Question 1

Inadequate information error is best characterized as _.

Accepted Answer

A) the tendency to judge all aspects of a person's behavior on the basis of a single attribute 
B) errors based on the different standards used by raters 
C) a rater evaluates a worker's most recent performance 
D) subordinates are rated even though the supervisor does not know them well 
A) the tendency to judge all aspects of a person's behavior on the basis of a single attribute 
B) errors based on the different standards used by raters 
C) a rater evaluates a worker's most recent performance 
D) subordinates are rated even though the supervisor does not know them well D

Question 2

Davis and Mount (1984) found that providing feedback to raters increased leniency error in subsequent ratings.

Accepted Answer

A) True 
 B)False  False

Question 3

Performance appraisal programs must be both reliable and valid.

Accepted Answer

A) True 
 B)False  True

Question 4

Our personality can influence the way we judge or evaluate other people.

Accepted Answer

A) True 
 B)False

Question 5

Multisource feedback .

Accepted Answer

A) combines evaluations from several sources. 
B) is criticized for failing to reduce bias. 
C) is less costly than single source appraisals. 
D) is an effective objective measure of performance as long as the raters remain anonymous. 
A) combines evaluations from several sources. 
B) is criticized for failing to reduce bias. 
C) is less costly than single source appraisals. 
D) is an effective objective measure of performance as long as the raters remain anonymous.

Question 6

Smither and Walker (2004) found that managers who received upward feedback from their subordinates were more likely to improve their job performance than those who received upward feedback.

Accepted Answer

A) positive; negative 
B) negative; positive 
C) some; no 
D) no; some 
A) positive; negative 
B) negative; positive 
C) some; no 
D) no; some

Question 7

Employees are most likely to be satisfied with post appraisal interviews when .

Accepted Answer

A) discussions of changes in salary and rank are not linked to the performance appraisal criteria 
B) employees are allowed to participate actively in the process 
C) the supervisor specifies specific goals to be achieved 
D) the interviewer focuses on personal characteristics of the interviewee 
A) discussions of changes in salary and rank are not linked to the performance appraisal criteria 
B) employees are allowed to participate actively in the process 
C) the supervisor specifies specific goals to be achieved 
D) the interviewer focuses on personal characteristics of the interviewee

Question 8

Peer ratings are generally lower than those provided by an employee's supervisor.

Accepted Answer

A) True 
 B)False

Question 9

is an objective approach to measuring performance?

Accepted Answer

A) A rating scale 
B) The forced-choice technique 
C) Computerized performance monitoring 
D) MBO 
A) A rating scale 
B) The forced-choice technique 
C) Computerized performance monitoring 
D) MBO

Question 10

Most recent performance error is defined as .

Accepted Answer

A) the tendency to judge all aspects of a person's behavior on the basis of a single attribute 
B) errors based on the different standards used by raters 
C) a rater evaluates a worker's most recent performance 
D) subordinates are rated even though the supervisor does not know them well 
A) the tendency to judge all aspects of a person's behavior on the basis of a single attribute 
B) errors based on the different standards used by raters 
C) a rater evaluates a worker's most recent performance 
D) subordinates are rated even though the supervisor does not know them well

Question 11

Which of the following is representative of average rating error?

Accepted Answer

A) a rater is unwilling to assign very high or very low ratings 
B) errors based on the different standards used by raters 
C) a rater evaluates a workers most recent performance 
D) subordinates are rated even though the supervisor does not know them well 
A) a rater is unwilling to assign very high or very low ratings 
B) errors based on the different standards used by raters 
C) a rater evaluates a workers most recent performance 
D) subordinates are rated even though the supervisor does not know them well

Question 12

The halo effect is the tendency to judge all aspects of behavior or character on the basis of a single attribute.

Accepted Answer

A) True 
 B)False

Question 13

Evaluation techniques for managers include which of the following?

Accepted Answer

A) Assessment centers 
B) Peer rating 
C) Self-ratings 
D) All of the above 
A) Assessment centers 
B) Peer rating 
C) Self-ratings 
D) All of the above

Question 14

As a criticism of performance appraisals, employees .

Accepted Answer

A) prefer seniority rather than assessment 
B) prefer not to be told of deficiencies 
C) dislike playing the role of judge 
D) are accepting of performance appraisals 
A) prefer seniority rather than assessment 
B) prefer not to be told of deficiencies 
C) dislike playing the role of judge 
D) are accepting of performance appraisals

Question 15

Inadequate information error is a source of performance appraisal bias that reflects a rater's unwillingness to provide very high or very low ratings.

Accepted Answer

A) True 
 B)False

Question 16

Higher levels of role conflict and any stress associated with it may have which of the following effects?

Accepted Answer

A) Cause supervisors to deflate performance ratings. 
B) Increase supervisor job satisfaction. 
C) Cause supervisors to inflate performance ratings. 
D) Decrease supervisor turnover. 
A) Cause supervisors to deflate performance ratings. 
B) Increase supervisor job satisfaction. 
C) Cause supervisors to inflate performance ratings. 
D) Decrease supervisor turnover.

Question 17

Select the response most applicable to Management by Objectives (MBO).

Accepted Answer

A) Appraisers rate the frequency of critical employee behaviors. 
B) Appraisers rate critical employee behaviors. 
C) MBO involves a mutual agreement between employee and manager. 
D) MBO uses peer ratings. 
A) Appraisers rate the frequency of critical employee behaviors. 
B) Appraisers rate critical employee behaviors. 
C) MBO involves a mutual agreement between employee and manager. 
D) MBO uses peer ratings.

Question 18

To ensure compliance with EEOC guidelines it is necessary for appraisal systems to focus on personal traits.

Accepted Answer

A) True 
 B)False

Question 19

The cognitive variable refers to one person's feelings or emotions toward another person.

Accepted Answer

A) self-esteem 
B) self-monitoring 
C) interpersonal affect 
D) attitudinal reciprocation 
A) self-esteem 
B) self-monitoring 
C) interpersonal affect 
D) attitudinal reciprocation

Question 20

Which of the following statements is representative of the ranking technique of performance appraisal?

Accepted Answer

A) It is the most frequently used rating technique 
B) Supervisors list their workers in order from highest to lowest 
C) It requires that each worker be compared with every other worker in the work group 
D) Supervisors rate their employees according to a prescribed distribution of ratings 
A) It is the most frequently used rating technique 
B) Supervisors list their workers in order from highest to lowest 
C) It requires that each worker be compared with every other worker in the work group 
D) Supervisors rate their employees according to a prescribed distribution of ratings

Inadequate information error is best characterized as _.

Davis and Mount (1984) found that providing feedback to raters increased leniency error in subsequent ratings.

Performance appraisal programs must be both reliable and valid.

Our personality can influence the way we judge or evaluate other people.

Multisource feedback .

Smither and Walker (2004) found that managers who received upward feedback from their subordinates were more likely to improve their job performance than those who received upward feedback.

Employees are most likely to be satisfied with post appraisal interviews when .

Peer ratings are generally lower than those provided by an employee's supervisor.

is an objective approach to measuring performance?

Most recent performance error is defined as .

Which of the following is representative of average rating error?

The halo effect is the tendency to judge all aspects of behavior or character on the basis of a single attribute.

Evaluation techniques for managers include which of the following?

As a criticism of performance appraisals, employees .

Inadequate information error is a source of performance appraisal bias that reflects a rater's unwillingness to provide very high or very low ratings.

Higher levels of role conflict and any stress associated with it may have which of the following effects?

Select the response most applicable to Management by Objectives (MBO).

To ensure compliance with EEOC guidelines it is necessary for appraisal systems to focus on personal traits.

The cognitive variable refers to one person's feelings or emotions toward another person.

Which of the following statements is representative of the ranking technique of performance appraisal?

Principles, Practices, and Problems

Techniques, Tools, and Tactics

Employee Selection Principles and Techniques

Psychological Testing

Training and Development

Leadership

Motivation, Job Satisfaction, and Job Involvement

The Organization of the Organization

Working Conditions

Safety, Violence, and Health in the Workplace

Stress in the Workplace

Engineering Psychology

Consumer Psychology

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Exam 5: Performance Appraisal

Inadequate information error is best characterized as _.

Davis and Mount (1984) found that providing feedback to raters increased leniency error in subsequent ratings.

Performance appraisal programs must be both reliable and valid.

Our personality can influence the way we judge or evaluate other people.

Multisource feedback .

Smither and Walker (2004) found that managers who received upward feedback from their subordinates were more likely to improve their job performance than those who received upward feedback.

Employees are most likely to be satisfied with post appraisal interviews when .

Peer ratings are generally lower than those provided by an employee's supervisor.

is an objective approach to measuring performance?

Most recent performance error is defined as .

Which of the following is representative of average rating error?

The halo effect is the tendency to judge all aspects of behavior or character on the basis of a single attribute.

Evaluation techniques for managers include which of the following?

As a criticism of performance appraisals, employees .

Inadequate information error is a source of performance appraisal bias that reflects a rater's unwillingness to provide very high or very low ratings.

Higher levels of role conflict and any stress associated with it may have which of the following effects?

Select the response most applicable to Management by Objectives (MBO).

To ensure compliance with EEOC guidelines it is necessary for appraisal systems to focus on personal traits.

The cognitive variable refers to one person's feelings or emotions toward another person.

Which of the following statements is representative of the ranking technique of performance appraisal?

Principles, Practices, and Problems

Techniques, Tools, and Tactics

Employee Selection Principles and Techniques

Psychological Testing

Training and Development

Leadership

Motivation, Job Satisfaction, and Job Involvement

The Organization of the Organization

Working Conditions

Safety, Violence, and Health in the Workplace

Stress in the Workplace

Engineering Psychology

Consumer Psychology

Filters