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

The management-by-objectives method is designed around the formulation of specific, measurable objectives that both managers and employees agree upon. When the goals set through this method are too easily achievable, it undermines the primary purpose of performance evaluation, which is to challenge and motivate employees to reach their full potential.

By creating easily attainable objectives, the evaluation process loses its effectiveness as it does not accurately reflect an employee's true capabilities or contributions to the organization. This can lead to complacency, where employees do not feel the need to strive for excellence or improvement, ultimately affecting overall performance and productivity.

In contrast, the other methods, such as the narrative essay method, behaviorally anchored rating scales, and critical incidents method, do not rely heavily on the set goals but rather focus on descriptive accounts, behaviors, or notable performance incidents. Therefore, while they may have their own limitations, they are not directly weakened in the same way by the ease of goal-setting as management-by-objectives is.