Question 1

The HR department monitors the performance appraisal system,but it is typically not involved in rating employees.

Accepted Answer

A) True 
 B)False

Question 2

What are the essential steps of the performance appraisal process?

Accepted Answer

The performance appraisal proc

Question 3

Which of the following is the best way for a supervisor to correct a performance appraisal problem caused by unclear standards?

Accepted Answer

A) focusing on performance instead of personality traits 
B) using graphic rating scales to rank employees 
C) using descriptive phrases to illustrate traits 
D) allowing employees to rate themselves first 
A) focusing on performance instead of personality traits 
B) using graphic rating scales to rank employees 
C) using descriptive phrases to illustrate traits 
D) allowing employees to rate themselves first

Question 4

Which of the following is the primary advantage of using graphic rating scales as performance appraisal tools?

Accepted Answer

A) eliminates central tendency errors 
B) offers extremely high rate of accuracy 
C) provides quantitative rating for each employee 
D) links with mutually agreed upon performance objectives 
A) eliminates central tendency errors 
B) offers extremely high rate of accuracy 
C) provides quantitative rating for each employee 
D) links with mutually agreed upon performance objectives

Question 5

A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.

Accepted Answer

A) halo effect 
B) stereotyping 
C) central tendency 
D) leniency 
A) halo effect 
B) stereotyping 
C) central tendency 
D) leniency

Question 6

The alternation ranking method of performance appraisals can be problematic and unfair if all employees have excellent job performance.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?

Accepted Answer

A) purpose of the appraisal 
B) location and time of the appraisal 
C) personal characteristics of the subordinate 
D) relationship between supervisor and subordinate 
A) purpose of the appraisal 
B) location and time of the appraisal 
C) personal characteristics of the subordinate 
D) relationship between supervisor and subordinate

Question 8

The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.

Accepted Answer

A) apply for managerial positions 
B) remove any performance deficiencies 
C) revise their performance standards 
D) enroll in work-related training programs 
A) apply for managerial positions 
B) remove any performance deficiencies 
C) revise their performance standards 
D) enroll in work-related training programs

Question 9

Tyler,an accounting manager at Firestone,is preparing for an appraisal interview with an employee whose performance is unsatisfactory but correctable.Tyler's primary objective during the interview should be to encourage the employee with positive reinforcements like job enlargement and compliments.

Accepted Answer

A) True 
 B)False

Question 10

Central tendency is a problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits.

Accepted Answer

A) True 
 B)False

Question 11

What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?

Accepted Answer

A behaviorally anchored rating scale is

Question 12

Which of the following measurement methods is similar to grading on a curve?

Accepted Answer

A) forced distribution 
B) graphic rating scale 
C) constant sums rating 
D) behaviorally anchored rating scale 
A) forced distribution 
B) graphic rating scale 
C) constant sums rating 
D) behaviorally anchored rating scale

Question 13

Describe the four basic types of appraisal interviews.

Accepted Answer

The first type of appraisal interview is

Question 14

According to research,what is the typical result of upward feedback?

Accepted Answer

A) Firms are protected against biased appraisals. 
B) Organizational strategies are quickly implemented. 
C) Supervisors make changes to their management styles. 
D) Critical incidents are documented and ranked by top managers. 
A) Firms are protected against biased appraisals. 
B) Organizational strategies are quickly implemented. 
C) Supervisors make changes to their management styles. 
D) Critical incidents are documented and ranked by top managers.

Question 15

In order to ensure that a performance appraisal is legally defensible,a supervisor should use only one performance appraisal tool.

Accepted Answer

A) True 
 B)False

Question 16

360-degree feedback is generally used for development purposes rather than for pay increases.

Accepted Answer

A) True 
 B)False

Question 17

A talent management philosophy involves segmenting employees based on their value to the firm's success and providing those employees with special coaching,feedback,and development opportunities.

Accepted Answer

A) True 
 B)False

Question 18

Top employees often outperform the average or poor employees by as much as 100%.

Accepted Answer

A) True 
 B)False

Question 19

Wilson Consulting is a management consulting firm with seventy employees.As associate vice president of marketing,Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision.Suzanne plans to use the critical incident method to evaluate the performance of her subordinates. Which of the following,if true,most likely undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?

Accepted Answer

A) Employee performance standards are closely aligned with Wilson Consulting's long-term strategic plans. 
B) Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance. 
C) Wilson Consulting will be allowing employees to rate themselves as part of its organizational development strategy. 
D) Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department. 
A) Employee performance standards are closely aligned with Wilson Consulting's long-term strategic plans. 
B) Suzanne will be conducting performance appraisals in conjunction with the HR manager to ensure EEO compliance. 
C) Wilson Consulting will be allowing employees to rate themselves as part of its organizational development strategy. 
D) Due to economic difficulties, the firm will be laying off the two lowest performing employees in Suzanne's department.

Question 20

As a manager,how can you set effective performance appraisal standards for your employees? Explain your answer in a brief essay.

Accepted Answer

Managers can set effective goals by foll

The HR department monitors the performance appraisal system,but it is typically not involved in rating employees.

What are the essential steps of the performance appraisal process?

Which of the following is the best way for a supervisor to correct a performance appraisal problem caused by unclear standards?

Which of the following is the primary advantage of using graphic rating scales as performance appraisal tools?

A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.

The alternation ranking method of performance appraisals can be problematic and unfair if all employees have excellent job performance.

Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?

The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.

Tyler,an accounting manager at Firestone,is preparing for an appraisal interview with an employee whose performance is unsatisfactory but correctable.Tyler's primary objective during the interview should be to encourage the employee with positive reinforcements like job enlargement and compliments.

Central tendency is a problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits.

What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?

Which of the following measurement methods is similar to grading on a curve?

Describe the four basic types of appraisal interviews.

According to research,what is the typical result of upward feedback?

In order to ensure that a performance appraisal is legally defensible,a supervisor should use only one performance appraisal tool.

360-degree feedback is generally used for development purposes rather than for pay increases.

A talent management philosophy involves segmenting employees based on their value to the firm's success and providing those employees with special coaching,feedback,and development opportunities.

Top employees often outperform the average or poor employees by as much as 100%.

As a manager,how can you set effective performance appraisal standards for your employees? Explain your answer in a brief essay.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 9: Performance Management and Appraisal

The HR department monitors the performance appraisal system,but it is typically not involved in rating employees.

What are the essential steps of the performance appraisal process?

Which of the following is the best way for a supervisor to correct a performance appraisal problem caused by unclear standards?

Which of the following is the primary advantage of using graphic rating scales as performance appraisal tools?

A supervisor who frequently rates all employees as average on performance appraisals most likely has a problem known as ________.

The alternation ranking method of performance appraisals can be problematic and unfair if all employees have excellent job performance.

Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?

The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.

Tyler,an accounting manager at Firestone,is preparing for an appraisal interview with an employee whose performance is unsatisfactory but correctable.Tyler's primary objective during the interview should be to encourage the employee with positive reinforcements like job enlargement and compliments.

Central tendency is a problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits.

What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?

Which of the following measurement methods is similar to grading on a curve?

Describe the four basic types of appraisal interviews.

According to research,what is the typical result of upward feedback?

In order to ensure that a performance appraisal is legally defensible,a supervisor should use only one performance appraisal tool.

360-degree feedback is generally used for development purposes rather than for pay increases.

A talent management philosophy involves segmenting employees based on their value to the firm's success and providing those employees with special coaching,feedback,and development opportunities.

Top employees often outperform the average or poor employees by as much as 100%.

As a manager,how can you set effective performance appraisal standards for your employees? Explain your answer in a brief essay.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters