Question 1

A _________________ allows you to distinguish between good performance and bad performance.

Accepted Answer

A) criterion 
B) person-oriented job analysis 
C) variance estimate 
D) composite score 
A) criterion 
B) person-oriented job analysis 
C) variance estimate 
D) composite score

Question 2

Professor Smith is a very organized lecturer,but because he is rude and short with students,he received negative ratings on all dimensions (including organization).This is an example of a

Accepted Answer

A) halo error. 
B) distributional error. 
C) severity error. 
D) leniency error. 
A) halo error. 
B) distributional error. 
C) severity error. 
D) leniency error.

Question 3

Performance appraisal information can be used

Accepted Answer

A) for employee development. 
B) to justify a pay increase. 
C) as a factor in the decision to terminate. 
D) all of the above 
A) for employee development. 
B) to justify a pay increase. 
C) as a factor in the decision to terminate. 
D) all of the above

Question 4

Your roommate tells you that he is concerned that his manager's depressed mood might affect his performance appraisal.Based on the research on the effect of rater mood on appraisal ratings,is your roommate justified in his concern?

Accepted Answer

A) No,appraisals conducted by trained evaluators are not influenced by mood. 
B) No,the evaluations by depressed raters appear to be more accurate. 
C) No,depressed raters tend to exhibit less halo errors. 
D) both b and c 
A) No,appraisals conducted by trained evaluators are not influenced by mood. 
B) No,the evaluations by depressed raters appear to be more accurate. 
C) No,depressed raters tend to exhibit less halo errors. 
D) both b and c

Question 5

Which step(s)in the evaluation process might be influenced by schemata?

Accepted Answer

A) observing performance 
B) storing information about performance 
C) retrieving information about performance from memory 
D) all steps might be influenced by schemata 
A) observing performance 
B) storing information about performance 
C) retrieving information about performance from memory 
D) all steps might be influenced by schemata

Question 6

George thinks all professors are absent minded.This is an example of a

Accepted Answer

A) stereotype. 
B) prototype. 
C) sociotype. 
D) none of the above 
A) stereotype. 
B) prototype. 
C) sociotype. 
D) none of the above

Question 7

Your friend is a production manager at Teddybear Town,Inc.She uses records on the number of absences,the number of teddy bears produced,and the number of defective bears per employee.She then bases her employees' pay raises on these measures.What type of measure did she use?

Accepted Answer

A) subjective 
B) theoretical 
C) objective 
D) critical incident 
A) subjective 
B) theoretical 
C) objective 
D) critical incident

Question 8

Most jobs involve many different functions and tasks,thus administrative decisions often depend on

Accepted Answer

A) a theoretical criterion. 
B) a composite criterion. 
C) multidimensional criteria. 
D) dynamic criteria. 
A) a theoretical criterion. 
B) a composite criterion. 
C) multidimensional criteria. 
D) dynamic criteria.

Question 9

Managers rate themselves and are also rated by their peers,subordinates,and supervisors.They are then given information about all these ratings.This process is called

Accepted Answer

A) contextual performance. 
B) multidimensional rating. 
C) multidimensional feedback. 
D) 360 degree feedback. 
A) contextual performance. 
B) multidimensional rating. 
C) multidimensional feedback. 
D) 360 degree feedback.

Question 10

Your psychology professor has decided to appraise your course performance using only objective measures.Which of the following CANNOT be used?

Accepted Answer

A) the number of times you missed class 
B) his rating of you as an outstanding student 
C) the number of times you submitted assignments late 
D) your scores on 4 multiple choice tests 
A) the number of times you missed class 
B) his rating of you as an outstanding student 
C) the number of times you submitted assignments late 
D) your scores on 4 multiple choice tests

Question 11

Many students would like professors to make what type of error when grading examinations?

Accepted Answer

A) Leniency errors 
B) Severity errors 
C) Central tendency errors 
D) Halo errors 
A) Leniency errors 
B) Severity errors 
C) Central tendency errors 
D) Halo errors

Question 12

You have evaluated the performance of your administrative staff on a number of dimensions including attendance,work quality,and work quantity and must now provide individual feedback to each of your employees.You should use:

Accepted Answer

A) the dynamic approach. 
B) the multidimensional approach. 
C) the composite criterion approach. 
D) the face validity approach. 
A) the dynamic approach. 
B) the multidimensional approach. 
C) the composite criterion approach. 
D) the face validity approach.

Question 13

If raters' ratings are based on a general impression of an employee rather than on memory of the employee's actual behavior, is likely to occur.

Accepted Answer

A) a distributional bias 
B) a general tendency error 
C) a halo error 
D) true halo 
A) a distributional bias 
B) a general tendency error 
C) a halo error 
D) true halo

Question 14

If Bill rates all his employees as average on their performance evaluations he has committed a

Accepted Answer

A) leniency error. 
B) severity error. 
C) central tendency error. 
D) halo error. 
A) leniency error. 
B) severity error. 
C) central tendency error. 
D) halo error.

Question 15

Criterion relevance refers to

Accepted Answer

A) that part of the theoretical criterion that is NOT assessed by the actual criterion. 
B) that part of the actual criterion that is NOT assessed by the theoretical. 
C) that part of the theoretical criterion that is assessed by the actual criterion. 
D) that part of the actual criterion that assesses something other than what it was designed to measure. 
A) that part of the theoretical criterion that is NOT assessed by the actual criterion. 
B) that part of the actual criterion that is NOT assessed by the theoretical. 
C) that part of the theoretical criterion that is assessed by the actual criterion. 
D) that part of the actual criterion that assesses something other than what it was designed to measure.

Question 16

Which is NOT a weakness of objective job performance measures?

Accepted Answer

A) It is not always obvious what number is considered satisfactory performance for productivity measures. 
B) They may be deficient. 
C) Difficult to interpret their meaning in relation to job performance. 
D) Focus on quantity instead of quality. 
A) It is not always obvious what number is considered satisfactory performance for productivity measures. 
B) They may be deficient. 
C) Difficult to interpret their meaning in relation to job performance. 
D) Focus on quantity instead of quality.

Question 17

Which of the following is the first step that you would take in developing a behavior-focused form for use in performance appraisal?

Accepted Answer

A) Develop descriptions of effective and ineffective job performance. 
B) Develop job dimensions and place descriptions into the dimensions. 
C) Conduct a job analysis. 
D) Evaluate the effectiveness of the descriptions. 
A) Develop descriptions of effective and ineffective job performance. 
B) Develop job dimensions and place descriptions into the dimensions. 
C) Conduct a job analysis. 
D) Evaluate the effectiveness of the descriptions.

Question 18

Criterion relevance refers to the ___________ of a job performance measure.

Accepted Answer

A) reliability 
B) criterion related validity 
C) construct validity 
D) face validity 
A) reliability 
B) criterion related validity 
C) construct validity 
D) face validity

Question 19

Your roommate tells you that all engineers are socially shy and wear pocket protectors,white shorts,and thick glasses.This is an example of

Accepted Answer

A) a sociotype. 
B) a stereotype. 
C) a prototype. 
D) a cognitive model. 
A) a sociotype. 
B) a stereotype. 
C) a prototype. 
D) a cognitive model.

Question 20

The purpose of frame of reference training is to:

Accepted Answer

A) provide raters with a common understanding of the rating task. 
B) scientifically determine the appropriate salaries for jobs. 
C) familiarize raters with rater errors and teach them to avoid those rating patterns. 
D) ensure that all employees perform their jobs in the organizationally preferred manner. 
A) provide raters with a common understanding of the rating task. 
B) scientifically determine the appropriate salaries for jobs. 
C) familiarize raters with rater errors and teach them to avoid those rating patterns. 
D) ensure that all employees perform their jobs in the organizationally preferred manner.

A _________________ allows you to distinguish between good performance and bad performance.

Professor Smith is a very organized lecturer,but because he is rude and short with students,he received negative ratings on all dimensions (including organization).This is an example of a

Performance appraisal information can be used

Your roommate tells you that he is concerned that his manager's depressed mood might affect his performance appraisal.Based on the research on the effect of rater mood on appraisal ratings,is your roommate justified in his concern?

Which step(s)in the evaluation process might be influenced by schemata?

George thinks all professors are absent minded.This is an example of a

Your friend is a production manager at Teddybear Town,Inc.She uses records on the number of absences,the number of teddy bears produced,and the number of defective bears per employee.She then bases her employees' pay raises on these measures.What type of measure did she use?

Most jobs involve many different functions and tasks,thus administrative decisions often depend on

Managers rate themselves and are also rated by their peers,subordinates,and supervisors.They are then given information about all these ratings.This process is called

Your psychology professor has decided to appraise your course performance using only objective measures.Which of the following CANNOT be used?

Many students would like professors to make what type of error when grading examinations?

You have evaluated the performance of your administrative staff on a number of dimensions including attendance,work quality,and work quantity and must now provide individual feedback to each of your employees.You should use:

If raters' ratings are based on a general impression of an employee rather than on memory of the employee's actual behavior, is likely to occur.

If Bill rates all his employees as average on their performance evaluations he has committed a

Criterion relevance refers to

Which is NOT a weakness of objective job performance measures?

Which of the following is the first step that you would take in developing a behavior-focused form for use in performance appraisal?

Criterion relevance refers to the ___________ of a job performance measure.

Your roommate tells you that all engineers are socially shy and wear pocket protectors,white shorts,and thick glasses.This is an example of

The purpose of frame of reference training is to:

Introduction

Research Methods in I0 Psychology

Job Analysis

Assessment Methods for Selection and Placement

Selecting Employees

Training

Theories of Employee Motivation

Job Satisfaction and Organizational Commitment

Productive and Counterproductive Employee Behavior

Occupational Health Psychology

Work Groups and Work Teams

Leadership and Power in Organizations

Organizational Development and Theory

Filters

Exam 4: Performance Appraisal

A _________________ allows you to distinguish between good performance and bad performance.

Professor Smith is a very organized lecturer,but because he is rude and short with students,he received negative ratings on all dimensions (including organization).This is an example of a

Performance appraisal information can be used

Your roommate tells you that he is concerned that his manager's depressed mood might affect his performance appraisal.Based on the research on the effect of rater mood on appraisal ratings,is your roommate justified in his concern?

Which step(s)in the evaluation process might be influenced by schemata?

George thinks all professors are absent minded.This is an example of a

Your friend is a production manager at Teddybear Town,Inc.She uses records on the number of absences,the number of teddy bears produced,and the number of defective bears per employee.She then bases her employees' pay raises on these measures.What type of measure did she use?

Most jobs involve many different functions and tasks,thus administrative decisions often depend on

Managers rate themselves and are also rated by their peers,subordinates,and supervisors.They are then given information about all these ratings.This process is called

Your psychology professor has decided to appraise your course performance using only objective measures.Which of the following CANNOT be used?

Many students would like professors to make what type of error when grading examinations?

You have evaluated the performance of your administrative staff on a number of dimensions including attendance,work quality,and work quantity and must now provide individual feedback to each of your employees.You should use:

If raters' ratings are based on a general impression of an employee rather than on memory of the employee's actual behavior, is likely to occur.

If Bill rates all his employees as average on their performance evaluations he has committed a

Criterion relevance refers to

Which is NOT a weakness of objective job performance measures?

Which of the following is the first step that you would take in developing a behavior-focused form for use in performance appraisal?

Criterion relevance refers to the ___________ of a job performance measure.

Your roommate tells you that all engineers are socially shy and wear pocket protectors,white shorts,and thick glasses.This is an example of

The purpose of frame of reference training is to:

Introduction

Research Methods in I0 Psychology

Job Analysis

Assessment Methods for Selection and Placement

Selecting Employees

Training

Theories of Employee Motivation

Job Satisfaction and Organizational Commitment

Productive and Counterproductive Employee Behavior

Occupational Health Psychology

Work Groups and Work Teams

Leadership and Power in Organizations

Organizational Development and Theory

Filters