Question 1

Why is it important for managers to appraise subordinates' performance? Provide three reasons for performance appraisals.

Accepted Answer

There are four reasons for conducting pe

Question 2

All of the following are advantages of using the critical incident method for appraising performance except that .

Accepted Answer

A) incidents can be tied to performance goals 
B) it reflects performance from throughout the appraisal period 
C) it provides examples of good performance 
D) it provides examples of poor performance 
E) it does not include a numerical rating 
A) incidents can be tied to performance goals 
B) it reflects performance from throughout the appraisal period 
C) it provides examples of good performance 
D) it provides examples of poor performance 
E) it does not include a numerical rating

Question 3

What is another term for 360-degree feedback?

Accepted Answer

A) wheel feedback 
B) feedback loop 
C) upward feedback 
D) multi-source assessment 
E) circle feedback 
A) wheel feedback 
B) feedback loop 
C) upward feedback 
D) multi-source assessment 
E) circle feedback

Question 4

An appraisal interview is used to make plans for new hires as they move through the selection and training process.

Accepted Answer

A) True 
 B)False

Question 5

Which performance appraisal technique lists traits and a range of performance?

Accepted Answer

A) constant sum rating scale 
B) Likert 
C) MBO 
D) alternation ranking 
E) graphic rating scale 
A) constant sum rating scale 
B) Likert 
C) MBO 
D) alternation ranking 
E) graphic rating scale

Question 6

Which of the following is a problem with using MBO?

Accepted Answer

A) tug of war between subordinate and manager regarding goals 
B) it is time consuming 
C) a tendency to set unmeasurable objectives 
D) a tendency to set unclear objectives 
E) all of the above 
A) tug of war between subordinate and manager regarding goals 
B) it is time consuming 
C) a tendency to set unmeasurable objectives 
D) a tendency to set unclear objectives 
E) all of the above

Question 7

When an employee's performance is so poor that a written warning is required, the warning should .

Accepted Answer

A) be sent to the employee in question, to the manager's superior, and to the EEO office 
B) provide examples of times when the employee did meet the standards 
C) identify the standards by which the employee is judged 
D) provide examples of employees who met the standards 
E) all of the above 
A) be sent to the employee in question, to the manager's superior, and to the EEO office 
B) provide examples of times when the employee did meet the standards 
C) identify the standards by which the employee is judged 
D) provide examples of employees who met the standards 
E) all of the above

Question 8

What is a behaviorally anchored rating scale (BARS)? How would one go about developing a BARS?

Accepted Answer

A behaviorally anchored rating scale is

Question 9

Peer appraisals have been shown to have an immediate positive impact on improving task motivation, cohesion, and satisfaction, while reducing social loafing.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is not a role played by the HR department regarding performance appraisals?

Accepted Answer

A) ensuring compliance with EEO laws 
B) advising regarding appraisal tools and procedures 
C) monitoring the appraisal system 
D) appraising of employees 
E) training of supervisors 
A) ensuring compliance with EEO laws 
B) advising regarding appraisal tools and procedures 
C) monitoring the appraisal system 
D) appraising of employees 
E) training of supervisors

Question 11

MBO relates an employee's work goals to his or her departmental goals and to the organization's goals.

Accepted Answer

A) True 
 B)False

Question 12

Written formal warnings of poor performance should make it clear that the employee was aware of the standards and show the employee had an opportunity to correct the behavior.

Accepted Answer

A) True 
 B)False

Question 13

Courts have often found that inadequacies in an employer's appraisal system were related to illegal discriminatory actions in cases involving layoffs, promotions, and discharges.

Accepted Answer

A) True 
 B)False

Question 14

Central tendency is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

Accepted Answer

A) True 
 B)False

Question 15

Who is the primary person responsible for doing the actual appraising of an employee's performance?

Accepted Answer

A) the EEO contact person 
B) the human resource manager 
C) the employee's direct supervisor 
D) the company appraiser 
E) none of the above 
A) the EEO contact person 
B) the human resource manager 
C) the employee's direct supervisor 
D) the company appraiser 
E) none of the above

Question 16

Performance management combines performance appraisal with to ensure that employee performance is supportive of corporate goals.

Accepted Answer

A) incentive systems 
B) goal setting 
C) training 
D) all of the above 
E) none of the above 
A) incentive systems 
B) goal setting 
C) training 
D) all of the above 
E) none of the above

Question 17

If a performance appraisal focuses on an employee's ability to "identify and analyze problems" or to "maintain harmonious and effective working relationships," then the performance appraisal is focused on measuring .

Accepted Answer

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

Question 18

All of the following are advantages of behaviorally anchored rating scales (BARS)except that they .

Accepted Answer

A) help explain performance appraisal ratings to appraisees 
B) are reliable 
C) provide clearer standards 
D) are time consuming 
E) are more accurate 
A) help explain performance appraisal ratings to appraisees 
B) are reliable 
C) provide clearer standards 
D) are time consuming 
E) are more accurate

Question 19

Managers who receive feedback from subordinates who identify themselves view the upward appraisal process more negatively than do managers who receive anonymous feedback.

Accepted Answer

A) True 
 B)False

Question 20

Explain how an MBO program works and describe the six steps involved in this type of program.

Accepted Answer

MBO programs basically require managers

Why is it important for managers to appraise subordinates' performance? Provide three reasons for performance appraisals.

All of the following are advantages of using the critical incident method for appraising performance except that .

What is another term for 360-degree feedback?

An appraisal interview is used to make plans for new hires as they move through the selection and training process.

Which performance appraisal technique lists traits and a range of performance?

Which of the following is a problem with using MBO?

When an employee's performance is so poor that a written warning is required, the warning should .

What is a behaviorally anchored rating scale (BARS)? How would one go about developing a BARS?

Peer appraisals have been shown to have an immediate positive impact on improving task motivation, cohesion, and satisfaction, while reducing social loafing.

Which of the following is not a role played by the HR department regarding performance appraisals?

MBO relates an employee's work goals to his or her departmental goals and to the organization's goals.

Written formal warnings of poor performance should make it clear that the employee was aware of the standards and show the employee had an opportunity to correct the behavior.

Courts have often found that inadequacies in an employer's appraisal system were related to illegal discriminatory actions in cases involving layoffs, promotions, and discharges.

Central tendency is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

Who is the primary person responsible for doing the actual appraising of an employee's performance?

Performance management combines performance appraisal with to ensure that employee performance is supportive of corporate goals.

If a performance appraisal focuses on an employee's ability to "identify and analyze problems" or to "maintain harmonious and effective working relationships," then the performance appraisal is focused on measuring .

All of the following are advantages of behaviorally anchored rating scales (BARS)except that they .

Managers who receive feedback from subordinates who identify themselves view the upward appraisal process more negatively than do managers who receive anonymous feedback.

Explain how an MBO program works and describe the six steps involved in this type of program.

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

Why is it important for managers to appraise subordinates' performance? Provide three reasons for performance appraisals.

All of the following are advantages of using the critical incident method for appraising performance except that .

What is another term for 360-degree feedback?

An appraisal interview is used to make plans for new hires as they move through the selection and training process.

Which performance appraisal technique lists traits and a range of performance?

Which of the following is a problem with using MBO?

When an employee's performance is so poor that a written warning is required, the warning should .

What is a behaviorally anchored rating scale (BARS)? How would one go about developing a BARS?

Peer appraisals have been shown to have an immediate positive impact on improving task motivation, cohesion, and satisfaction, while reducing social loafing.

Which of the following is not a role played by the HR department regarding performance appraisals?

MBO relates an employee's work goals to his or her departmental goals and to the organization's goals.

Written formal warnings of poor performance should make it clear that the employee was aware of the standards and show the employee had an opportunity to correct the behavior.

Courts have often found that inadequacies in an employer's appraisal system were related to illegal discriminatory actions in cases involving layoffs, promotions, and discharges.

Central tendency is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

Who is the primary person responsible for doing the actual appraising of an employee's performance?

Performance management combines performance appraisal with to ensure that employee performance is supportive of corporate goals.

If a performance appraisal focuses on an employee's ability to "identify and analyze problems" or to "maintain harmonious and effective working relationships," then the performance appraisal is focused on measuring .

All of the following are advantages of behaviorally anchored rating scales (BARS)except that they .

Managers who receive feedback from subordinates who identify themselves view the upward appraisal process more negatively than do managers who receive anonymous feedback.

Explain how an MBO program works and describe the six steps involved in this type of program.

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