Exam 8: Performance Management

Which of the following is NOT an advantage of the trait method of appraisals?

One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.

Feedback training for raters should include communicating effectively, diagnosing causes of performance problems, and setting goals.

​The mixed-standard scale method evaluates traits according to a single scale.

Criterion contamination occurs when different supervisors have different and inconsistent ratings of an employee's performance.

Expressing appreciation for the work an employee has done well is likely to make the person more defensive about aspects of the job that are not going so well.

Supervisors at TrueBlue are required to rank the employees on their staff in order from the strongest to weakest as part of the performance evaluation process. This ranking may lead to contrast errors.

According to a Supreme Court ruling, performance appraisals are subject to the same validity criteria as selection procedures.

The appraisal interview

Norman has experienced tension with certain members of his staff. This has led to some frustration on both sides. He is now preparing to hold performance review meetings. What type of format should he use to allow both himself and his subordinates to express their frustrations and work out their issues?

If one rates an average employee's performance high because one compared the employee to poor performers, one commits a

TrueBlue uses an MBO program for its performance reviews. Ranelle, the manager, and Louis, the subordinate, are working through that process. They have reached the point where they are ready to perform an interim review. Which of the following should they do at this stage?

Discuss the various types of rating errors that may exist in performance evaluations.

Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they are applied.

Research suggests that when it comes to our own performance, most of us first attribute our bad performance to

Since praise is a powerful motivator, appraisers should alternate positive and negative statements during a performance appraisal interview.

When reviewing the performance appraisals for the marketing department, the HR manager found what appeared to be leniency errors, as most employees received similar ratings that were above average. Going forward, raters are going to be required to use a forced distribution, as this will reduce the chance of leniency or strictness errors.

Studies have shown that employees who earn performance-based pay are more satisfied.

TrueBlue uses an MBO program for its performance reviews. Ranelle, the manager, and Louis, the subordinate, are working through that process. Ranelle has listed her goals and metrics for Louis, and Louis has proposed his own goals and metrics. What is the next step in the process?

Marco's department met or exceeded all of its productivity goals this year. When completing performance evaluations, Marco gave all members of his staff above average or excellent ratings, without considering individual effort. This is an example of a distributional rating error.