Question 1

What HR functions are affected by performance appraisals?

Accepted Answer

A) Emotional security 
B) General life satisfaction 
C) Pay raises 
D) All of the above 
A) Emotional security 
B) General life satisfaction 
C) Pay raises 
D) All of the above

Question 2

Craig and Hannum (2006) found that managers who rated themselves than other managers did were satisfied with the 360 degree feedback approach than managers who rated themselves on the other end of the spectrum.

Accepted Answer

A) higher; less 
B) lower; less 
C) higher; more 
D) lower; equally 
A) higher; less 
B) lower; less 
C) higher; more 
D) lower; equally

Question 3

For the current performance appraisal cycle, John, a supervisor with Trent, Inc., was presented with groups of descriptive statements and asked to select the one phrase from each group that best described a particular employee.This is an example of the performance appraisal technique.

Accepted Answer

A) paired-comparison 
B) forced-choice 
C) forced distribution 
D) behaviorally anchored rating scale (BARS) 
A) paired-comparison 
B) forced-choice 
C) forced distribution 
D) behaviorally anchored rating scale (BARS)

Question 4

Which four cognitive variables can influence evaluations of employee performance?

Accepted Answer

A) intelligence, category structure, beliefs, interpersonal affect 
B) personality, beliefs, intelligence, motivation 
C) category structures, beliefs, interpersonal affect, attribution 
D) interpersonal affect, beliefs, memory, attitude 
A) intelligence, category structure, beliefs, interpersonal affect 
B) personality, beliefs, intelligence, motivation 
C) category structures, beliefs, interpersonal affect, attribution 
D) interpersonal affect, beliefs, memory, attitude

Question 5

The paired-comparison technique requires the same amount of time to perform regardless of the number of subordinates being evaluated.(F, pp.115-116)

Accepted Answer

A) True 
 B)False

Question 6

Jawahar (2001) found that low self-monitors tend to give more lenient ratings than do high self- monitors.

Accepted Answer

A) True 
 B)False

Question 7

A critical component of the approach to performance appraisal is that employees and managers mutually agree on goals to be achieved during a specific time period.

Accepted Answer

A) BARS 
B) BOS 
C) MBO 
D) TBO 
A) BARS 
B) BOS 
C) MBO 
D) TBO

Question 8

Research by Harris, Kacmar, Zivnuska and Shaw (2007) indicated that individuals high in were much likely than individuals low in that characteristic to be perceived by their supervisors as not using ingratiation behaviors to curry favor for personal gain.

Accepted Answer

A) self-esteem; more 
B) political skill; more 
C) self-esteem; less 
D) political skill; less 
A) self-esteem; more 
B) political skill; more 
C) self-esteem; less 
D) political skill; less

Question 9

Judgmental performance appraisal methods .

Accepted Answer

A) are less prone to personal bias than other methods 
B) provide for immediate and objective feedback 
C) focus on quantity, quality, job experience, and other environmental factors 
D) consist of brief essays and numerical rating procedures 
A) are less prone to personal bias than other methods 
B) provide for immediate and objective feedback 
C) focus on quantity, quality, job experience, and other environmental factors 
D) consist of brief essays and numerical rating procedures

Question 10

MBO consists of which two phases?

Accepted Answer

A) Job analysis and performance review 
B) Job analysis and goal setting 
C) Performance review and peer rating 
D) Goal setting and performance review 
A) Job analysis and performance review 
B) Job analysis and goal setting 
C) Performance review and peer rating 
D) Goal setting and performance review

Question 11

Which of the following statements is most representative of the forced-distribution technique?

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

Question 12

Performance appraisal systems may be improved through training programs for raters.

Accepted Answer

A) True 
 B)False

Question 13

Viswesvaran, Schmidt, and Ones (2003) found that peer ratings show a lower interrater reliability than do ratings by supervisors.

Accepted Answer

A) True 
 B)False

Question 14

Despite the benefits that could be derived from computerized performance monitoring, it is banned under EEOC guidelines.

Accepted Answer

A) True 
 B)False

Question 15

One of the advantages of computerized monitoring as a means of performance appraisal is that it _.

Accepted Answer

A) leads to focus on quantity 
B) may increase stress 
C) reduces rater bias 
D) leads to a reduction in stress 
A) leads to focus on quantity 
B) may increase stress 
C) reduces rater bias 
D) leads to a reduction in stress

Question 16

BARS and BOS are criticized for failing to meet EEOC guidelines concerning validity.

Accepted Answer

A) True 
 B)False

Question 17

Walker and Smither (1999) found that managers who received unfavorable initial upward feedback tended to improve their job performance more than did those who received favorable upward feedback.

Accepted Answer

A) True 
 B)False

Question 18

Student evaluations of professors are an example of a(n) .performance appraisal technique.

Accepted Answer

A) objective 
B) ranking 
C) judgmental 
D) projective 
A) objective 
B) ranking 
C) judgmental 
D) projective

Question 19

Which of the following statements is most representative of the paired comparison technique?

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

Question 20

Which are the two approaches to measuring performance?

Accepted Answer

A) Objective and judgmental 
B) Judgmental and qualitative 
C) Objective and computer-based 
D) Judgmental and narrative 
A) Objective and judgmental 
B) Judgmental and qualitative 
C) Objective and computer-based 
D) Judgmental and narrative

What HR functions are affected by performance appraisals?

Craig and Hannum (2006) found that managers who rated themselves than other managers did were satisfied with the 360 degree feedback approach than managers who rated themselves on the other end of the spectrum.

For the current performance appraisal cycle, John, a supervisor with Trent, Inc., was presented with groups of descriptive statements and asked to select the one phrase from each group that best described a particular employee.This is an example of the performance appraisal technique.

Which four cognitive variables can influence evaluations of employee performance?

The paired-comparison technique requires the same amount of time to perform regardless of the number of subordinates being evaluated.(F, pp.115-116)

Jawahar (2001) found that low self-monitors tend to give more lenient ratings than do high self- monitors.

A critical component of the approach to performance appraisal is that employees and managers mutually agree on goals to be achieved during a specific time period.

Research by Harris, Kacmar, Zivnuska and Shaw (2007) indicated that individuals high in were much likely than individuals low in that characteristic to be perceived by their supervisors as not using ingratiation behaviors to curry favor for personal gain.

Judgmental performance appraisal methods .

MBO consists of which two phases?

Which of the following statements is most representative of the forced-distribution technique?

Performance appraisal systems may be improved through training programs for raters.

Viswesvaran, Schmidt, and Ones (2003) found that peer ratings show a lower interrater reliability than do ratings by supervisors.

Despite the benefits that could be derived from computerized performance monitoring, it is banned under EEOC guidelines.

One of the advantages of computerized monitoring as a means of performance appraisal is that it _.

BARS and BOS are criticized for failing to meet EEOC guidelines concerning validity.

Walker and Smither (1999) found that managers who received unfavorable initial upward feedback tended to improve their job performance more than did those who received favorable upward feedback.

Student evaluations of professors are an example of a(n) .performance appraisal technique.

Which of the following statements is most representative of the paired comparison technique?

Which are the two approaches to measuring performance?

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

What HR functions are affected by performance appraisals?

Craig and Hannum (2006) found that managers who rated themselves than other managers did were satisfied with the 360 degree feedback approach than managers who rated themselves on the other end of the spectrum.

For the current performance appraisal cycle, John, a supervisor with Trent, Inc., was presented with groups of descriptive statements and asked to select the one phrase from each group that best described a particular employee.This is an example of the performance appraisal technique.

Which four cognitive variables can influence evaluations of employee performance?

The paired-comparison technique requires the same amount of time to perform regardless of the number of subordinates being evaluated.(F, pp.115-116)

Jawahar (2001) found that low self-monitors tend to give more lenient ratings than do high self- monitors.

A critical component of the approach to performance appraisal is that employees and managers mutually agree on goals to be achieved during a specific time period.

Research by Harris, Kacmar, Zivnuska and Shaw (2007) indicated that individuals high in were much likely than individuals low in that characteristic to be perceived by their supervisors as not using ingratiation behaviors to curry favor for personal gain.

Judgmental performance appraisal methods .

MBO consists of which two phases?

Which of the following statements is most representative of the forced-distribution technique?

Performance appraisal systems may be improved through training programs for raters.

Viswesvaran, Schmidt, and Ones (2003) found that peer ratings show a lower interrater reliability than do ratings by supervisors.

Despite the benefits that could be derived from computerized performance monitoring, it is banned under EEOC guidelines.

One of the advantages of computerized monitoring as a means of performance appraisal is that it _.

BARS and BOS are criticized for failing to meet EEOC guidelines concerning validity.

Walker and Smither (1999) found that managers who received unfavorable initial upward feedback tended to improve their job performance more than did those who received favorable upward feedback.

Student evaluations of professors are an example of a(n) .performance appraisal technique.

Which of the following statements is most representative of the paired comparison technique?

Which are the two approaches to measuring performance?

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