Question 1

What are the four basic considerations for establishing performance standards?

Accepted Answer

Before any appraisal is conducted, the s

Question 2

A recency error is an error in which the appraisal is based largely upon the employee's most recent behavior as opposed to their behavior throughout the entire appraisal period.

Accepted Answer

A) True 
 B)False

Question 3

In most instances, who is in the best position to perform the function of evaluating an employee's performance?

Accepted Answer

A) The HR personnel 
B) The employee's supervisor 
C) The employee 
D) Co-workers 
A) The HR personnel 
B) The employee's supervisor 
C) The employee 
D) Co-workers

Question 4

Which rating format uses three specific behavioral descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behavior is better than, equal to, or worse than the standard for each behavior?

Accepted Answer

A) Mixed-standard scale 
B) Forced-choice method 
C) Behaviorally anchored rating scale 
D) Behavior observation scale 
A) Mixed-standard scale 
B) Forced-choice method 
C) Behaviorally anchored rating scale 
D) Behavior observation scale

Question 5

At TrueBlue, supervisors, peers, and subordinates all provide input into an employee's performance appraisal. TrueBlue uses a 360-degree evaluation.

Accepted Answer

A) True 
 B)False

Question 6

Self-appraisals are best for

Accepted Answer

A) administrative purposes. 
B) developmental purposes. 
C) promotional purposes. 
D) regulatory purposes. 
A) administrative purposes. 
B) developmental purposes. 
C) promotional purposes. 
D) regulatory purposes.

Question 7

​If an employee is doing something wrong, waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication.

Accepted Answer

A) True 
 B)False

Question 8

Roberta feels that Sal has shown clear improvement over the past three months. When completing Sal's annual performance review, Roberta rates Sal based upon the improvement, rather than considering the entire twelve months of work. Roberta has committed a recency error.

Accepted Answer

A) True 
 B)False

Question 9

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another, unrelated job.

Accepted Answer

A) True 
 B)False

Question 10

A major drawback of the essay method is that it can be subjective.

Accepted Answer

A) True 
 B)False

Question 11

Employees who earn performance-based pay are more

Accepted Answer

A) mobile. 
B) satisfied. 
C) educated. 
D) cynical. 
A) mobile. 
B) satisfied. 
C) educated. 
D) cynical.

Question 12

The Balanced Scorecard approach integrates four categories: financial, customer, process, and learning measures.

Accepted Answer

A) True 
 B)False

Question 13

If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors, the performance management system suffers from

Accepted Answer

A) criterion contamination. 
B) lack of reliability. 
C) criterion deficiency. 
D) organizational politics. 
A) criterion contamination. 
B) lack of reliability. 
C) criterion deficiency. 
D) organizational politics.

Question 14

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview and then explore the employee's feelings about the appraisal in the second part?

Accepted Answer

A) Problem-solving 
B) Tell-and-develop 
C) Tell-and-sell 
D) Tell-and-listen 
A) Problem-solving 
B) Tell-and-develop 
C) Tell-and-sell 
D) Tell-and-listen

Question 15

Which of the following is NOT a component of the Balanced Scorecard approach?

Accepted Answer

A) Competitor 
B) Learning 
C) Customer 
D) Financial 
A) Competitor 
B) Learning 
C) Customer 
D) Financial

Question 16

Managers may deflate performance ratings to make themselves look good as managers.

Accepted Answer

A) True 
 B)False

Question 17

Most performance appraisals focus on long-term improvement, rather than short-term achievements.

Accepted Answer

A) True 
 B)False

Question 18

An inappropriate interview technique in which praise serves to cushion criticism by alternating positive statements with negative statements is known as

Accepted Answer

A) the sandwich technique. 
B) the cushioning technique. 
C) the rollercoaster technique. 
D) sympathetic interviewing. 
A) the sandwich technique. 
B) the cushioning technique. 
C) the rollercoaster technique. 
D) sympathetic interviewing.

Question 19

Performance discussions should focus on the employee rather than on his or her behaviors.

Accepted Answer

A) True 
 B)False

Question 20

The two primary purposes of performance appraisals are

Accepted Answer

A) informative and developmental. 
B) managerial and administrative. 
C) managerial and informative. 
D) administrative and developmental. 
A) informative and developmental. 
B) managerial and administrative. 
C) managerial and informative. 
D) administrative and developmental.

What are the four basic considerations for establishing performance standards?

A recency error is an error in which the appraisal is based largely upon the employee's most recent behavior as opposed to their behavior throughout the entire appraisal period.

In most instances, who is in the best position to perform the function of evaluating an employee's performance?

Which rating format uses three specific behavioral descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behavior is better than, equal to, or worse than the standard for each behavior?

At TrueBlue, supervisors, peers, and subordinates all provide input into an employee's performance appraisal. TrueBlue uses a 360-degree evaluation.

Self-appraisals are best for

If an employee is doing something wrong, waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication.

Roberta feels that Sal has shown clear improvement over the past three months. When completing Sal's annual performance review, Roberta rates Sal based upon the improvement, rather than considering the entire twelve months of work. Roberta has committed a recency error.

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another, unrelated job.

A major drawback of the essay method is that it can be subjective.

Employees who earn performance-based pay are more

The Balanced Scorecard approach integrates four categories: financial, customer, process, and learning measures.

If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors, the performance management system suffers from

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview and then explore the employee's feelings about the appraisal in the second part?

Which of the following is NOT a component of the Balanced Scorecard approach?

Managers may deflate performance ratings to make themselves look good as managers.

Most performance appraisals focus on long-term improvement, rather than short-term achievements.

An inappropriate interview technique in which praise serves to cushion criticism by alternating positive statements with negative statements is known as

Performance discussions should focus on the employee rather than on his or her behaviors.

The two primary purposes of performance appraisals are

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters

Exam 8: Performance Management

What are the four basic considerations for establishing performance standards?

A recency error is an error in which the appraisal is based largely upon the employee's most recent behavior as opposed to their behavior throughout the entire appraisal period.

In most instances, who is in the best position to perform the function of evaluating an employee's performance?

Which rating format uses three specific behavioral descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behavior is better than, equal to, or worse than the standard for each behavior?

At TrueBlue, supervisors, peers, and subordinates all provide input into an employee's performance appraisal. TrueBlue uses a 360-degree evaluation.

Self-appraisals are best for

​If an employee is doing something wrong, waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication.

Roberta feels that Sal has shown clear improvement over the past three months. When completing Sal's annual performance review, Roberta rates Sal based upon the improvement, rather than considering the entire twelve months of work. Roberta has committed a recency error.

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another, unrelated job.

A major drawback of the essay method is that it can be subjective.

Employees who earn performance-based pay are more

The Balanced Scorecard approach integrates four categories: financial, customer, process, and learning measures.

If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors, the performance management system suffers from

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview and then explore the employee's feelings about the appraisal in the second part?

Which of the following is NOT a component of the Balanced Scorecard approach?

Managers may deflate performance ratings to make themselves look good as managers.

Most performance appraisals focus on long-term improvement, rather than short-term achievements.

An inappropriate interview technique in which praise serves to cushion criticism by alternating positive statements with negative statements is known as

Performance discussions should focus on the employee rather than on his or her behaviors.

The two primary purposes of performance appraisals are

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters

If an employee is doing something wrong, waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication.