Question 1

Who is responsible for the planning, guiding, and developing an employee's career?

Accepted Answer

A)  the immediate supervisor 
B)  the employee 
C)  the organization 
D)  the development officer 
A)  the immediate supervisor 
B)  the employee 
C)  the organization 
D)  the development officer

Question 2

One way of reducing the problems of leniency or strictness in performance appraisals is to ________.

Accepted Answer

A)  rank employees 
B)  be aware of the problem 
C)  train supervisors to avoid it 
D)  consider the purpose of the appraisal 
A)  rank employees 
B)  be aware of the problem 
C)  train supervisors to avoid it 
D)  consider the purpose of the appraisal

Question 3

When an employee's personal characteristics such as gender influence a supervisor's evaluation of his or her performance, the problem of ________ has occurred.

Accepted Answer

A)  bias 
B)  stereotyping 
C)  central tendency 
D)  halo affect 
A)  bias 
B)  stereotyping 
C)  central tendency 
D)  halo affect

Question 4

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called ________.

Accepted Answer

A)  strategic organizational development 
B)  performance management 
C)  performance appraisal 
D)  human resource management 
A)  strategic organizational development 
B)  performance management 
C)  performance appraisal 
D)  human resource management

Question 5

What steps can organizations take to enhance the promotional and career prospects for their female employees?

Accepted Answer

There are several steps companies can ta

Question 6

360-degree feedback is sometimes called the wheel of feedback because ratings are collected from all around an employee.

Accepted Answer

A) True 
 B)False

Question 7

Some supervisors, when filling in rating scales, tend to avoid the highs and lows on the scale and rate most people in the middle. This ________ means that all employees may be rated average.

Accepted Answer

A)  stereotyping 
B)  central tendency 
C)  strictness 
D)  leniency 
A)  stereotyping 
B)  central tendency 
C)  strictness 
D)  leniency

Question 8

The critical incident technique refers to an appraisal method, which ________.

Accepted Answer

A)  is based on progress made toward the accomplishment of measurable goals 
B)  combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance 
C)  requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior 
D)  involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, 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 
A)  is based on progress made toward the accomplishment of measurable goals 
B)  combines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good or poor performance 
C)  requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior 
D)  involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, 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

Question 9

Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of ________.

Accepted Answer

A)  organizational development 
B)  career development 
C)  career planning 
D)  training 
A)  organizational development 
B)  career development 
C)  career planning 
D)  training

Question 10

Quantitative goals are best.

Accepted Answer

A) True 
 B)False

Question 11

When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide ________.

Accepted Answer

A)  reality shock 
B)  a realistic job interview 
C)  disincentive 
D)  a challenge 
A)  reality shock 
B)  a realistic job interview 
C)  disincentive 
D)  a challenge

Question 12

360-Degree feedback is usually used for developmental purposes rather than pay purposes.

Accepted Answer

A) True 
 B)False

Question 13

________ is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

Accepted Answer

A)  Impression management 
B)  Halo effect 
C)  Central tendency 
D)  Bias 
A)  Impression management 
B)  Halo effect 
C)  Central tendency 
D)  Bias

Question 14

What roles and responsibilities should a manager have in an employee's career development?

Accepted Answer

The manager should provide timely perfor

Question 15

The evidence suggests that participatively set goals consistently result in higher performance than assigned goals.

Accepted Answer

A) True 
 B)False

Question 16

The basic problem with rankings is that while it is not difficult to identify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others.

Accepted Answer

A) True 
 B)False

Question 17

The lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment is called ________.

Accepted Answer

A)  organizational development 
B)  career management 
C)  career development 
D)  career planning 
A)  organizational development 
B)  career management 
C)  career development 
D)  career planning

Question 18

Performance appraisals assume that the employee understood what his or her performance standards were.

Accepted Answer

A) True 
 B)False

Question 19

Electronic performance monitoring (EPM) allows supervisors to electronically monitor the amount of computerized data an employee is process each day.

Accepted Answer

A) True 
 B)False

Question 20

The critical incident method forces supervisors to consider all the important aspects of an employee's performance.

Accepted Answer

A) True 
 B)False

Who is responsible for the planning, guiding, and developing an employee's career?

One way of reducing the problems of leniency or strictness in performance appraisals is to ________.

When an employee's personal characteristics such as gender influence a supervisor's evaluation of his or her performance, the problem of ________ has occurred.

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called ________.

What steps can organizations take to enhance the promotional and career prospects for their female employees?

360-degree feedback is sometimes called the wheel of feedback because ratings are collected from all around an employee.

Some supervisors, when filling in rating scales, tend to avoid the highs and lows on the scale and rate most people in the middle. This ________ means that all employees may be rated average.

The critical incident technique refers to an appraisal method, which ________.

Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of ________.

Quantitative goals are best.

When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide ________.

360-Degree feedback is usually used for developmental purposes rather than pay purposes.

________ is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

What roles and responsibilities should a manager have in an employee's career development?

The evidence suggests that participatively set goals consistently result in higher performance than assigned goals.

The basic problem with rankings is that while it is not difficult to identify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others.

The lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment is called ________.

Performance appraisals assume that the employee understood what his or her performance standards were.

Electronic performance monitoring (EPM) allows supervisors to electronically monitor the amount of computerized data an employee is process each day.

The critical incident method forces supervisors to consider all the important aspects of an employee's performance.

Managing Human Resources Today

Managing Equal Opportunity and Diversity

Personnel Planning and Recruiting

Testing and Selecting Employees

Training and Developing Employees

Compensating Employees

Ethics and Fair Treatment in Human Resource Management

Managing Labor Relations and Collective Bargaining

Protecting Safety and Health

Filters

Exam 6: Performance Management and Appraisal

Who is responsible for the planning, guiding, and developing an employee's career?

One way of reducing the problems of leniency or strictness in performance appraisals is to ________.

When an employee's personal characteristics such as gender influence a supervisor's evaluation of his or her performance, the problem of ________ has occurred.

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called ________.

What steps can organizations take to enhance the promotional and career prospects for their female employees?

360-degree feedback is sometimes called the wheel of feedback because ratings are collected from all around an employee.

Some supervisors, when filling in rating scales, tend to avoid the highs and lows on the scale and rate most people in the middle. This ________ means that all employees may be rated average.

The critical incident technique refers to an appraisal method, which ________.

Jackie is working with a coach to identify her personal skills and interests. Then she plans to get information about opportunities that fit her skills and interests and set career goals for what she seeks to accomplish. Jackie is in the midst of ________.

Quantitative goals are best.

When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours and a lot of bureaucracy. The interviewer was trying to provide ________.

360-Degree feedback is usually used for developmental purposes rather than pay purposes.

________ is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

What roles and responsibilities should a manager have in an employee's career development?

The evidence suggests that participatively set goals consistently result in higher performance than assigned goals.

The basic problem with rankings is that while it is not difficult to identify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others.

The lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment is called ________.

Performance appraisals assume that the employee understood what his or her performance standards were.

Electronic performance monitoring (EPM) allows supervisors to electronically monitor the amount of computerized data an employee is process each day.

The critical incident method forces supervisors to consider all the important aspects of an employee's performance.

Managing Human Resources Today

Managing Equal Opportunity and Diversity

Personnel Planning and Recruiting

Testing and Selecting Employees

Training and Developing Employees

Compensating Employees

Ethics and Fair Treatment in Human Resource Management

Managing Labor Relations and Collective Bargaining

Protecting Safety and Health

Filters