In industrial and organizational psychology such scales are used to clearly define the behaviors that constitute poor, average, and superior performance.
Performance rating has become a continuous process by which an employer and employees attempt to understand company goals and how his or her progress toward contributing to them are measured.
On the managerial level, the will of hierarchy to fulfill performance indicators is dependent on task prioritizing, which is not shared amongst everyone.
Performance Rating intensifies[clarification needed] the environment of the organization but provides structure for production.
[7] Performance satisfaction[clarification needed] is found to be directly related to both affective commitment and intention of employee.