Exam 5: Performance Appraisal

Performance appraisal as conducted in organizations today is largely which may help explain why correlations between ratings and results-oriented job performance criteria are relatively _.

Antonioni and Park (2001) found that pares of peer raters who shared a score on conscientiousness were likely to give each other higher ratings than those pares who shared a conscientiousness score on the other end of the continuum.

Overall, the performance appraisal process gets a good rating from employees and managers.

Which of the following is true regarding peer ratings?

What should employers do to protect themselves against bias claims?

Performance appraisals are useful for doing which of the following?

Shore, Cleveland and Goldberg (2003) found that older employees who had younger managers tended to receive lower ratings.This is an example of .

The forced-choice technique prevents raters from knowing how favorable the ratings they are giving their employees are.

Labor unions support appraisal systems because of their commitment to seniority.

EEOC compliance criteria include which of the following?

Billy Ray Cyprus is impressed that his subordinate, Billy Bob Thrompton, attended his alma mater and tends to award Billy Bob higher ratings than otherwise justified.This is an example of which of the following?

Select the response most applicable to Behavioral Observation Scales (BOS).

Mary is rating the job performance of her subordinates by identifying the degree to which they display specific behaviors that are important to success or failure on the job.This is an example of the performance appraisal technique.

The primary purpose of the post-appraisal interview is to .

Select the response most applicable to Behaviorally Anchored Rating Scales (BARS).

is a performance appraisal techniques in which supervisors rate employees according to a prescribed distribution of ratings, similar to grading on a curve.

Supervisors high in role conflict tend to give higher than justified performance evaluations.

Older workers who have younger managers tend to receive lower ratings according to a 2003 study.

To improve performance appraisals, .

The BARS and BOS approaches to merit rating attempt to evaluate performance in terms of specific behaviors critical to success or failure on the job.