Question 1

Identify three advantages gained by organizations that use a formal performance appraisal system.

Accepted Answer

(1) Performance appraisals provide systematic judgments to support salary increases, promotions, transfers, layoffs, demotions, and terminations. 
(2) Performance appraisals provide a way to tell employees how they are doing and to suggest needed changes; they let employees know where they stand with the supervisor and within the organization. 
(3) Performance appraisals help supervisors coach and counsel employees.

Question 2

The job-related requirements used to evaluate an employee are called:

Accepted Answer

A)  Central tendencies. 
B)  Halo effects. 
C)  Appraisal standards. 
D)  Performance standards. 
A)  Central tendencies. 
B)  Halo effects. 
C)  Appraisal standards. 
D)  Performance standards. D

Question 3

Performance appraisal can raise many organizational challenges. Of the situations listed below, identify the least complicated or most "normal."

Accepted Answer

A)  The employee works for several supervisors due to a variable work-shift schedule. 
B)  The employee is one of seven employees reporting directly to the supervisor. 
C)  The company has a matrix organizational structure. 
D)  The company has implemented the self-managed work-team concept. 
A)  The employee works for several supervisors due to a variable work-shift schedule. 
B)  The employee is one of seven employees reporting directly to the supervisor. 
C)  The company has a matrix organizational structure. 
D)  The company has implemented the self-managed work-team concept. B

Question 4

A formal appraisal system forces a supervisor to examine employees' work from the standpoint of how well they are meeting established standards and to identify areas that need improvement.

Accepted Answer

A) True 
 B)False

Question 5

Most employees would rather be told how they are doing, even if it involves some criticism, rather than receive no feedback from their supervisors.

Accepted Answer

A) True 
 B)False

Question 6

The supervisor should use the appraisal meeting to formally praise the employee for past or current good performance and to help the employee develop better performance in the future.

Accepted Answer

A) True 
 B)False

Question 7

A peer evaluation is the evaluation of an employee's performance by other employees of higher rank than that of the employee.

Accepted Answer

A) True 
 B)False

Question 8

What is a peicework compensation system?

Accepted Answer

A piecework compensa

Question 9

Supervisors are responsible for determining the relative worth of jobs within their departments.

Accepted Answer

A) True 
 B)False

Question 10

Every appraisal meeting must include discussions about plans for improvement and possible opportunities for the employee's future with the organization.

Accepted Answer

A) True 
 B)False

Question 11

It is unwise for a supervisor to use performance appraisals to make decisions about demoting or firing employees.

Accepted Answer

A) True 
 B)False

Question 12

Only sections of the performance appraisal form that relate to the employee's job should be evaluated.

Accepted Answer

A) True 
 B)False

Question 13

The purpose of meeting with a new hire at the end of his or her first day is to determine whether or not the employee should report to work the next day.

Accepted Answer

A) True 
 B)False

Question 14

Most organizations ask supervisors to conduct informal evaluations on a daily basis.

Accepted Answer

A) True 
 B)False

Question 15

What is involved in the supervisory activity of coaching? Which employees generally benefit the most from coaching? Why?

Accepted Answer

Coaching is the frequent activity of the

Question 16

Performance standards are the job-related requirements by which an employee's performance will be evaluated.

Accepted Answer

A) True 
 B)False

Question 17

The objectives of the compenstaion program should be to:

Accepted Answer

A)  Eliminate pay inequities. 
B)  Maintain attractive pay rates. 
C)  Reward employees for outstanding performance. 
D)  All of the above. 
A)  Eliminate pay inequities. 
B)  Maintain attractive pay rates. 
C)  Reward employees for outstanding performance. 
D)  All of the above.

Question 18

Describe the various types of evaluation methods (including 360-degree evaluations) that can be used to appraise the performance of an employee. Who would be responsible for providing information for each of these methods? Who has the ultimate responsibility for reconciling the evaluations and communicating the information to the employee?

Accepted Answer

In many organizations, supervisors condu

Question 19

Employees sometimes bring up issues in an appraisal interview that were unexpected by the supervisor.

Accepted Answer

A) True 
 B)False

Question 20

Effective supervisors provide their subordinates with formally written feedback on a monthly basis..

Accepted Answer

A) True 
 B)False

Identify three advantages gained by organizations that use a formal performance appraisal system.

The job-related requirements used to evaluate an employee are called:

Performance appraisal can raise many organizational challenges. Of the situations listed below, identify the least complicated or most "normal."

A formal appraisal system forces a supervisor to examine employees' work from the standpoint of how well they are meeting established standards and to identify areas that need improvement.

Most employees would rather be told how they are doing, even if it involves some criticism, rather than receive no feedback from their supervisors.

The supervisor should use the appraisal meeting to formally praise the employee for past or current good performance and to help the employee develop better performance in the future.

A peer evaluation is the evaluation of an employee's performance by other employees of higher rank than that of the employee.

What is a peicework compensation system?

Supervisors are responsible for determining the relative worth of jobs within their departments.

Every appraisal meeting must include discussions about plans for improvement and possible opportunities for the employee's future with the organization.

It is unwise for a supervisor to use performance appraisals to make decisions about demoting or firing employees.

Only sections of the performance appraisal form that relate to the employee's job should be evaluated.

The purpose of meeting with a new hire at the end of his or her first day is to determine whether or not the employee should report to work the next day.

Most organizations ask supervisors to conduct informal evaluations on a daily basis.

What is involved in the supervisory activity of coaching? Which employees generally benefit the most from coaching? Why?

Performance standards are the job-related requirements by which an employee's performance will be evaluated.

The objectives of the compenstaion program should be to:

Employees sometimes bring up issues in an appraisal interview that were unexpected by the supervisor.

Effective supervisors provide their subordinates with formally written feedback on a monthly basis..

Supervising in Uncertain Times

The Managerial Functions

Communication: the Vital Link in Supervisory Management

Motivational Principles As Applied to Supervision

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Organizing at the Departmental Level

The Supervisor and Employee Recruitment, Selection, Orientation and Training

Supervisory Leadership and the Management of Change

Managing Work Groups: Teamwork, Morale and Counseling

Supervising a Diverse Workforce

Fundamentals of Controlling

Resolving Conflicts in the Workplace

Filters

Exam 10: Performance Management: Appraising, Coaching, Promoting, and Compensating

Identify three advantages gained by organizations that use a formal performance appraisal system.

The job-related requirements used to evaluate an employee are called:

Performance appraisal can raise many organizational challenges. Of the situations listed below, identify the least complicated or most "normal."

A formal appraisal system forces a supervisor to examine employees' work from the standpoint of how well they are meeting established standards and to identify areas that need improvement.

Most employees would rather be told how they are doing, even if it involves some criticism, rather than receive no feedback from their supervisors.

The supervisor should use the appraisal meeting to formally praise the employee for past or current good performance and to help the employee develop better performance in the future.

A peer evaluation is the evaluation of an employee's performance by other employees of higher rank than that of the employee.

What is a peicework compensation system?

Supervisors are responsible for determining the relative worth of jobs within their departments.

Every appraisal meeting must include discussions about plans for improvement and possible opportunities for the employee's future with the organization.

It is unwise for a supervisor to use performance appraisals to make decisions about demoting or firing employees.

Only sections of the performance appraisal form that relate to the employee's job should be evaluated.

The purpose of meeting with a new hire at the end of his or her first day is to determine whether or not the employee should report to work the next day.

Most organizations ask supervisors to conduct informal evaluations on a daily basis.

What is involved in the supervisory activity of coaching? Which employees generally benefit the most from coaching? Why?

Performance standards are the job-related requirements by which an employee's performance will be evaluated.

The objectives of the compenstaion program should be to:

Employees sometimes bring up issues in an appraisal interview that were unexpected by the supervisor.

Effective supervisors provide their subordinates with formally written feedback on a monthly basis..

Supervising in Uncertain Times

The Managerial Functions

Communication: the Vital Link in Supervisory Management

Motivational Principles As Applied to Supervision

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Organizing at the Departmental Level

The Supervisor and Employee Recruitment, Selection, Orientation and Training

Supervisory Leadership and the Management of Change

Managing Work Groups: Teamwork, Morale and Counseling

Supervising a Diverse Workforce

Fundamentals of Controlling

Resolving Conflicts in the Workplace

Filters