Exam 8: Performance Management

As an appraiser, one should try to do all of the following EXCEPT

If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or her own superiors, this is an example of

The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her behavior in a certain way is

If one inflates the evaluation of people with whom one has something in common, one commits a

A feedback training program for performance appraisal raters should cover at least all of the following areas EXCEPT

It can be helpful to divide the appraisal interview into two sessions, one each for

Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication.

One advantage of peer evaluations is that

A diagnosis of poor employee performance should focus on the three interactive elements of ability, motivation, and external conditions.

Developmental purposes for performance appraisal include evaluating goal achievement and validating selection criteria.

A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low ratings is referred to as a(n)

As a rule of thumb, a supervisor should spend approximately __________ percent of the time talking during an appraisal interview.

Performance-related behaviors such as leadership ability, ability to delegate, and employee supportiveness may best be appraised by

One major advantage of a behaviorally anchored rating scale is that

A person's performance is a function of ability, environment, and motivation.

Jakob met all of his goals. His sales figures are at or above the objective, and he increased his customer base by the desired amount. However, Renae exceeded her goals by a significant amount. When completing their performance appraisals, their supervisor gave Jakob below-average ratings because his numbers were so much lower than Renae's. The supervisor has made a recency error.

Marco is generally satisfied with the performance of his staff as a whole. Overall, deadlines and goals were met but not exceeded. Some individuals may have contributed more or less to the success of the department. But when completing their performance evaluations, he rates all of them as about average. This is an error of central tendency.