Question 1

Athena tends to assign an applicant the same rating across different job dimensions, regardless of actual performance.She may be accused of making what type of error?

Accepted Answer

A)  halo 
B)  leniency 
C)  severity 
D)  central tendency 
A)  halo 
B)  leniency 
C)  severity 
D)  central tendency

Question 2

Arlene is using a balanced scorecard method for her business.Through what perspectives does this method assess performance?

Accepted Answer

A)  supervisor, peer, client, self 
B)  customer, financial, internal business processes, and learning and growth 
C)  internal; external client & customer organizational, and societal 
D)  job (task), fiscal, and interpersonal performance 
A)  supervisor, peer, client, self 
B)  customer, financial, internal business processes, and learning and growth 
C)  internal; external client & customer organizational, and societal 
D)  job (task), fiscal, and interpersonal performance

Question 3

Which of the following is a strength of Behaviourally Anchored Rating Scales (BARS)?

Accepted Answer

A)  BARS integrate job analytic information directly into the performance appraisal measure. 
B)  BARS incorporate a frequency rating scale for each behaviour to identify the specific rate of incidence. 
C)  Raters are able to create their own anchors to ensure flexibility in ratings. 
D)  BARS are simple and inexpensive to develop. 
A)  BARS integrate job analytic information directly into the performance appraisal measure. 
B)  BARS incorporate a frequency rating scale for each behaviour to identify the specific rate of incidence. 
C)  Raters are able to create their own anchors to ensure flexibility in ratings. 
D)  BARS are simple and inexpensive to develop.

Question 4

Neither internal nor external customer ratings provide valid information on employee performance.

Accepted Answer

A) True 
 B)False

Question 5

Behaviourally anchored rating scales use job behaviours derived through a critical incident job analysis to anchor values on a rating scale.

Accepted Answer

A) True 
 B)False

Question 6

Alyssa knows that her performance evaluation is coming up shortly, and her performance is being monitored, so she is motivated to work hard and perform to her best.Which of the following best describes this performance?

Accepted Answer

A)  her maximal performance 
B)  her contextual performance 
C)  her typical performance 
D)  her task performance 
A)  her maximal performance 
B)  her contextual performance 
C)  her typical performance 
D)  her task performance

Question 7

Which of the following defines the degree to which a criterion measure is available, plausible, and acceptable to organizational decision makers?

Accepted Answer

A)  criterion relevance 
B)  criterion practicality 
C)  criterion contamination 
D)  criterion reliability 
A)  criterion relevance 
B)  criterion practicality 
C)  criterion contamination 
D)  criterion reliability

Question 8

Peer evaluations are unrelated to work-group performance.

Accepted Answer

A) True 
 B)False

Question 9

Stephanie has developed a performance measure of administrative assistants in a large manufacturing organization.The measure includes the assistants' performance in their key job tasks (i.e., typing, filing, and scheduling).Unfortunately, she didn't include any measurement of their performance in dealing with clients, which is a major part of their job.What is this oversight in her performance measure called?

Accepted Answer

A)  criterion deficiency 
B)  criterion relevance 
C)  criterion contamination 
D)  criterion reliability 
A)  criterion deficiency 
B)  criterion relevance 
C)  criterion contamination 
D)  criterion reliability

Question 10

Shelley is in charge of hiring employees for new positions in the health care field.A team of HR specialists will review all applications, conduct interviews, and administer the selection tests.She wants to ensure high rater accuracy in selecting new employees, and she ensures that all of them have the same understanding of the rating system's instructions, and the same interpretation of the performance dimensions.She is using what type of process?

Accepted Answer

A)  frame of reference training 
B)  performance domain definition 
C)  rater accountability 
D)  360 degree ratings 
A)  frame of reference training 
B)  performance domain definition 
C)  rater accountability 
D)  360 degree ratings

Question 11

Raters who tend to assign an applicant an average rating across different job dimensions, regardless of actual performance, may be suspected of making what type of error?

Accepted Answer

A)  halo 
B)  leniency 
C)  severity 
D)  central tendency 
A)  halo 
B)  leniency 
C)  severity 
D)  central tendency

Athena tends to assign an applicant the same rating across different job dimensions, regardless of actual performance.She may be accused of making what type of error?

Arlene is using a balanced scorecard method for her business.Through what perspectives does this method assess performance?

Which of the following is a strength of Behaviourally Anchored Rating Scales (BARS)?

Neither internal nor external customer ratings provide valid information on employee performance.

Behaviourally anchored rating scales use job behaviours derived through a critical incident job analysis to anchor values on a rating scale.

Alyssa knows that her performance evaluation is coming up shortly, and her performance is being monitored, so she is motivated to work hard and perform to her best.Which of the following best describes this performance?

Which of the following defines the degree to which a criterion measure is available, plausible, and acceptable to organizational decision makers?

Peer evaluations are unrelated to work-group performance.

Raters who tend to assign an applicant an average rating across different job dimensions, regardless of actual performance, may be suspected of making what type of error?

Introduction to Industrialorganizational Psychology

Scientific Methods

Job Analysis and Competency Models

Recruitment, Selection, and Decision Making

Training

Groups and Teams in Organizations

Job and Organizational Attitudes, Affect, and Behaviours

Motivation

Leadership

Counterproductive Work Behaviour

Occupational Health Psychology

Unionization

Positive Organizational Psychology

Filters

Exam 5: Performance Management

Athena tends to assign an applicant the same rating across different job dimensions, regardless of actual performance.She may be accused of making what type of error?

Arlene is using a balanced scorecard method for her business.Through what perspectives does this method assess performance?

Which of the following is a strength of Behaviourally Anchored Rating Scales (BARS)?

Neither internal nor external customer ratings provide valid information on employee performance.

Behaviourally anchored rating scales use job behaviours derived through a critical incident job analysis to anchor values on a rating scale.

Alyssa knows that her performance evaluation is coming up shortly, and her performance is being monitored, so she is motivated to work hard and perform to her best.Which of the following best describes this performance?

Which of the following defines the degree to which a criterion measure is available, plausible, and acceptable to organizational decision makers?

Peer evaluations are unrelated to work-group performance.

Raters who tend to assign an applicant an average rating across different job dimensions, regardless of actual performance, may be suspected of making what type of error?

Introduction to Industrialorganizational Psychology

Scientific Methods

Job Analysis and Competency Models

Recruitment, Selection, and Decision Making

Training

Groups and Teams in Organizations

Job and Organizational Attitudes, Affect, and Behaviours

Motivation

Leadership

Counterproductive Work Behaviour

Occupational Health Psychology

Unionization

Positive Organizational Psychology

Filters