Exam 6: Performance Management and Appraisal

What is the last step in the Management by Objectives Method?

The ________ method of performance appraisal involves listing all the subordinates to be rated, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked.

Electronic performance monitoring seems to raise employee stress levels.

Suppose you have five employees to rate. You make a chart of all possible pairs of employees for each trait being evaluated. Then, you indicate the better employee of the pair for each pair. Finally, you add up the number of positives for each employee. In this case, you have used the ________ method of performance appraisal.

When different supervisors define levels of performance (good, fair, poor) differently, unfair appraisals could result due to a problem with ________.

All of the following are advantages of using the critical incident method for appraising performance except that:

With the ________ method, the supervisor keeps a log of positive and negative examples of a subordinate's work-related behavior.

Which of the following measurement methods rates employee performance relative to other employees?

Peer appraisals have been shown to have an immediate positive impact on improving task motivation, cohesion, and satisfaction, while reducing social loafing.

What is the fourth step in the Management by Objectives Method?

Which performance appraisal technique lists traits and a range of performance?

When a supervisor evaluates performance by assigning predetermined percentages of ratees into performance categories, he or she has used the ________ method of performance appraisal.

One personality study focused on how individual traits influenced the evaluations that students gave their peers. Raters who scored higher on ________ tended to give their peers lower ratings.

Besides the supervisor, which of the following is available to managers as an alternative source of performance appraisal information?

Why do we have performance management?

The alternation ranking method is the simplest and most popular technique for appraising performance.

________ is a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively within the company and afterwards.

Setting useful goals is easy to do.

Behaviorally anchored rating scale (BARS) refers to an appraisal method, which ________.

The best way of reducing the problem of central tendency in performance appraisals is to ________.