Question 1

All of the following are factors typically evaluated in a performance appraisal EXCEPT:

Accepted Answer

A)  Seniority. 
B)  Timeliness of input. 
C)  Aptitude. 
D)  Appearance. 
A)  Seniority. 
B)  Timeliness of input. 
C)  Aptitude. 
D)  Appearance.

Question 2

Which of the following statements about the use of performance appraisal forms is TRUE?

Accepted Answer

A)  The majority of employees are overly critical of their own performance. 
B)  The use of the same form by all supervisors assists the completion of the form and a comparison of the raters. 
C)  Computerized performance appraisal systems are less desirable than written appraisals because they cannot be customized. 
D)  Appraisal forms that require the supervisor to fill in the employee's achievements are the easiest and least time-consuming to complete. 
A)  The majority of employees are overly critical of their own performance. 
B)  The use of the same form by all supervisors assists the completion of the form and a comparison of the raters. 
C)  Computerized performance appraisal systems are less desirable than written appraisals because they cannot be customized. 
D)  Appraisal forms that require the supervisor to fill in the employee's achievements are the easiest and least time-consuming to complete.

Question 3

Other than the title of the document, a self-evaluation form should be identical to the supervisor evaluation form.

Accepted Answer

A) True 
 B)False

Question 4

A formal performance appraisal should be conducted by:

Accepted Answer

A)  The employee's immediate supervisor. 
B)  The head of the employee's department. 
C)  The director of human resources. 
D)  The company CEO. 
A)  The employee's immediate supervisor. 
B)  The head of the employee's department. 
C)  The director of human resources. 
D)  The company CEO.

Question 5

Appraisal meetings should be held:

Accepted Answer

A)  Shortly after the performance rating form has been completed. 
B)  Without giving employees any time to prepare for the meeting. 
C)  About three months after the performance rating form has been completed. 
D)  In a departmental meeting so other employees can comment on what is being discussed. 
A)  Shortly after the performance rating form has been completed. 
B)  Without giving employees any time to prepare for the meeting. 
C)  About three months after the performance rating form has been completed. 
D)  In a departmental meeting so other employees can comment on what is being discussed.

Question 6

Effective supervisors should provide their employees with informal feedback on performance:

Accepted Answer

A)  Daily. 
B)  Weekly. 
C)  A few times every month. 
D)  At least once a year. 
A)  Daily. 
B)  Weekly. 
C)  A few times every month. 
D)  At least once a year.

Question 7

In organizations using a two-tier wage system:

Accepted Answer

A)  Temporary employees are paid more than regular employees performing the same job. 
B)  New employees are paid less than present employees performing the same job. 
C)  Employees are not rewarded for the jobs they regularly perform. 
D)  Supervisors are paid more than regular employees. 
A)  Temporary employees are paid more than regular employees performing the same job. 
B)  New employees are paid less than present employees performing the same job. 
C)  Employees are not rewarded for the jobs they regularly perform. 
D)  Supervisors are paid more than regular employees.

Question 8

Employees' performance should never be rated higher than "average."

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is NOT a practical suggestion for improving employee performance?

Accepted Answer

A)  Letting people know what is expected of them. 
B)  Telling employees to "shape up" or "ship out." 
C)  Finding out what can be done to help the employee. 
D)  Observing employee performance. 
A)  Letting people know what is expected of them. 
B)  Telling employees to "shape up" or "ship out." 
C)  Finding out what can be done to help the employee. 
D)  Observing employee performance.

Question 10

Which of the following is a problem with appraisal forms most organizations experience?

Accepted Answer

A)  Not all raters agree on the meaning of such terms as exceptional, very good, satisfactory, fair, and unsatisfactory. 
B)  Some supervisors are more severe than others. 
C)  Some supervisors are overly generous or lenient. 
D)  All of the above. 
A)  Not all raters agree on the meaning of such terms as exceptional, very good, satisfactory, fair, and unsatisfactory. 
B)  Some supervisors are more severe than others. 
C)  Some supervisors are overly generous or lenient. 
D)  All of the above.

Question 11

Part of the "coaching" aspect of supervision prepares employees to take on greater responsibilities on the job.

Accepted Answer

A) True 
 B)False

Question 12

By any objective standard, Taron's job performance is satisfactory at best; but because his supervisor, Susan, is friends with Taron and socializes with him away from the office, she has rated his performance as "excellent." This is an illustration of the leniency error.

Accepted Answer

A) True 
 B)False

Question 13

Employee satisfaction and performance increase when there are opportunities for advancement.

Accepted Answer

A) True 
 B)False

Question 14

What are some reasons for the leniency error?

Accepted Answer

Supervisors believe poor performance by

Question 15

Which of the following is the PRIMARY purpose of an appraisal meeting?

Accepted Answer

A)  Explaining to the employee behavior that needs to be corrected and improved. 
B)  Helping the employee develop good future performance. 
C)  Letting the employee know how he or she is doing. 
D)  Discussing the amount of the employee's annual raise. 
A)  Explaining to the employee behavior that needs to be corrected and improved. 
B)  Helping the employee develop good future performance. 
C)  Letting the employee know how he or she is doing. 
D)  Discussing the amount of the employee's annual raise.

Question 16

Which of the following should NOT generally be used as a consideration when deciding whom to promote from within an organization?

Accepted Answer

A)  The employee's potential to perform higher-level tasks. 
B)  The quality of the employee's job performance. 
C)  The temporary loss of productivity that might occur in a department when an effective employee is promoted to a new job. 
D)  An employee's length of service in the department. 
A)  The employee's potential to perform higher-level tasks. 
B)  The quality of the employee's job performance. 
C)  The temporary loss of productivity that might occur in a department when an effective employee is promoted to a new job. 
D)  An employee's length of service in the department.

Question 17

Often times employees will self-select another employee who is perceived to be one of the best and learn from that person.

Accepted Answer

A) True 
 B)False

Question 18

Merit is the quality of an employee's job performance; ability is the employee's potential to perform the higher-level tasks.

Accepted Answer

A) True 
 B)False

Question 19

An effective compensation program should be designed to attract, retain, and motivate employees.

Accepted Answer

A) True 
 B)False

Question 20

Self-evaluations are largely a waste of time because employees naturally rate their own work more favorably than do their supervisors.

Accepted Answer

A) True 
 B)False

All of the following are factors typically evaluated in a performance appraisal EXCEPT:

Which of the following statements about the use of performance appraisal forms is TRUE?

Other than the title of the document, a self-evaluation form should be identical to the supervisor evaluation form.

A formal performance appraisal should be conducted by:

Appraisal meetings should be held:

Effective supervisors should provide their employees with informal feedback on performance:

In organizations using a two-tier wage system:

Employees' performance should never be rated higher than "average."

Which of the following is NOT a practical suggestion for improving employee performance?

Which of the following is a problem with appraisal forms most organizations experience?

Part of the "coaching" aspect of supervision prepares employees to take on greater responsibilities on the job.

By any objective standard, Taron's job performance is satisfactory at best; but because his supervisor, Susan, is friends with Taron and socializes with him away from the office, she has rated his performance as "excellent." This is an illustration of the leniency error.

Employee satisfaction and performance increase when there are opportunities for advancement.

What are some reasons for the leniency error?

Which of the following is the PRIMARY purpose of an appraisal meeting?

Which of the following should NOT generally be used as a consideration when deciding whom to promote from within an organization?

Often times employees will self-select another employee who is perceived to be one of the best and learn from that person.

Merit is the quality of an employee's job performance; ability is the employee's potential to perform the higher-level tasks.

An effective compensation program should be designed to attract, retain, and motivate employees.

Self-evaluations are largely a waste of time because employees naturally rate their own work more favorably than do their supervisors.

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

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

All of the following are factors typically evaluated in a performance appraisal EXCEPT:

Which of the following statements about the use of performance appraisal forms is TRUE?

Other than the title of the document, a self-evaluation form should be identical to the supervisor evaluation form.

A formal performance appraisal should be conducted by:

Appraisal meetings should be held:

Effective supervisors should provide their employees with informal feedback on performance:

In organizations using a two-tier wage system:

Employees' performance should never be rated higher than "average."

Which of the following is NOT a practical suggestion for improving employee performance?

Which of the following is a problem with appraisal forms most organizations experience?

Part of the "coaching" aspect of supervision prepares employees to take on greater responsibilities on the job.

By any objective standard, Taron's job performance is satisfactory at best; but because his supervisor, Susan, is friends with Taron and socializes with him away from the office, she has rated his performance as "excellent." This is an illustration of the leniency error.

Employee satisfaction and performance increase when there are opportunities for advancement.

What are some reasons for the leniency error?

Which of the following is the PRIMARY purpose of an appraisal meeting?

Which of the following should NOT generally be used as a consideration when deciding whom to promote from within an organization?

Often times employees will self-select another employee who is perceived to be one of the best and learn from that person.

Merit is the quality of an employee's job performance; ability is the employee's potential to perform the higher-level tasks.

An effective compensation program should be designed to attract, retain, and motivate employees.

Self-evaluations are largely a waste of time because employees naturally rate their own work more favorably than do their supervisors.

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