Question 1

Describe the administrative uses of performance appraisals.

Accepted Answer

Administrative uses are often based on a

Question 2

An informal appraisal is used when a system is in place to report managerial observations and assessment of employee performance.

Accepted Answer

A) True 
 B)False

Question 3

Differentiate between the subjective and objective measures of performance appraisals.

Accepted Answer

Performance measures can be viewed as ob

Question 4

Describe performance-focused organizational cultures.

Accepted Answer

Organizational cultures can vary on many

Question 5

One concern of multisource rating is that peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.

Accepted Answer

A) True 
 B)False

Question 6

Peer and team ratings are especially useful only when supervisors can observe each employee's performance.

Accepted Answer

A) True 
 B)False

Question 7

The appraisal discussion is an emotional experience for managers because:

Accepted Answer

A)  managers must frequently communicate both praise and constructive criticism to employees. 
B)  managers must emphasize only the positive aspects of employees' performance. 
C)  managers must overlook the positive aspects of employees' performance and emphasize their negative aspects. 
D)  managers must avoid communicating the results of appraisals to employees. 
A)  managers must frequently communicate both praise and constructive criticism to employees. 
B)  managers must emphasize only the positive aspects of employees' performance. 
C)  managers must overlook the positive aspects of employees' performance and emphasize their negative aspects. 
D)  managers must avoid communicating the results of appraisals to employees.

Question 8

The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded views.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following statements is true of objective and subjective measures of performance appraisals?

Accepted Answer

A)  Subjective measures can be observed, and objective measures require judgment on the part of the evaluator. 
B)  Both subjective and objective measures require judgment on the part of the evaluator and cannot be observed. 
C)  Objective measures can be observed, and subjective measures require judgment on the part of the evaluator. 
D)  Both subjective and objective measures can be observed and do not require judgment on the part of the evaluator. 
A)  Subjective measures can be observed, and objective measures require judgment on the part of the evaluator. 
B)  Both subjective and objective measures require judgment on the part of the evaluator and cannot be observed. 
C)  Objective measures can be observed, and subjective measures require judgment on the part of the evaluator. 
D)  Both subjective and objective measures can be observed and do not require judgment on the part of the evaluator.

Question 10

Which of the following is true of organizations that practice a performance-driven approach?

Accepted Answer

A)  Employee rewards vary significantly from person to person and are not based on individual performance. 
B)  Performance appraisal activities are not valued by managers and employees and are often viewed as a bureaucratic exercise. 
C)  Employee rewards are standardized irrespective of job duties. 
D)  Performance evaluations link results to employee compensation and development. 
A)  Employee rewards vary significantly from person to person and are not based on individual performance. 
B)  Performance appraisal activities are not valued by managers and employees and are often viewed as a bureaucratic exercise. 
C)  Employee rewards are standardized irrespective of job duties. 
D)  Performance evaluations link results to employee compensation and development.

Question 11

A major concern for managers in an appraisal discussion is how to emphasize the positive aspects of an employee's performance while still discussing ways to make needed improvements.

Accepted Answer

A) True 
 B)False

Question 12

The _____ occurs when a low rating on one characteristic leads to an overall low rating.

Accepted Answer

A)  halo effect 
B)  horns effect 
C)  contrast error 
D)  similar-to-me error 
A)  halo effect 
B)  horns effect 
C)  contrast error 
D)  similar-to-me error

Question 13

Which of the following statements is true of organizations that practice the entitlement approach?

Accepted Answer

A)  Employee rewards are determined only on the basis of employee performance. 
B)  Employee rewards vary little from person to person and have little to do with differences in individual performance. 
C)  Employee rewards are determined on the basis of results and contributions made by employees. 
D)  Employee rewards vary significantly from person to person because of managers' biases. 
A)  Employee rewards are determined only on the basis of employee performance. 
B)  Employee rewards vary little from person to person and have little to do with differences in individual performance. 
C)  Employee rewards are determined on the basis of results and contributions made by employees. 
D)  Employee rewards vary significantly from person to person because of managers' biases.

Question 14

Differentiate between the entitlement approach and the performance-driven approach in organizations.

Accepted Answer

Some cultures are based on an entitlemen

Question 15

The forced distribution method lists the employees being rated from highest to lowest based on their performance levels and relative contributions.

Accepted Answer

A) True 
 B)False

Question 16

Discuss supervisory ratings of subordinates.

Accepted Answer

The most widely used means of rating emp

Question 17

Which of the following is an objective measure of performance?

Accepted Answer

A)  The total number of washing machines sold by an employee 
B)  A supervisor's rating of an employee's integrity 
C)  An employee's attitude toward customers 
D)  An organization's perceptions of an employee's values 
A)  The total number of washing machines sold by an employee 
B)  A supervisor's rating of an employee's integrity 
C)  An employee's attitude toward customers 
D)  An organization's perceptions of an employee's values

Question 18

When creating a behaviorally anchored rating scale (BARS) system, identifying important job dimensions, which are the most important performance factors in a job description, is done first.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is a criticism of a pay-for-performance approach?

Accepted Answer

A)  It prevents teamwork in the workplace. 
B)  It offers equal rewards for all employees. 
C)  It fails to establish a clear set of goals for employees. 
D)  It discourages individual employee contribution. 
A)  It prevents teamwork in the workplace. 
B)  It offers equal rewards for all employees. 
C)  It fails to establish a clear set of goals for employees. 
D)  It discourages individual employee contribution.

Question 20

The _____ occurs when a rater gives greater weight to information received first when appraising an individual's performance.

Accepted Answer

A)  leniency error 
B)  recency effect 
C)  primacy effect 
D)  central tendency error 
A)  leniency error 
B)  recency effect 
C)  primacy effect 
D)  central tendency error

Describe the administrative uses of performance appraisals.

An informal appraisal is used when a system is in place to report managerial observations and assessment of employee performance.

Differentiate between the subjective and objective measures of performance appraisals.

Describe performance-focused organizational cultures.

One concern of multisource rating is that peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.

Peer and team ratings are especially useful only when supervisors can observe each employee's performance.

The appraisal discussion is an emotional experience for managers because:

The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded views.

Which of the following statements is true of objective and subjective measures of performance appraisals?

Which of the following is true of organizations that practice a performance-driven approach?

A major concern for managers in an appraisal discussion is how to emphasize the positive aspects of an employee's performance while still discussing ways to make needed improvements.

The _____ occurs when a low rating on one characteristic leads to an overall low rating.

Which of the following statements is true of organizations that practice the entitlement approach?

Differentiate between the entitlement approach and the performance-driven approach in organizations.

The forced distribution method lists the employees being rated from highest to lowest based on their performance levels and relative contributions.

Discuss supervisory ratings of subordinates.

Which of the following is an objective measure of performance?

When creating a behaviorally anchored rating scale (BARS) system, identifying important job dimensions, which are the most important performance factors in a job description, is done first.

Which of the following is a criticism of a pay-for-performance approach?

The _____ occurs when a rater gives greater weight to information received first when appraising an individual's performance.

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters

Exam 10: Performance Management and Appraisal

Describe the administrative uses of performance appraisals.

An informal appraisal is used when a system is in place to report managerial observations and assessment of employee performance.

Differentiate between the subjective and objective measures of performance appraisals.

Describe performance-focused organizational cultures.

One concern of multisource rating is that peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.

Peer and team ratings are especially useful only when supervisors can observe each employee's performance.

The appraisal discussion is an emotional experience for managers because:

The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded views.

Which of the following statements is true of objective and subjective measures of performance appraisals?

Which of the following is true of organizations that practice a performance-driven approach?

A major concern for managers in an appraisal discussion is how to emphasize the positive aspects of an employee's performance while still discussing ways to make needed improvements.

The _____ occurs when a low rating on one characteristic leads to an overall low rating.

Which of the following statements is true of organizations that practice the entitlement approach?

Differentiate between the entitlement approach and the performance-driven approach in organizations.

The forced distribution method lists the employees being rated from highest to lowest based on their performance levels and relative contributions.

Discuss supervisory ratings of subordinates.

Which of the following is an objective measure of performance?

When creating a behaviorally anchored rating scale (BARS) system, identifying important job dimensions, which are the most important performance factors in a job description, is done first.

Which of the following is a criticism of a pay-for-performance approach?

The _____ occurs when a rater gives greater weight to information received first when appraising an individual's performance.

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters