Question 1

Firms that use let subordinates anonymously rate their supervisor's performance.

Accepted Answer

A) upward feedback 
B) narratives 
C) MBO 
D) downward feedback 
E) critical incidents 
A) upward feedback 
B) narratives 
C) MBO 
D) downward feedback 
E) critical incidents

Question 2

Behaviorally anchored rating scale (BARS)refers to an appraisal method, which .

Accepted Answer

A) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance 
B) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories 
C) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior 
D) is based on progress made toward the accomplishment of measurable goals 
E) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked 
A) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance 
B) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories 
C) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior 
D) is based on progress made toward the accomplishment of measurable goals 
E) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Question 3

Explain the three steps in the performance appraisal process.

Accepted Answer

The performance appraisal process itself

Question 4

Participatively set goals result in higher performance than assigned goals when .

Accepted Answer

A) participatively set goals are used consistently 
B) assigned goals are more difficult 
C) the goals are doable 
D) the rewards are also higher 
E) participatively set goals are more difficult 
A) participatively set goals are used consistently 
B) assigned goals are more difficult 
C) the goals are doable 
D) the rewards are also higher 
E) participatively set goals are more difficult

Question 5

Goals should be challenging, but not so difficult that they appear impossible or unrealistic.

Accepted Answer

A) True 
 B)False

Question 6

The best way of reducing the problems of leniency or strictness in performance appraisals is to .

Accepted Answer

A) impose a distribution for performance 
B) train supervisors to avoid it 
C) be aware of the problem 
D) consider the purpose of the appraisal 
E) rank employees 
A) impose a distribution for performance 
B) train supervisors to avoid it 
C) be aware of the problem 
D) consider the purpose of the appraisal 
E) rank employees

Question 7

Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the method of performance appraisal.

Accepted Answer

A) alternation ranking 
B) constant sum ranking scale 
C) graphic ranking scale 
D) paired comparison 
E) forced distribution 
A) alternation ranking 
B) constant sum ranking scale 
C) graphic ranking scale 
D) paired comparison 
E) forced distribution

Question 8

The A in the acronym for SMART goals stands for .

Accepted Answer

A) attitude 
B) appropriate 
C) attainable 
D) actionable 
E) asset 
A) attitude 
B) appropriate 
C) attainable 
D) actionable 
E) asset

Question 9

What do performance appraisals measure?

Accepted Answer

A) employee competency 
B) achievement of objectives 
C) generic dimensions of performance 
D) performance of actual duties 
E) all of the above 
A) employee competency 
B) achievement of objectives 
C) generic dimensions of performance 
D) performance of actual duties 
E) all of the above

Question 10

The goal for a supervisor conducting an unsatisfactory -correctable appraisal interview is to encourage the employee by providing reinforcements like job enlargement and compliments.

Accepted Answer

A) True 
 B)False

Question 11

Describe the four basic types of appraisal interviews.

Accepted Answer

The first type of appraisal interview is

Question 12

Which of the following measurement methods rates employee performance relative to other employees?

Accepted Answer

A) critical incident method 
B) constant sums rating 
C) forced distribution 
D) likert scale 
E) graphic rating scale 
A) critical incident method 
B) constant sums rating 
C) forced distribution 
D) likert scale 
E) graphic rating scale

Question 13

When a supervisor must criticize a subordinate in an appraisal interview, it is best to .

Accepted Answer

A) provide examples of critical incidents 
B) hold the meeting with other people who can diffuse the negative situation 
C) provide feedback once per year 
D) acknowledge the supervisor's personal biases in the situation 
E) surprise the employee so they cannot develop excuses for poor performance 
A) provide examples of critical incidents 
B) hold the meeting with other people who can diffuse the negative situation 
C) provide feedback once per year 
D) acknowledge the supervisor's personal biases in the situation 
E) surprise the employee so they cannot develop excuses for poor performance

Question 14

Management by objectives (MBO)refers to an appraisal method, which .

Accepted Answer

A) is based on progress made toward the accomplishment of measurable goals 
B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance 
C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories 
D) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked 
E) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior 
A) is based on progress made toward the accomplishment of measurable goals 
B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance 
C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories 
D) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked 
E) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior

Question 15

Which of the following responses is not typical during a negative appraisal interview?

Accepted Answer

A) denial 
B) retreat 
C) relief 
D) anger 
E) aggression 
A) denial 
B) retreat 
C) relief 
D) anger 
E) aggression

Question 16

Rating committees, made up of an employee's immediate supervisor along with other supervisors, usually have members.

Accepted Answer

A) 1-2 
B) 3-4 
C) 6-7 
D) 8-9 
E) 10 or more 
A) 1-2 
B) 3-4 
C) 6-7 
D) 8-9 
E) 10 or more

Question 17

The HR department conducts performance appraisals, develops the appraisal tools, and monitors the appraisal system.

Accepted Answer

A) True 
 B)False

Question 18

Jason is generally considered unfriendly at work. His supervisor rates him low on the trait "gets along well with others" but also rates him lower on other traits unrelated to socialization at work. Jason's performance appraisal may be unfair due to .

Accepted Answer

A) impression management 
B) strictness 
C) bias 
D) halo effects 
E) stereotyping 
A) impression management 
B) strictness 
C) bias 
D) halo effects 
E) stereotyping

Question 19

When different supervisors define levels of performance (good, fair, poor)differently, unfair appraisals could result due to a problem with .

Accepted Answer

A) complexity 
B) leniency 
C) halo effects 
D) unclear standards 
E) central tendency 
A) complexity 
B) leniency 
C) halo effects 
D) unclear standards 
E) central tendency

Question 20

Alternation ranking refers to an appraisal method, which .

Accepted Answer

A) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior 
B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance 
C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories 
D) is based on progress made toward the accomplishment of measurable goals 
E) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked 
A) requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior 
B) combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance 
C) requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories 
D) is based on progress made toward the accomplishment of measurable goals 
E) involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked

Firms that use let subordinates anonymously rate their supervisor's performance.

Behaviorally anchored rating scale (BARS)refers to an appraisal method, which .

Explain the three steps in the performance appraisal process.

Participatively set goals result in higher performance than assigned goals when .

Goals should be challenging, but not so difficult that they appear impossible or unrealistic.

The best way of reducing the problems of leniency or strictness in performance appraisals is to .

The A in the acronym for SMART goals stands for .

What do performance appraisals measure?

The goal for a supervisor conducting an unsatisfactory -correctable appraisal interview is to encourage the employee by providing reinforcements like job enlargement and compliments.

Describe the four basic types of appraisal interviews.

Which of the following measurement methods rates employee performance relative to other employees?

When a supervisor must criticize a subordinate in an appraisal interview, it is best to .

Management by objectives (MBO)refers to an appraisal method, which .

Which of the following responses is not typical during a negative appraisal interview?

Rating committees, made up of an employee's immediate supervisor along with other supervisors, usually have members.

The HR department conducts performance appraisals, develops the appraisal tools, and monitors the appraisal system.

Jason is generally considered unfriendly at work. His supervisor rates him low on the trait "gets along well with others" but also rates him lower on other traits unrelated to socialization at work. Jason's performance appraisal may be unfair due to .

When different supervisors define levels of performance (good, fair, poor)differently, unfair appraisals could result due to a problem with .

Alternation ranking refers to an appraisal method, which .

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

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Exam 9: Performance Management and Appraisal

Firms that use let subordinates anonymously rate their supervisor's performance.

Behaviorally anchored rating scale (BARS)refers to an appraisal method, which .

Explain the three steps in the performance appraisal process.

Participatively set goals result in higher performance than assigned goals when .

Goals should be challenging, but not so difficult that they appear impossible or unrealistic.

The best way of reducing the problems of leniency or strictness in performance appraisals is to .

The A in the acronym for SMART goals stands for .

What do performance appraisals measure?

The goal for a supervisor conducting an unsatisfactory -correctable appraisal interview is to encourage the employee by providing reinforcements like job enlargement and compliments.

Describe the four basic types of appraisal interviews.

Which of the following measurement methods rates employee performance relative to other employees?

When a supervisor must criticize a subordinate in an appraisal interview, it is best to .

Management by objectives (MBO)refers to an appraisal method, which .

Which of the following responses is not typical during a negative appraisal interview?

Rating committees, made up of an employee's immediate supervisor along with other supervisors, usually have members.

The HR department conducts performance appraisals, develops the appraisal tools, and monitors the appraisal system.

Jason is generally considered unfriendly at work. His supervisor rates him low on the trait "gets along well with others" but also rates him lower on other traits unrelated to socialization at work. Jason's performance appraisal may be unfair due to .

When different supervisors define levels of performance (good, fair, poor)differently, unfair appraisals could result due to a problem with .

Alternation ranking refers to an appraisal method, which .

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Chaper 7 Interviewing Candidates

Training and Developing Employees

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters