Question 1

Objective measures of performance appraisal include rating, ranking, and paired comparison.

Accepted Answer

A) True 
 B)False

Question 2

According to Greguras, Robie, Schleicher, and Goff (2003), ratings by subordinates are significantly more reliable if _.

Accepted Answer

A) the ratings are to be used for administrative purposes 
B) the ratings are to be used for developmental purposes 
C) the subordinates are paid extra for the evaluation 
D) the subordinates must place their name on the evaluation 
A) the ratings are to be used for administrative purposes 
B) the ratings are to be used for developmental purposes 
C) the subordinates are paid extra for the evaluation 
D) the subordinates must place their name on the evaluation

Question 3

Greguras, Robie, Schicher, and Goff (2003) found that ratings by subordinates were more reliable
when the results were used for administrative purposes rather than developmental purposes.

Accepted Answer

A) True 
 B)False

Question 4

Which of the following is related to constant bias?

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 5

The numbers used in the ranking technique tell how much better the best employee is than the worst employee.(F, pp.112-113)

Accepted Answer

A) True 
 B)False

Question 6

A definition of the halo effect would include .

Accepted Answer

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

Question 7

Two methods of impression management are self-promotion and ingratitude.

Accepted Answer

A) True 
 B)False

Question 8

A survey of human resource managers found that about of them were dissatisfied with the performance appraisal system in their organization.

Accepted Answer

A) 25 percent 
B) 50 percent 
C) 75 percent 
D) 90 percent 
A) 25 percent 
B) 50 percent 
C) 75 percent 
D) 90 percent

Question 9

Performance appraisals generally receive positive ratings from .

Accepted Answer

A) management 
B) labor unions 
C) employees 
D) none of the above 
A) management 
B) labor unions 
C) employees 
D) none of the above

Question 10

If 10 workers are to be evaluated using the paired-comparison technique, how many comparisons must be made?

Accepted Answer

A) 45 
B) 50 
C) 100 
D) none of the above 
A) 45 
B) 50 
C) 100 
D) none of the above

Question 11

The most frequently used technique for the performance appraisal of managers is assessment by their superiors.

Accepted Answer

A) True 
 B)False

Question 12

Constant bias can be corrected by using a forced distribution

Accepted Answer

A) True 
 B)False

Question 13

Performance rating scales .

Accepted Answer

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

Question 14

I-O psychologists make no distinction between worker and employee.

Accepted Answer

A) True 
 B)False

Question 15

Written performance narratives are less prone to personal bias than numerical rating procedures.

Accepted Answer

A) True 
 B)False

Question 16

The statements in each pair of the forced-choice technique _.

Accepted Answer

A) appear to the rater to have similar desirability characteristics 
B) appear to the rater to have dissimilar desirability characteristics 
C) appear to the rater to be unreliable 
D) appear to the rater to discriminate unfairly 
A) appear to the rater to have similar desirability characteristics 
B) appear to the rater to have dissimilar desirability characteristics 
C) appear to the rater to be unreliable 
D) appear to the rater to discriminate unfairly

Question 17

An instructor grading on a curve 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 18

Using 360-degree feedback is less costly than using appraisals from a single source.

Accepted Answer

A) True 
 B)False

Question 19

EEOC guidelines do not apply to which of the following?

Accepted Answer

A) Hiring 
B) Layoff 
C) Early retirement 
D) EEOC guidelines apply to all of the above 
A) Hiring 
B) Layoff 
C) Early retirement 
D) EEOC guidelines apply to all of the above

Objective measures of performance appraisal include rating, ranking, and paired comparison.

According to Greguras, Robie, Schleicher, and Goff (2003), ratings by subordinates are significantly more reliable if _.

Greguras, Robie, Schicher, and Goff (2003) found that ratings by subordinates were more reliable when the results were used for administrative purposes rather than developmental purposes.

Which of the following is related to constant bias?

The numbers used in the ranking technique tell how much better the best employee is than the worst employee.(F, pp.112-113)

A definition of the halo effect would include .

Two methods of impression management are self-promotion and ingratitude.

A survey of human resource managers found that about of them were dissatisfied with the performance appraisal system in their organization.

Performance appraisals generally receive positive ratings from .

If 10 workers are to be evaluated using the paired-comparison technique, how many comparisons must be made?

The most frequently used technique for the performance appraisal of managers is assessment by their superiors.

Constant bias can be corrected by using a forced distribution

Performance rating scales .

I-O psychologists make no distinction between worker and employee.

Written performance narratives are less prone to personal bias than numerical rating procedures.

The statements in each pair of the forced-choice technique _.

An instructor grading on a curve is an example of the performance appraisal technique?

Using 360-degree feedback is less costly than using appraisals from a single source.

EEOC guidelines do not apply to which of the following?

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

Exam 5: Performance Appraisal

Objective measures of performance appraisal include rating, ranking, and paired comparison.

According to Greguras, Robie, Schleicher, and Goff (2003), ratings by subordinates are significantly more reliable if _.

Greguras, Robie, Schicher, and Goff (2003) found that ratings by subordinates were more reliable when the results were used for administrative purposes rather than developmental purposes.

Which of the following is related to constant bias?

The numbers used in the ranking technique tell how much better the best employee is than the worst employee.(F, pp.112-113)

A definition of the halo effect would include .

Two methods of impression management are self-promotion and ingratitude.

A survey of human resource managers found that about of them were dissatisfied with the performance appraisal system in their organization.

Performance appraisals generally receive positive ratings from .

If 10 workers are to be evaluated using the paired-comparison technique, how many comparisons must be made?

The most frequently used technique for the performance appraisal of managers is assessment by their superiors.

Constant bias can be corrected by using a forced distribution

Performance rating scales .

I-O psychologists make no distinction between worker and employee.

Written performance narratives are less prone to personal bias than numerical rating procedures.

The statements in each pair of the forced-choice technique _.

An instructor grading on a curve is an example of the performance appraisal technique?

Using 360-degree feedback is less costly than using appraisals from a single source.

EEOC guidelines do not apply to which of the following?

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