Question 1

Which step in developing a behaviorally anchored rating scale involves clustering critical incidents into a smaller set of performance dimensions?

Accepted Answer

A) first 
B) second 
C) third 
D) fourth 
E) fifth 
A) first 
B) second 
C) third 
D) fourth 
E) fifth

Question 2

Rater idiosyncratic biases account for the largest percentage of the observed variance in performance ratings.

Accepted Answer

A) True 
 B)False

Question 3

The most popular method for ranking employees is the method.

Accepted Answer

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

Question 4

When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the method of performance appraisal.

Accepted Answer

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

Question 5

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called .

Accepted Answer

A) recruitment 
B) employee selection 
C) organizational development 
D) training 
E) performance appraisal 
A) recruitment 
B) employee selection 
C) organizational development 
D) training 
E) performance appraisal

Question 6

A properly designed performance management system utilizes yearly meetings to ensure continuous improvement in the employee's capacity and performance.

Accepted Answer

A) True 
 B)False

Question 7

The forced distribution method is similar to grading on a curve meaning that predetermined percentages of those being rated are placed into performance categories.

Accepted Answer

A) True 
 B)False

Question 8

Performance appraisals assume that the employee understood what his or her performance standards were.

Accepted Answer

A) True 
 B)False

Question 9

What are the three types of performance that performance appraisals can measure? Explain each one.

Accepted Answer

The employer may measure generic dimensi

Question 10

Which appraisal method combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance?

Accepted Answer

A) graphic rating scale 
B) constant sums rating scale 
C) alternation ranking 
D) behaviorally anchored rating scale 
E) none of the above 
A) graphic rating scale 
B) constant sums rating scale 
C) alternation ranking 
D) behaviorally anchored rating scale 
E) none of the above

Question 11

The basic problem with rankings is that while it is not difficult to identify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others.

Accepted Answer

A) True 
 B)False

Question 12

With the method, the supervisor keeps a log of positive and negative examples of a subordinateʹs work-related behavior.

Accepted Answer

A) forced distribution 
B) critical incident 
C) narrative forms 
D) alternation ranking 
E) constant sums rating 
A) forced distribution 
B) critical incident 
C) narrative forms 
D) alternation ranking 
E) constant sums rating

Question 13

The critical incident technique 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 14

When using goal setting in performance management, the goals should be .

Accepted Answer

A) specific 
B) challenging 
C) doable 
D) difficult 
E) all of the above 
A) specific 
B) challenging 
C) doable 
D) difficult 
E) all of the above

Question 15

What process allows top management to diagnose the management styles of supervisors, identify potential "people" problems, and take corrective action with individual supervisors as necessary?

Accepted Answer

A) organizational development 
B) upward feedback 
C) strategic performance appraisal 
D) critical incidents 
E) MBO 
A) organizational development 
B) upward feedback 
C) strategic performance appraisal 
D) critical incidents 
E) MBO

Question 16

Graphic rating scales are the most reliable for rating performance.

Accepted Answer

A) True 
 B)False

Question 17

The S in the acronym for SMART goals stands for .

Accepted Answer

A) source 
B) support 
C) strategic 
D) specific 
E) straightforward 
A) source 
B) support 
C) strategic 
D) specific 
E) straightforward

Question 18

The problem occurs when supervisors tend to rate all their subordinates consistently high.

Accepted Answer

A) strictness 
B) central tendency 
C) leniency 
D) bias 
E) halo effect 
A) strictness 
B) central tendency 
C) leniency 
D) bias 
E) halo effect

Question 19

When actual job duties are appraised, the idea is to focus on the extent to which the employee exhibits the competencies that the employer values.

Accepted Answer

A) True 
 B)False

Question 20

When designing an actual appraisal method, the two basic considerations are .

Accepted Answer

A) when to measure and how to measure 
B) when to measure and what to measure 
C) who should measure and when to measure 
D) what to measure and how to measure 
E) what to measure and who should measure 
A) when to measure and how to measure 
B) when to measure and what to measure 
C) who should measure and when to measure 
D) what to measure and how to measure 
E) what to measure and who should measure

Which step in developing a behaviorally anchored rating scale involves clustering critical incidents into a smaller set of performance dimensions?

Rater idiosyncratic biases account for the largest percentage of the observed variance in performance ratings.

The most popular method for ranking employees is the method.

When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the method of performance appraisal.

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called .

A properly designed performance management system utilizes yearly meetings to ensure continuous improvement in the employee's capacity and performance.

The forced distribution method is similar to grading on a curve meaning that predetermined percentages of those being rated are placed into performance categories.

Performance appraisals assume that the employee understood what his or her performance standards were.

What are the three types of performance that performance appraisals can measure? Explain each one.

Which appraisal method combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance?

The basic problem with rankings is that while it is not difficult to identify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others.

With the method, the supervisor keeps a log of positive and negative examples of a subordinateʹs work-related behavior.

The critical incident technique refers to an appraisal method, which .

When using goal setting in performance management, the goals should be .

What process allows top management to diagnose the management styles of supervisors, identify potential "people" problems, and take corrective action with individual supervisors as necessary?

Graphic rating scales are the most reliable for rating performance.

The S in the acronym for SMART goals stands for .

The problem occurs when supervisors tend to rate all their subordinates consistently high.

When actual job duties are appraised, the idea is to focus on the extent to which the employee exhibits the competencies that the employer values.

When designing an actual appraisal method, the two basic considerations are .

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

Which step in developing a behaviorally anchored rating scale involves clustering critical incidents into a smaller set of performance dimensions?

Rater idiosyncratic biases account for the largest percentage of the observed variance in performance ratings.

The most popular method for ranking employees is the method.

When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the method of performance appraisal.

The process of evaluating an employee's current and/or past performance relative to his or her performance standards is called .

A properly designed performance management system utilizes yearly meetings to ensure continuous improvement in the employee's capacity and performance.

The forced distribution method is similar to grading on a curve meaning that predetermined percentages of those being rated are placed into performance categories.

Performance appraisals assume that the employee understood what his or her performance standards were.

What are the three types of performance that performance appraisals can measure? Explain each one.

Which appraisal method combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance?

The basic problem with rankings is that while it is not difficult to identify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others.

With the method, the supervisor keeps a log of positive and negative examples of a subordinateʹs work-related behavior.

The critical incident technique refers to an appraisal method, which .

When using goal setting in performance management, the goals should be .

What process allows top management to diagnose the management styles of supervisors, identify potential "people" problems, and take corrective action with individual supervisors as necessary?

Graphic rating scales are the most reliable for rating performance.

The S in the acronym for SMART goals stands for .

The problem occurs when supervisors tend to rate all their subordinates consistently high.

When actual job duties are appraised, the idea is to focus on the extent to which the employee exhibits the competencies that the employer values.

When designing an actual appraisal method, the two basic considerations are .

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