Question 1

Career planning refers to the ________.

Accepted Answer

A)  process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals 
B)  the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment 
C)  process of using activities like training and appraisal to provide a career focus 
D)  occupational positions a person has over his or her lifetime 
A)  process through which someone becomes aware of personal skills, interests, knowledge, motivations; acquires information about opportunities; identifies career goals; and establishes action plans to attain those goals 
B)  the lifelong series of activities that contributes to a person's career exploration, establishment, success, and fulfillment 
C)  process of using activities like training and appraisal to provide a career focus 
D)  occupational positions a person has over his or her lifetime

Question 2

When a supervisor must criticize a subordinate in an appraisal interview, it is best to ________.

Accepted Answer

A)  hold the meeting with other people who can diffuse the negative situation 
B)  provide examples of critical incidents 
C)  acknowledge the supervisor's personal biases in the situation 
D)  provide feedback once per year 
A)  hold the meeting with other people who can diffuse the negative situation 
B)  provide examples of critical incidents 
C)  acknowledge the supervisor's personal biases in the situation 
D)  provide feedback once per year

Question 3

Which of the following is a criticism of the forced distribution method?

Accepted Answer

A)  it damages morale 
B)  it promotes unfairly 
C)  it promotes those who play the game well 
D)  None of the above. 
A)  it damages morale 
B)  it promotes unfairly 
C)  it promotes those who play the game well 
D)  None of the above.

Question 4

In how many ways is performance management different from performance appraisal?

Accepted Answer

A)  4 
B)  3 
C)  2 
D)  None 
A)  4 
B)  3 
C)  2 
D)  None

Question 5

Graphic rating scales are the most reliable for rating performance.

Accepted Answer

A) True 
 B)False

Question 6

The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.

Accepted Answer

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

Question 7

Assessing interests, seeking out career information, and utilizing development opportunities are all part of the ________ role in career development.

Accepted Answer

A)  individual's 
B)  manager's 
C)  supervisor's 
D)  company's 
A)  individual's 
B)  manager's 
C)  supervisor's 
D)  company's

Question 8

Which of the following best captures the meaning of the term, glass ceiling?

Accepted Answer

A)  structural, yet subtle barriers in corporate environments which inhibit the rise of talented women to positions of leadership 
B)  inadequate networking opportunities which result in a lack of an "old girl's network" to mirror that of men 
C)  unspoken decision by corporate leadership that women should not be encouraged to advance beyond middle management levels 
D)  the lack of desire among women to pursue jobs with extreme levels of responsibility and authority 
A)  structural, yet subtle barriers in corporate environments which inhibit the rise of talented women to positions of leadership 
B)  inadequate networking opportunities which result in a lack of an "old girl's network" to mirror that of men 
C)  unspoken decision by corporate leadership that women should not be encouraged to advance beyond middle management levels 
D)  the lack of desire among women to pursue jobs with extreme levels of responsibility and authority

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

When subordinates provide feedback for supervisors, the comments should be anonymous because identifiable responses tend to result in more ________.

Accepted Answer

A)  critical ratings 
B)  negative attitudes from managers receiving the feedback 
C)  inflated ratings 
D)  All of the above. 
A)  critical ratings 
B)  negative attitudes from managers receiving the feedback 
C)  inflated ratings 
D)  All of the above.

Question 11

Alternation ranking refers to an appraisal method, which ________.

Accepted Answer

A)  is based on progress made toward the accomplishment of measurable goals 
B)  requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior 
C)  requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories 
D)  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 
A)  is based on progress made toward the accomplishment of measurable goals 
B)  requires that the supervisor keep a log of positive and negative examples of a subordinate's work-related behavior 
C)  requires a supervisor to evaluate performance by assigning predetermined percentages of those being rated into performance categories 
D)  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

Question 12

Matching individual strengths and weaknesses with occupational opportunities and threats is the key to the career planning process.

Accepted Answer

A) True 
 B)False

Question 13

The barriers for women to advance at work are referred to as the glass ceiling because it is so easy to break through it.

Accepted Answer

A) True 
 B)False

Question 14

The advantages of the BARS appraisal tool include accuracy, clear standards, and consistency.

Accepted Answer

A) True 
 B)False

Question 15

The employee, the manager, and the employer should all share the responsibility for an employee's career development and career success.

Accepted Answer

A) True 
 B)False

Question 16

Participatively set goals result in higher performance than assigned goals when the ________.

Accepted Answer

A)  participatively set goals are more difficult 
B)  assigned goals are more difficult 
C)  rewards are also higher 
D)  goals are doable 
A)  participatively set goals are more difficult 
B)  assigned goals are more difficult 
C)  rewards are also higher 
D)  goals are doable

Question 17

Management by objectives (MBO) 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

Career planning refers to the ________.

When a supervisor must criticize a subordinate in an appraisal interview, it is best to ________.

Which of the following is a criticism of the forced distribution method?

In how many ways is performance management different from performance appraisal?

Graphic rating scales are the most reliable for rating performance.

The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.

Assessing interests, seeking out career information, and utilizing development opportunities are all part of the ________ role in career development.

Which of the following best captures the meaning of the term, glass ceiling?

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

When subordinates provide feedback for supervisors, the comments should be anonymous because identifiable responses tend to result in more ________.

Alternation ranking refers to an appraisal method, which ________.

Matching individual strengths and weaknesses with occupational opportunities and threats is the key to the career planning process.

The barriers for women to advance at work are referred to as the glass ceiling because it is so easy to break through it.

The advantages of the BARS appraisal tool include accuracy, clear standards, and consistency.

The employee, the manager, and the employer should all share the responsibility for an employee's career development and career success.

Participatively set goals result in higher performance than assigned goals when the ________.

Management by objectives (MBO) refers to an appraisal method, which ________.

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

Career planning refers to the ________.

When a supervisor must criticize a subordinate in an appraisal interview, it is best to ________.

Which of the following is a criticism of the forced distribution method?

In how many ways is performance management different from performance appraisal?

Graphic rating scales are the most reliable for rating performance.

The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.

Assessing interests, seeking out career information, and utilizing development opportunities are all part of the ________ role in career development.

Which of the following best captures the meaning of the term, glass ceiling?

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

When subordinates provide feedback for supervisors, the comments should be anonymous because identifiable responses tend to result in more ________.

Alternation ranking refers to an appraisal method, which ________.

Matching individual strengths and weaknesses with occupational opportunities and threats is the key to the career planning process.

The barriers for women to advance at work are referred to as the glass ceiling because it is so easy to break through it.

The advantages of the BARS appraisal tool include accuracy, clear standards, and consistency.

The employee, the manager, and the employer should all share the responsibility for an employee's career development and career success.

Participatively set goals result in higher performance than assigned goals when the ________.

Management by objectives (MBO) refers to an appraisal method, which ________.

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