Question 1

Most employees are able to handle fair criticism.

Accepted Answer

A) True 
 B)False

Question 2

Too many supervisors automatically recommend the normal wage increase for all employees, regardless of their job performance.

Accepted Answer

A) True 
 B)False

Question 3

A consensus appraisal should be completed if an employee reports to several supervisors.

Accepted Answer

A) True 
 B)False

Question 4

Many organizations have an audit or review process to review supervisors' appraisal process.

Accepted Answer

A) True 
 B)False

Question 5

In a 360 degree evaluation, all of the following people have input into the process, EXCEPT:

Accepted Answer

A)  Vendors. 
B)  Friends. 
C)  Peers. 
D)  Customers. 
A)  Vendors. 
B)  Friends. 
C)  Peers. 
D)  Customers.

Question 6

Gain-sharing plans are group incentive awards.

Accepted Answer

A) True 
 B)False

Question 7

If employees sign their performance appraisal forms it means that they agree with the ratings they have received.

Accepted Answer

A) True 
 B)False

Question 8

Self-evaluations:

Accepted Answer

A)  Have generally been shown to be a waste of time because employees usually rank their performance the same as their supervisors. 
B)  Are usually considered more important in the appraisal process than supervisor's evaluations. 
C)  Should be close to the supervisor's ratings if the supervisor has provided ongoing feedback. 
D)  Should be based on entirely different standards than the supervisor's evaluations. 
A)  Have generally been shown to be a waste of time because employees usually rank their performance the same as their supervisors. 
B)  Are usually considered more important in the appraisal process than supervisor's evaluations. 
C)  Should be close to the supervisor's ratings if the supervisor has provided ongoing feedback. 
D)  Should be based on entirely different standards than the supervisor's evaluations.

Question 9

Performance appraisals are almost "routine" if the supervisor has given the employee regular feedback about his or her work.

Accepted Answer

A) True 
 B)False

Question 10

All of the following statements about promotion-from-within policies are true EXCEPT:

Accepted Answer

A)  They provide the organization with a steady source of trained personnel for higher positions. 
B)  They can save an organization much time and money. 
C)  They have been found to have little impact on employee performance. 
D)  They should sometimes be overridden if a qualified internal candidate for a position cannot be found. 
A)  They provide the organization with a steady source of trained personnel for higher positions. 
B)  They can save an organization much time and money. 
C)  They have been found to have little impact on employee performance. 
D)  They should sometimes be overridden if a qualified internal candidate for a position cannot be found.

Question 11

Performance appraisals do little to help supervisors in their coaching and counseling of employees.

Accepted Answer

A) True 
 B)False

Question 12

The choice of an appraisal term or level depends mostly on the rater's perceptions, which may inaccurately measure performance.

Accepted Answer

A) True 
 B)False

Question 13

During a performance appraisal, the supervisor of an employee with substandard work performance needs to:

Accepted Answer

A)  Assign the employee new job responsibilities. 
B)  Transfer the employee to another department. 
C)  Communicate what needs to be done in order to improve. 
D)  Terminate the employee. 
A)  Assign the employee new job responsibilities. 
B)  Transfer the employee to another department. 
C)  Communicate what needs to be done in order to improve. 
D)  Terminate the employee.

Question 14

The primary reason for evaluating performance on a systematic basis is to achieve organizational goals.

Accepted Answer

A) True 
 B)False

Question 15

What is a system of performance management?

Accepted Answer

A system of performance manage

Question 16

According to Kreitner and Kinicki, poor employee performance is almost always due to insufficient motivation.

Accepted Answer

A) True 
 B)False

Question 17

Peer evaluations are used because:

Accepted Answer

A)  Supervisors are too busy. 
B)  Peers have a close working relationship with the individual. 
C)  Peers feel more valued as employees when they have the opportunity to participate in management activities. 
D)  All of the above. 
A)  Supervisors are too busy. 
B)  Peers have a close working relationship with the individual. 
C)  Peers feel more valued as employees when they have the opportunity to participate in management activities. 
D)  All of the above.

Question 18

Promotion by seniority is the best method to use when considering who should be given the opportunity to "move up" within an organization.

Accepted Answer

A) True 
 B)False

Question 19

What should the supervisor do in the appraisal meeting?

Accepted Answer

After a brief, informal opening, the sup

Question 20

Supervisors tend to give higher ratings than employees deserve because they want the employees to receive the highest pay increases possible.

Accepted Answer

A) True 
 B)False

Most employees are able to handle fair criticism.

Too many supervisors automatically recommend the normal wage increase for all employees, regardless of their job performance.

A consensus appraisal should be completed if an employee reports to several supervisors.

Many organizations have an audit or review process to review supervisors' appraisal process.

In a 360 degree evaluation, all of the following people have input into the process, EXCEPT:

Gain-sharing plans are group incentive awards.

If employees sign their performance appraisal forms it means that they agree with the ratings they have received.

Self-evaluations:

Performance appraisals are almost "routine" if the supervisor has given the employee regular feedback about his or her work.

All of the following statements about promotion-from-within policies are true EXCEPT:

Performance appraisals do little to help supervisors in their coaching and counseling of employees.

The choice of an appraisal term or level depends mostly on the rater's perceptions, which may inaccurately measure performance.

During a performance appraisal, the supervisor of an employee with substandard work performance needs to:

The primary reason for evaluating performance on a systematic basis is to achieve organizational goals.

What is a system of performance management?

According to Kreitner and Kinicki, poor employee performance is almost always due to insufficient motivation.

Peer evaluations are used because:

Promotion by seniority is the best method to use when considering who should be given the opportunity to "move up" within an organization.

What should the supervisor do in the appraisal meeting?

Supervisors tend to give higher ratings than employees deserve because they want the employees to receive the highest pay increases possible.

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

Most employees are able to handle fair criticism.

Too many supervisors automatically recommend the normal wage increase for all employees, regardless of their job performance.

A consensus appraisal should be completed if an employee reports to several supervisors.

Many organizations have an audit or review process to review supervisors' appraisal process.

In a 360 degree evaluation, all of the following people have input into the process, EXCEPT:

Gain-sharing plans are group incentive awards.

If employees sign their performance appraisal forms it means that they agree with the ratings they have received.

Self-evaluations:

Performance appraisals are almost "routine" if the supervisor has given the employee regular feedback about his or her work.

All of the following statements about promotion-from-within policies are true EXCEPT:

Performance appraisals do little to help supervisors in their coaching and counseling of employees.

The choice of an appraisal term or level depends mostly on the rater's perceptions, which may inaccurately measure performance.

During a performance appraisal, the supervisor of an employee with substandard work performance needs to:

The primary reason for evaluating performance on a systematic basis is to achieve organizational goals.

What is a system of performance management?

According to Kreitner and Kinicki, poor employee performance is almost always due to insufficient motivation.

Peer evaluations are used because:

Promotion by seniority is the best method to use when considering who should be given the opportunity to "move up" within an organization.

What should the supervisor do in the appraisal meeting?

Supervisors tend to give higher ratings than employees deserve because they want the employees to receive the highest pay increases possible.

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