Exam 9: Performance Management and Appraisal

Stacey is using a behaviorally anchored rating scale as a performance appraisal tool.She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance.What should Stacey most likely do next?

When an employee's performance is so poor that a written warning is required,the warning should ________.

Supervisors should provide employees with feedback,development,and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.

In most firms,a rating committee used for performance appraisals consists of ________ members.

Which performance appraisal tools requires a supervisor to maintain a log of positive and negative examples of a subordinate's work-related behavior?

Which of the following terms refers to a performance appraisal based on surveys from peers,supervisors,subordinates,and customers?

Which of the following best depicts how information technology supports performance management?

Why is it important for a manager to appraise a subordinate's performance? How can a manager handle a subordinate who is defensive when told that his or her performance is poor?

In order to ensure that performance appraisals are effective,Felicia,a line supervisor,should make sure to schedule a feedback session to address each subordinate's performance,progress,and future development plans.

Employee performance appraisals are conducted by all of the following EXCEPT ________.

The forced distribution method is the simplest and most popular technique for appraising performance.

Kendra needs to rate five of her subordinates.She makes a chart of all possible pairs of employees for each trait being evaluated.Then,she indicates the better employee of each pair with a positive symbol on the chart.Finally,she totals the number of positive symbols for each employee.Which method of performance appraisal has Kendra most likely used?

Which of the following is NOT a characteristic of the critical incident method for performance appraisal?

Which of the following terms refers to an appraisal that is too open to interpretation?

Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?

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 behaviorally anchored rating scale (BARS)to evaluate the performance of her subordinates. Which of the following,if true,supports the argument that BARS is the most appropriate performance appraisal tool for Suzanne to use?

Which of the following would most likely result in a legally questionable appraisal process?

All of the following are reasons for appraising an employee's performance EXCEPT ________.

What are the four job-relevant dimensions that can be measured by the graphic-rating scale method of performance appraisal? What problems are associated with graphic-rating scales?

What usually occurs when employees rate themselves for performance appraisals?