use of logs detailing critical incidents related to employee performance is the critical incidents method. This approach focuses on documenting specific examples of employee behavior—both positive and negative—that significantly impact performance. These logs serve as a record of various situations where an employee exhibited exceptional or poor performance, which can then be used for performance appraisals, coaching, and development.

The value of the critical incidents method lies in its specificity and ability to provide a clear context for performance assessment. It encourages a more nuanced understanding of an employee's actions and helps supervisors identify particular strengths and areas for improvement. By relying on actual events rather than subjective impressions, this method enhances the fairness and accuracy of performance evaluations.

Other methods mentioned, such as management-by-objectives, behaviorally anchored rating scales, and 360-degree feedback, rely on different mechanisms for assessing performance. Management-by-objectives focuses on setting specific goals and assessing performance based on the achievement of those goals. Behaviorally anchored rating scales use predefined behavioral descriptions to rate performance levels, while 360-degree feedback incorporates multiple perspectives, including those of peers, subordinates, and supervisors. In contrast, the critical incidents method emphasizes detailed logs of specific instances that inform evaluations and development plans.