The system of evaluation where an employee is measured against his/her co-worker is called:

AIIMS Nagpur NO- 2020

Nursing Management & leadership

Easy

Appeared in: AIIMS Nagpur NO- 2020

Explanation

Ranking is a type of 'Multiple Person Evaluation Method' where an employee's performance is judged in comparison to their peers.
It is a relative, not absolute, standard of evaluation.
The process involves ordering employees from best to worst based on a specific trait or overall performance.
This is one of the simplest and oldest methods of performance appraisal, particularly for making decisions about promotions or salary increases.

Option A: Reports are the output or documentation of an evaluation, not the evaluation method itself. A manager might use statistical reports or written reports as a source of information, but it is not a system for comparing employees.
Option B: Graphic records, or Graphic Rating Scales, are an absolute evaluation method. They measure an employee's performance against a fixed set of standards or traits on a scale, not against their co-workers.
Option C: The Critical Incident Technique is an absolute evaluation method that focuses on recording specific instances of an employee's exceptionally good or poor performance. It evaluates specific behaviors, not the employee's overall standing relative to others.

Clinical Relevance

Nursing practice connection: This is primarily an exam-oriented knowledge point with limited direct bedside application, so retain Performance Appraisal Methods as background academic context rather than a clinical decision trigger.
Nurse managers frequently use performance appraisals to evaluate the clinical competence and professional behavior of their nursing staff.
Understanding different appraisal methods helps managers choose the most appropriate tool for their objective, whether it's for salary decisions, promotions, or staff development.
What if? If a nurse manager's goal was to provide detailed developmental feedback to a new graduate nurse, the Critical Incident method or a Behaviorally Anchored Rating Scale (BARS) would be more effective than Ranking, as they provide specific behavioral examples to discuss.

How to Approach the Question

First, analyze the question to identify the core requirement. The question asks for a specific 'system of evaluation'.
Next, identify the key differentiating phrase: 'measured against his/her co-worker'. This points directly to a comparative or relative method of appraisal.
Evaluate each option based on this key phrase:
'Reports' is a general term for documentation, not a comparative system.
'Graphic records' (rating scales) measure against a fixed standard, not co-workers.
'Critical incidents' focus on specific behaviors, not a comparison between employees.

Concept Tested & Keywords

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E6 Nursing_Management_and_leadership_Johny_Kutty_JosephCbs_Publishers (pp 16-364 of 374) p. 191-193

E6 Textbook of Nursing Management and Leadership I. Clemen — Subpart B (pp 328-654 of 982) p. 232-234