Question 1

The critical step in employees' understanding of how their work makes a contribution is

Accepted Answer

A) the career planning session. 
B) the promotion decision. 
C) the appraisal session. 
D) defining performance expectations. 
E) the pay decision. 
A) the career planning session. 
B) the promotion decision. 
C) the appraisal session. 
D) defining performance expectations. 
E) the pay decision.

Question 2

When a person is accused of poor performance, research indicates that the first reaction that he/she may have is often

Accepted Answer

A) ignoring the accusation. 
B) aggression. 
C) changing the subject. 
D) anger. 
E) denial. 
A) ignoring the accusation. 
B) aggression. 
C) changing the subject. 
D) anger. 
E) denial.

Question 3

Which of the following is true about performance management?

Accepted Answer

A) The process contains 3 steps. 
B) Research indicates that most companies manage performance well. 
C) It is indirectly related to achieving strategic objectives. 
D) The process does not involve coaching. 
E) Better performance management represents a largely untapped opportunity to improve company profitability. 
A) The process contains 3 steps. 
B) Research indicates that most companies manage performance well. 
C) It is indirectly related to achieving strategic objectives. 
D) The process does not involve coaching. 
E) Better performance management represents a largely untapped opportunity to improve company profitability.

Question 4

The following are all advantages of using rating committees in the performance appraisal process except

Accepted Answer

A) the composite ratings tend to be more fair than those of individual raters. 
B) the composite ratings tend to be more reliable and valid than those of individual raters. 
C) appraisal is generally more biased because of personality clashes. 
D) several raters can help cancel out problems like bias and halo effect on the part of individual raters. 
E) variations in raters' ratings usually stem from the fact that raters often observe different facets of an employee's performance. 
A) the composite ratings tend to be more fair than those of individual raters. 
B) the composite ratings tend to be more reliable and valid than those of individual raters. 
C) appraisal is generally more biased because of personality clashes. 
D) several raters can help cancel out problems like bias and halo effect on the part of individual raters. 
E) variations in raters' ratings usually stem from the fact that raters often observe different facets of an employee's performance.

Question 5

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly.This is called

Accepted Answer

A) halo error. 
B) logrolling. 
C) appraisal bias. 
D) preferential evaluation. 
E) leniency error. 
A) halo error. 
B) logrolling. 
C) appraisal bias. 
D) preferential evaluation. 
E) leniency error.

Question 6

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are

Accepted Answer

A) open to interpretation. 
B) tightly structured. 
C) well defined. 
D) specific in nature. 
E) too strict/lenient. 
A) open to interpretation. 
B) tightly structured. 
C) well defined. 
D) specific in nature. 
E) too strict/lenient.

Question 7

Kai has a tendency to rate all of his direct reports as average.Kai's actions indicate which of the following performance appraisal problems?

Accepted Answer

A) central tendency 
B) halo effect 
C) bias 
D) appraisal bias 
E) equal rating tendency 
A) central tendency 
B) halo effect 
C) bias 
D) appraisal bias 
E) equal rating tendency

Question 8

With the critical incident method, the rating reflects only the employee's most recent performance.

Accepted Answer

A) True 
 B)False

Question 9

A manager can implement a modest MBO program by jointly setting goals with employees and providing feedback.

Accepted Answer

A) True 
 B)False

Question 10

An example of the alternation ranking method would include all of the following steps except

Accepted Answer

A) crossing off names not known well enough to rank. 
B) defining the compensable factors. 
C) putting the lowest-ranking employee on the last line. 
D) listing the highest-ranking employee on the first line. 
E) listing all the employees to be ranked. 
A) crossing off names not known well enough to rank. 
B) defining the compensable factors. 
C) putting the lowest-ranking employee on the last line. 
D) listing the highest-ranking employee on the first line. 
E) listing all the employees to be ranked.

Question 11

The following are all problems for managers when using performance appraisal methods except

Accepted Answer

A) unclear standards. 
B) central tendency. 
C) appraisal bias. 
D) halo effect. 
E) quota appraisals. 
A) unclear standards. 
B) central tendency. 
C) appraisal bias. 
D) halo effect. 
E) quota appraisals.

Question 12

The following are all ways to minimize the impact of appraisal problems, such as bias and central tendency, except

Accepted Answer

A) training supervisors to eliminate rating errors. 
B) refraining from confusing the employee by including him or her in the rating and evaluation process. 
C) becoming familiar with the typical rating errors that can undermine rating scale appraisals. 
D) trying to understand the problem in order to prevent it. 
E) choosing the right appraisal tool. 
A) training supervisors to eliminate rating errors. 
B) refraining from confusing the employee by including him or her in the rating and evaluation process. 
C) becoming familiar with the typical rating errors that can undermine rating scale appraisals. 
D) trying to understand the problem in order to prevent it. 
E) choosing the right appraisal tool.

Question 13

Gary is the supervisor of Mindy.He is very impressed with Mindy's ability to work in a team, so he has rated her as "outstanding"for this trait.Although she has had more missed delivery deadlines than her peers over the past financial quarter, Gary rated her as "above average"for the trait of "personal effectiveness."Gary's actions indicate which of the following performance appraisal problem?

Accepted Answer

A) bias 
B) halo effect 
C) trait effect 
D) appraisal bias 
E) trait bias 
A) bias 
B) halo effect 
C) trait effect 
D) appraisal bias 
E) trait bias

Question 14

A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the

Accepted Answer

A) behaviourally anchored rating scale. 
B) paired comparison method. 
C) forced distribution method. 
D) alternation ranking method. 
E) graphic rating scale. 
A) behaviourally anchored rating scale. 
B) paired comparison method. 
C) forced distribution method. 
D) alternation ranking method. 
E) graphic rating scale.

Question 15

Best practices when dealing with defensive employees include

Accepted Answer

A) using intimidation to convince. 
B) solving all problems quickly. 
C) recognizing that defensive behaviour is normal. 
D) explaining the person's behaviour to them. 
E) never backing down. 
A) using intimidation to convince. 
B) solving all problems quickly. 
C) recognizing that defensive behaviour is normal. 
D) explaining the person's behaviour to them. 
E) never backing down.

Question 16

Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc.The firm is currently using a formal appraisal method which lists traits such as "teamwork"and performance values ranging from "needs improvement"to "outstanding."Terrastyle is using which of the following appraisal methods?

Accepted Answer

A) critical incident method 
B) behaviourally anchored rating scale 
C) forced distribution method 
D) graphic rating scale 
E) paired comparison method 
A) critical incident method 
B) behaviourally anchored rating scale 
C) forced distribution method 
D) graphic rating scale 
E) paired comparison method

Question 17

When using MBO, in order to avoid having the process demotivate employees, objectives must be

Accepted Answer

A) easy to attain. 
B) fair and attainable. 
C) based on the employee's educational level. 
D) difficult to attain. 
E) the same for all employees in the same job. 
A) easy to attain. 
B) fair and attainable. 
C) based on the employee's educational level. 
D) difficult to attain. 
E) the same for all employees in the same job.

Question 18

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

Accepted Answer

A) True 
 B)False

Question 19

Identify and briefly describe five rating scale appraisal problems.

Accepted Answer

Two points each for accurate i

Question 20

MBO is time consuming.

Accepted Answer

A) True 
 B)False

The critical step in employees' understanding of how their work makes a contribution is

When a person is accused of poor performance, research indicates that the first reaction that he/she may have is often

Which of the following is true about performance management?

The following are all advantages of using rating committees in the performance appraisal process except

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly.This is called

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are

Kai has a tendency to rate all of his direct reports as average.Kai's actions indicate which of the following performance appraisal problems?

With the critical incident method, the rating reflects only the employee's most recent performance.

A manager can implement a modest MBO program by jointly setting goals with employees and providing feedback.

An example of the alternation ranking method would include all of the following steps except

The following are all problems for managers when using performance appraisal methods except

The following are all ways to minimize the impact of appraisal problems, such as bias and central tendency, except

A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the

Best practices when dealing with defensive employees include

When using MBO, in order to avoid having the process demotivate employees, objectives must be

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

Identify and briefly describe five rating scale appraisal problems.

MBO is time consuming.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 10: Performance Management

The critical step in employees' understanding of how their work makes a contribution is

When a person is accused of poor performance, research indicates that the first reaction that he/she may have is often

Which of the following is true about performance management?

The following are all advantages of using rating committees in the performance appraisal process except

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly.This is called

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are

Kai has a tendency to rate all of his direct reports as average.Kai's actions indicate which of the following performance appraisal problems?

With the critical incident method, the rating reflects only the employee's most recent performance.

A manager can implement a modest MBO program by jointly setting goals with employees and providing feedback.

An example of the alternation ranking method would include all of the following steps except

The following are all problems for managers when using performance appraisal methods except

The following are all ways to minimize the impact of appraisal problems, such as bias and central tendency, except

A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the

Best practices when dealing with defensive employees include

When using MBO, in order to avoid having the process demotivate employees, objectives must be

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

Identify and briefly describe five rating scale appraisal problems.

MBO is time consuming.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Orientation and Training

Career Development

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters