Question 1

Culture affects performance evaluations in all of the following ways except

Accepted Answer

A) High Power Distance cultures are more resistant to 360 degree systems. 
B) Collectivist cultures have lower reliability on performance evaluations. 
C) Individualist cultures are more amenable to traditional performance evaluation. 
D) Masculine cultures emphasize achievement and accomplishments. 
A) High Power Distance cultures are more resistant to 360 degree systems. 
B) Collectivist cultures have lower reliability on performance evaluations. 
C) Individualist cultures are more amenable to traditional performance evaluation. 
D) Masculine cultures emphasize achievement and accomplishments. B

Question 2

All of the following are disadvantages of hands-on measures except

Accepted Answer

A) they don't permit the observation of infrequent but important activities. 
B) they measure what someone "can do" rather than what they "will do." 
C) they can often be expensive to develop. 
D) they cover only a sample of the work performance of an individual. 
A) they don't permit the observation of infrequent but important activities. 
B) they measure what someone "can do" rather than what they "will do." 
C) they can often be expensive to develop. 
D) they cover only a sample of the work performance of an individual. A

Question 3

Which of the following frame-of-reference training steps is incorrect?

Accepted Answer

A) Making sure that the raters understand the meaning of the anchors on the scale. 
B) Providing feedback on the practice exercise. 
C) Asking raters to practice making different types of rating errors. 
D) Providing information about the multidimensional nature of performance. 
A) Making sure that the raters understand the meaning of the anchors on the scale. 
B) Providing feedback on the practice exercise. 
C) Asking raters to practice making different types of rating errors. 
D) Providing information about the multidimensional nature of performance. C

Question 4

An employee who recently received a performance evaluation feels that the respectfulness and personal tone of the communications surrounding his evaluation were improper.Which type of justice is this worker referring to?

Accepted Answer

A) distributive 
B) procedural 
C) interpersonal 
D) objective 
A) distributive 
B) procedural 
C) interpersonal 
D) objective

Question 5

A police officer is required to re-take a driving test.This is an example of a(n)______ performance measure.

Accepted Answer

A) objective 
B) cognitive 
C) judgmental 
D) hands-on 
A) objective 
B) cognitive 
C) judgmental 
D) hands-on

Question 6

One solution for the problem of conflicting stakeholder goals is to

Accepted Answer

A) use multiple performance evaluation systems,each for a different purpose. 
B) remove the involvement of stakeholders in the development of the system. 
C) avoid singling out supervisors who provide seemingly accurate ratings. 
D) use a system that compensates for incorrect or biased ratings. 
A) use multiple performance evaluation systems,each for a different purpose. 
B) remove the involvement of stakeholders in the development of the system. 
C) avoid singling out supervisors who provide seemingly accurate ratings. 
D) use a system that compensates for incorrect or biased ratings.

Question 7

Which of the following types of justice focuses on the fairness of outcomes related to decisions made in the organization?

Accepted Answer

A) procedural 
B) distributive 
C) interpersonal 
D) operational 
A) procedural 
B) distributive 
C) interpersonal 
D) operational

Question 8

Adaptive performance shares similarities with

Accepted Answer

A) task performance. 
B) contextual performance. 
C) procedural performance. 
D) counterproductive performance. 
A) task performance. 
B) contextual performance. 
C) procedural performance. 
D) counterproductive performance.

Question 9

An admissions office examines the correlation between students' entrance exam scores and their grades after completing one year of college.In this scenario,students' grades would be an example of

Accepted Answer

A) criterion data. 
B) employee development data. 
C) satisfaction data. 
D) motivation data. 
A) criterion data. 
B) employee development data. 
C) satisfaction data. 
D) motivation data.

Question 10

Sales volume,customer complaints,and output data are examples of

Accepted Answer

A) objective measures. 
B) subjective measures. 
C) personnel measures. 
D) judgmental measures. 
A) objective measures. 
B) subjective measures. 
C) personnel measures. 
D) judgmental measures.

Question 11

To implement 360 degree feedback effectively,all of the following guidelines are useful except

Accepted Answer

A) make sure to provide names of sources for further feedback. 
B) the evaluator should be jointly identified by the supervisor and employee. 
C) train information sources as well as those who will deliver feedback. 
D) use 360 degree feedback exclusively for developmental and growth purposes. 
A) make sure to provide names of sources for further feedback. 
B) the evaluator should be jointly identified by the supervisor and employee. 
C) train information sources as well as those who will deliver feedback. 
D) use 360 degree feedback exclusively for developmental and growth purposes.

Question 12

Research indicates that the relationships among the different types of performance measures are

Accepted Answer

A) somewhat strong. 
B) moderate. 
C) very strong. 
D) weak. 
A) somewhat strong. 
B) moderate. 
C) very strong. 
D) weak.

Question 13

A display of performance scores that run from high on one end to low on the other end is called a ______.

Accepted Answer

A) checklist 
B) graphic rating scale 
C) weighted checklist 
D) forced choice format 
A) checklist 
B) graphic rating scale 
C) weighted checklist 
D) forced choice format

Question 14

A manager rank orders five employees on the staff according to proficiencies and duties.This is an example of ______.

Accepted Answer

A) simple ranking 
B) employee comparison method 
C) paired comparison 
D) complex ranking 
A) simple ranking 
B) employee comparison method 
C) paired comparison 
D) complex ranking

Question 15

Performance management consists of all of the following distinct components except

Accepted Answer

A) low involvement of subordinates in developing the system. 
B) measurement process. 
C) definition of performance. 
D) communication between supervisor and subordinate about behavior. 
A) low involvement of subordinates in developing the system. 
B) measurement process. 
C) definition of performance. 
D) communication between supervisor and subordinate about behavior.

Question 16

Psychometric training involves

Accepted Answer

A) showing the raters how to conduct certain ratings. 
B) teaching the raters to be more considerate. 
C) making the raters aware of common rating distortions. 
D) providing the raters with a context for assigning ratings. 
A) showing the raters how to conduct certain ratings. 
B) teaching the raters to be more considerate. 
C) making the raters aware of common rating distortions. 
D) providing the raters with a context for assigning ratings.

Question 17

The type of employee comparison method that ranks employees from top to bottom according to proficiency is called

Accepted Answer

A) paired comparison. 
B) simple comparison. 
C) direct comparison. 
D) group comparison. 
A) paired comparison. 
B) simple comparison. 
C) direct comparison. 
D) group comparison.

Question 18

Proficiency with which job incumbents perform activities formally recognized as part of their job is _____ performance.

Accepted Answer

A) task 
B) contextual 
C) counter-productive 
D) situational 
A) task 
B) contextual 
C) counter-productive 
D) situational

Question 19

When an employee is required to describe how to complete a task to an interviewer,it is called a(n)______ test.

Accepted Answer

A) executed 
B) walk-through 
C) controlled 
D) cognitive 
A) executed 
B) walk-through 
C) controlled 
D) cognitive

Question 20

Modesty bias occurs when raters give

Accepted Answer

A) others higher ratings than are warranted. 
B) themselves higher ratings than are warranted. 
C) others lower ratings than are warranted. 
D) themselves lower ratings than are warranted. 
A) others higher ratings than are warranted. 
B) themselves higher ratings than are warranted. 
C) others lower ratings than are warranted. 
D) themselves lower ratings than are warranted.

Culture affects performance evaluations in all of the following ways except

All of the following are disadvantages of hands-on measures except

Which of the following frame-of-reference training steps is incorrect?

An employee who recently received a performance evaluation feels that the respectfulness and personal tone of the communications surrounding his evaluation were improper.Which type of justice is this worker referring to?

A police officer is required to re-take a driving test.This is an example of a(n)______ performance measure.

One solution for the problem of conflicting stakeholder goals is to

Which of the following types of justice focuses on the fairness of outcomes related to decisions made in the organization?

Adaptive performance shares similarities with

An admissions office examines the correlation between students' entrance exam scores and their grades after completing one year of college.In this scenario,students' grades would be an example of

Sales volume,customer complaints,and output data are examples of

To implement 360 degree feedback effectively,all of the following guidelines are useful except

Research indicates that the relationships among the different types of performance measures are

A display of performance scores that run from high on one end to low on the other end is called a ______.

A manager rank orders five employees on the staff according to proficiencies and duties.This is an example of ______.

Performance management consists of all of the following distinct components except

Psychometric training involves

The type of employee comparison method that ranks employees from top to bottom according to proficiency is called

Proficiency with which job incumbents perform activities formally recognized as part of their job is _____ performance.

When an employee is required to describe how to complete a task to an interviewer,it is called a(n)______ test.

Modesty bias occurs when raters give

What Is Industrial and Organizational Psychology

Research Methods and Statistics in I-O Psychology

Individual Differences and Assessment

Job Analysis and Performance

Staffing Decisions

Training and Development

The Motivation to Work

Attitudes,emotions,and Work

Stress and Worker Well-Being

Fairness,justice,and Diversity in the Workplace

Leadership at Work

Teams in Organizations

Organizational Theory,dynamics,and Change

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Exam 5: Performance Measurement

Culture affects performance evaluations in all of the following ways except

All of the following are disadvantages of hands-on measures except

Which of the following frame-of-reference training steps is incorrect?

An employee who recently received a performance evaluation feels that the respectfulness and personal tone of the communications surrounding his evaluation were improper.Which type of justice is this worker referring to?

A police officer is required to re-take a driving test.This is an example of a(n)______ performance measure.

One solution for the problem of conflicting stakeholder goals is to

Which of the following types of justice focuses on the fairness of outcomes related to decisions made in the organization?

Adaptive performance shares similarities with

An admissions office examines the correlation between students' entrance exam scores and their grades after completing one year of college.In this scenario,students' grades would be an example of

Sales volume,customer complaints,and output data are examples of

To implement 360 degree feedback effectively,all of the following guidelines are useful except

Research indicates that the relationships among the different types of performance measures are

A display of performance scores that run from high on one end to low on the other end is called a ______.

A manager rank orders five employees on the staff according to proficiencies and duties.This is an example of ______.

Performance management consists of all of the following distinct components except

Psychometric training involves

The type of employee comparison method that ranks employees from top to bottom according to proficiency is called

Proficiency with which job incumbents perform activities formally recognized as part of their job is _____ performance.

When an employee is required to describe how to complete a task to an interviewer,it is called a(n)______ test.

Modesty bias occurs when raters give

What Is Industrial and Organizational Psychology

Research Methods and Statistics in I-O Psychology

Individual Differences and Assessment

Job Analysis and Performance

Staffing Decisions

Training and Development

The Motivation to Work

Attitudes,emotions,and Work

Stress and Worker Well-Being

Fairness,justice,and Diversity in the Workplace

Leadership at Work

Teams in Organizations

Organizational Theory,dynamics,and Change

Filters