Question 1

The appraisal criteria,methods,and documentation must be designed to ensure that they are:

Accepted Answer

A) consistent with standing plans. 
B) unilaterally prepared. 
C) promoting the halo effect. 
D) job related. 
E) full of subjectivity. 
A) consistent with standing plans. 
B) unilaterally prepared. 
C) promoting the halo effect. 
D) job related. 
E) full of subjectivity. D

Question 2

Experts agree that traits are inferior to both task outcomes and behaviors as appraisal criteria because traits refer to performance itself,not to potential predictions of performance.

Accepted Answer

A) True 
 B)False  False

Question 3

The three most popular sets of criteria that supervisors appraise are:

Accepted Answer

A) individual temperament,punctuality,and thoroughness. 
B) individual task outcomes,behaviors,and traits. 
C) employee work record,punctuality,and excellence. 
D) employee behavior,loyalty,and traits. 
E) individual personality,task accomplishment,and attendance record. 
A) individual temperament,punctuality,and thoroughness. 
B) individual task outcomes,behaviors,and traits. 
C) employee work record,punctuality,and excellence. 
D) employee behavior,loyalty,and traits. 
E) individual personality,task accomplishment,and attendance record. B

Question 4

If there are important parts of an employee's job in which a supervisor is not able to make accurate judgments,they should supplement their appraisal with:

Accepted Answer

A) all of the following. 
B) customer appraisals 
C) peer evaluations 
D) self-appraisals
TRUE/FALSE.Write 'T' if the statement is true and 'F' if the statement is false. 
A) all of the following. 
B) customer appraisals 
C) peer evaluations 
D) self-appraisals
TRUE/FALSE.Write 'T' if the statement is true and 'F' if the statement is false.

Question 5

When an evaluator recalls,and then gives greater importance to,employee job behaviors that have occurred near the end of the performance-measuring period,this results in:

Accepted Answer

A) leniency error. 
B) critical incidents. 
C) recency error. 
D) central tendency. 
E) halo error. 
A) leniency error. 
B) critical incidents. 
C) recency error. 
D) central tendency. 
E) halo error.

Question 6

Supervisors are using the performance appraisal as a means for helping employees improve future performance.

Accepted Answer

A) True 
 B)False

Question 7

A tool that reviews past performance,emphasizing positive accomplishments as well as deficiencies,is a:

Accepted Answer

A) management by objective. 
B) performance appraisal. 
C) job evaluation. 
D) job description. 
E) graphic rating. 
A) management by objective. 
B) performance appraisal. 
C) job evaluation. 
D) job description. 
E) graphic rating.

Question 8

When you have to rate people on the degree to which they are dependable,confident,aggressive, and loyal,you are judging:

Accepted Answer

A) standards. 
B) behaviors. 
C) motivation levels. 
D) traits. 
E) contributions. 
A) standards. 
B) behaviors. 
C) motivation levels. 
D) traits. 
E) contributions.

Question 9

Which method of performance appraisal is considered expensive?

Accepted Answer

A) Written report 
B) Behaviorally anchored rating scales 
C) Critical incidents 
D) Checklist 
E) Adjective rating scales 
A) Written report 
B) Behaviorally anchored rating scales 
C) Critical incidents 
D) Checklist 
E) Adjective rating scales

Question 10

The 360 degree appraisal seeks performance feedback from sources EXCEPT:

Accepted Answer

A) boss. 
B) spouse. 
C) oneself. 
D) team members. 
E) peers. 
A) boss. 
B) spouse. 
C) oneself. 
D) team members. 
E) peers.

Question 11

The performance appraisal is both a formal and an informal activity.

Accepted Answer

A) True 
 B)False

Question 12

Behaviorally anchored rating scales specify:

Accepted Answer

A) definite,observable,and measurable job behaviors. 
B) indefinite,observable,and measurable job behaviors. 
C) definite,unobservable,and measurable job behaviors. 
D) definite,observable,and immeasurable job behaviors. 
E) indefinite,unobservable,and immeasurable job behaviors. 
A) definite,observable,and measurable job behaviors. 
B) indefinite,observable,and measurable job behaviors. 
C) definite,unobservable,and measurable job behaviors. 
D) definite,observable,and immeasurable job behaviors. 
E) indefinite,unobservable,and immeasurable job behaviors.

Question 13

Supervisors should include peer evaluations from team members in the performance appraisals of those whose jobs are inherently designed:

Accepted Answer

A) independent from one another. 
B) to perform individual jobs. 
C) to maximize employee interaction. 
D) around team work. 
E) to decrease both halo and leniency errors. 
A) independent from one another. 
B) to perform individual jobs. 
C) to maximize employee interaction. 
D) around team work. 
E) to decrease both halo and leniency errors.

Question 14

When should an informal performance appraisal be conducted?

Accepted Answer

A) Day to day 
B) At least once a year at a minimum 
C) Twice a year 
D) Anniversary date of the employee 
E) Once a month 
A) Day to day 
B) At least once a year at a minimum 
C) Twice a year 
D) Anniversary date of the employee 
E) Once a month

Question 15

Which performance appraisal compares employees against other employees in evaluating their performance?

Accepted Answer

A) Faction comparison method 
B) Relative standards 
C) Behaviorally anchored rating scale 
D) Graphic rating scale 
A) Faction comparison method 
B) Relative standards 
C) Behaviorally anchored rating scale 
D) Graphic rating scale

Question 16

By supplementing supervisory appraisals with peer evaluations,a supervisor can make the appraisal

Accepted Answer

A) boss-oriented. 
B) more accurate. 
C) more time-consuming. 
D) less accurate. 
E) unbiased or prejudiced. 
A) boss-oriented. 
B) more accurate. 
C) more time-consuming. 
D) less accurate. 
E) unbiased or prejudiced.

Question 17

The tendency to rate an individual high or low on all factors due to the impression of a high or low rating on some specific factor is:

Accepted Answer

A) behavioral anchor rating scales. 
B) central tendency. 
C) graphic rating. 
D) halo error. 
E) individual ranking. 
A) behavioral anchor rating scales. 
B) central tendency. 
C) graphic rating. 
D) halo error. 
E) individual ranking.

Question 18

The halo error is a tendency to rate an individual high or low on all factors as a result of the impression of a high or low rating on some specific factor.

Accepted Answer

A) True 
 B)False

Question 19

These are the three types of approaches for doing appraisals EXCEPT:

Accepted Answer

A) objectives. 
B) relative standards. 
C) global impression. 
D) absolute standards. 
A) objectives. 
B) relative standards. 
C) global impression. 
D) absolute standards.

Question 20

Supervisors can overcome hurdles to effective performance appraisal by instituting the following EXCEPT FOR:

Accepted Answer

A) combining absolute and relative standards. 
B) using multiple raters. 
C) creating central tendency. 
D) continually documenting employee performance. 
E) using behaviorally-based measures. 
A) combining absolute and relative standards. 
B) using multiple raters. 
C) creating central tendency. 
D) continually documenting employee performance. 
E) using behaviorally-based measures.

The appraisal criteria,methods,and documentation must be designed to ensure that they are:

Experts agree that traits are inferior to both task outcomes and behaviors as appraisal criteria because traits refer to performance itself,not to potential predictions of performance.

The three most popular sets of criteria that supervisors appraise are:

If there are important parts of an employee's job in which a supervisor is not able to make accurate judgments,they should supplement their appraisal with:

When an evaluator recalls,and then gives greater importance to,employee job behaviors that have occurred near the end of the performance-measuring period,this results in:

Supervisors are using the performance appraisal as a means for helping employees improve future performance.

A tool that reviews past performance,emphasizing positive accomplishments as well as deficiencies,is a:

When you have to rate people on the degree to which they are dependable,confident,aggressive, and loyal,you are judging:

Which method of performance appraisal is considered expensive?

The 360 degree appraisal seeks performance feedback from sources EXCEPT:

The performance appraisal is both a formal and an informal activity.

Behaviorally anchored rating scales specify:

Supervisors should include peer evaluations from team members in the performance appraisals of those whose jobs are inherently designed:

When should an informal performance appraisal be conducted?

Which performance appraisal compares employees against other employees in evaluating their performance?

By supplementing supervisory appraisals with peer evaluations,a supervisor can make the appraisal

The tendency to rate an individual high or low on all factors due to the impression of a high or low rating on some specific factor is:

The halo error is a tendency to rate an individual high or low on all factors as a result of the impression of a high or low rating on some specific factor.

These are the three types of approaches for doing appraisals EXCEPT:

Supervisors can overcome hurdles to effective performance appraisal by instituting the following EXCEPT FOR:

Supervision Definitions

Supervision Challenges

Planning and Goal Setting

Organizing

Staffing and Recruiting

Controlling

Problem Analysis an Decision Making

Motivating Followers

Leading Followers

Communicating Effectively

Developing Groups

Workplace Health and Safety

Conflict, Politics, Discipline, and Negotiation

Change Management

Supervision and Labor

Filters

Exam 12: Performance Appraisal

The appraisal criteria,methods,and documentation must be designed to ensure that they are:

Experts agree that traits are inferior to both task outcomes and behaviors as appraisal criteria because traits refer to performance itself,not to potential predictions of performance.

The three most popular sets of criteria that supervisors appraise are:

If there are important parts of an employee's job in which a supervisor is not able to make accurate judgments,they should supplement their appraisal with:

When an evaluator recalls,and then gives greater importance to,employee job behaviors that have occurred near the end of the performance-measuring period,this results in:

Supervisors are using the performance appraisal as a means for helping employees improve future performance.

A tool that reviews past performance,emphasizing positive accomplishments as well as deficiencies,is a:

When you have to rate people on the degree to which they are dependable,confident,aggressive, and loyal,you are judging:

Which method of performance appraisal is considered expensive?

The 360 degree appraisal seeks performance feedback from sources EXCEPT:

The performance appraisal is both a formal and an informal activity.

Behaviorally anchored rating scales specify:

Supervisors should include peer evaluations from team members in the performance appraisals of those whose jobs are inherently designed:

When should an informal performance appraisal be conducted?

Which performance appraisal compares employees against other employees in evaluating their performance?

By supplementing supervisory appraisals with peer evaluations,a supervisor can make the appraisal

The tendency to rate an individual high or low on all factors due to the impression of a high or low rating on some specific factor is:

The halo error is a tendency to rate an individual high or low on all factors as a result of the impression of a high or low rating on some specific factor.

These are the three types of approaches for doing appraisals EXCEPT:

Supervisors can overcome hurdles to effective performance appraisal by instituting the following EXCEPT FOR:

Supervision Definitions

Supervision Challenges

Planning and Goal Setting

Organizing

Staffing and Recruiting

Controlling

Problem Analysis an Decision Making

Motivating Followers

Leading Followers

Communicating Effectively

Developing Groups

Workplace Health and Safety

Conflict, Politics, Discipline, and Negotiation

Change Management

Supervision and Labor

Filters