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

The performance evaluation method that requires rankings to conform to a bell-shaped curve is known as forced distribution. This method is designed to categorize employees into various performance levels based on a predetermined percentage, which typically reflects a bell-shaped distribution.

By using forced distribution, organizations can ensure that only a certain percentage of employees are classified as top performers, while others fall into average and lower performance categories. This approach helps to create a clear delineation among employee performance levels, which can be useful for decisions related to promotions, raises, and professional development. The bell curve aspect emphasizes that while most employees will be in the middle range of performance, few will be at the extreme ends (either high or low), which resembles the statistical distribution of many natural phenomena.

In contrast, the other methods mentioned do not inherently require a distribution model. Alternative ranking assigns employees specific ranks relative to one another without enforcing a specific distribution. Paired comparisons involve directly comparing each employee against every other employee, and graphic rate scaling uses a visual scale to assess performance rather than imposing a structured distribution. Thus, forced distribution stands out as the method specifically aligned with the bell-shaped curve concept.