Question 1

The most popular technique for appraising performance is the graphic rating scale.

Accepted Answer

A) True 
 B)False

Question 2

The 360-degree appraisal approach supports all of the following activities except

Accepted Answer

A) coaching. 
B) leadership development. 
C) succession planning. 
D) job evaluation. 
E) recognition. 
A) coaching. 
B) leadership development. 
C) succession planning. 
D) job evaluation. 
E) recognition.

Question 3

Because of good results, more employers are turning to a new approach to appraisal, namely a

Accepted Answer

A) bell-shaped curve. 
B) point method plan. 
C) forced distribution system. 
D) critical incidents narrative. 
E) computerized performance appraisal system. 
A) bell-shaped curve. 
B) point method plan. 
C) forced distribution system. 
D) critical incidents narrative. 
E) computerized performance appraisal system.

Question 4

A job description is always sufficient to clarify what a manager wants his or her employees to do.

Accepted Answer

A) True 
 B)False

Question 5

Organizations that have implemented 360-degree appraisal would give the following advice to those considering it except

Accepted Answer

A) provide training for supervisors, raters and ratees. 
B) be clear about who will have access to reports. 
C) assure all raters that their comments will be kept anonymous. 
D) use standard questionnaires. 
E) plan to evaluate the system for fine tuning. 
A) provide training for supervisors, raters and ratees. 
B) be clear about who will have access to reports. 
C) assure all raters that their comments will be kept anonymous. 
D) use standard questionnaires. 
E) plan to evaluate the system for fine tuning.

Question 6

The following are all advantages of the behaviourally anchored rating scale appraisal method except

Accepted Answer

A) clearer standards. 
B) consistency. 
C) specific forced behavioural dimensions. 
D) specific feedback for supervisors to give employees. 
E) a more accurate measure. 
A) clearer standards. 
B) consistency. 
C) specific forced behavioural dimensions. 
D) specific feedback for supervisors to give employees. 
E) a more accurate measure.

Question 7

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

Accepted Answer

A) True 
 B)False

Question 8

When supervisors allow individual differences such as age, race, and sex to affect the appraisal ratings that employees receive, this problem is referred to as

Accepted Answer

A) strictness/leniency. 
B) central tendency. 
C) appraisal bias. 
D) halo effect. 
E) trait effect. 
A) strictness/leniency. 
B) central tendency. 
C) appraisal bias. 
D) halo effect. 
E) trait effect.

Question 9

The 360-degree appraisal approach fits closely with the goals of organizations committed to

Accepted Answer

A) employment equity. 
B) hierarchical chain of command. 
C) MBO. 
D) continuous learning. 
E) pay equity. 
A) employment equity. 
B) hierarchical chain of command. 
C) MBO. 
D) continuous learning. 
E) pay equity.

Question 10

Improving appraisal accuracy calls not just for training of supervisors, but also for

Accepted Answer

A) a quantitative job evaluation system. 
B) MBO. 
C) reducing outside factors, such as union pressure and time constraints. 
D) performance bonuses. 
E) an effective employee orientation program. 
A) a quantitative job evaluation system. 
B) MBO. 
C) reducing outside factors, such as union pressure and time constraints. 
D) performance bonuses. 
E) an effective employee orientation program.

Question 11

A written warning to an employee with poor performance should include all of the following except

Accepted Answer

A) specifying that 360-degree appraisal will be used in future. 
B) specifying any violation of the standards. 
C) making it clear the employee was aware of the standards. 
D) identifying standards under which the employee is judged. 
E) indicating that the employee had an opportunity to correct their behaviour. 
A) specifying that 360-degree appraisal will be used in future. 
B) specifying any violation of the standards. 
C) making it clear the employee was aware of the standards. 
D) identifying standards under which the employee is judged. 
E) indicating that the employee had an opportunity to correct their behaviour.

Question 12

All of the following are advantages of various appraisal tools except that

Accepted Answer

A) alternation ranking is simple to use. 
B) forced distribution results depend on the adequacy of the original choice of cutoff points. 
C) BARS is very accurate. 
D) a graphic rating scale is simple to use. 
E) MBO is tied to jointly agreed goals. 
A) alternation ranking is simple to use. 
B) forced distribution results depend on the adequacy of the original choice of cutoff points. 
C) BARS is very accurate. 
D) a graphic rating scale is simple to use. 
E) MBO is tied to jointly agreed goals.

Question 13

A summary performance appraisal discussion focuses on

Accepted Answer

A) problem solving. 
B) administering. 
C) developing people. 
D) planning. 
E) controlling. 
A) problem solving. 
B) administering. 
C) developing people. 
D) planning. 
E) controlling.

Question 14

The job description often is not sufficient to clarify what employees are to do.This lack of clarity is because

Accepted Answer

A) it is written for specific employees. 
B) it is written only for benchmark jobs. 
C) it is the same for groups of employees. 
D) it is written for specific departments. 
E) managers may ask individual employees to take on additional tasks. 
A) it is written for specific employees. 
B) it is written only for benchmark jobs. 
C) it is the same for groups of employees. 
D) it is written for specific departments. 
E) managers may ask individual employees to take on additional tasks.

Question 15

A behaviourally anchored rating scale (BARS)combines the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

Accepted Answer

A) True 
 B)False

Question 16

The simplest and most popular technique for appraising performance is

Accepted Answer

A) simply giving raises to the employees you like. 
B) forced distribution. 
C) graphic rating scales. 
D) behaviourally anchored rating scales. 
E) paired comparison. 
A) simply giving raises to the employees you like. 
B) forced distribution. 
C) graphic rating scales. 
D) behaviourally anchored rating scales. 
E) paired comparison.

Question 17

The performance appraisal method which is similar to grading on a curve and which places a predetermined percentage of ratees in various performance categories, is the

Accepted Answer

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

Question 18

MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps except

Accepted Answer

A) setting long-term performance targets. 
B) setting the organization's goals. 
C) setting the department's goals. 
D) providing feedback to employees. 
E) discussing the department's goals. 
A) setting long-term performance targets. 
B) setting the organization's goals. 
C) setting the department's goals. 
D) providing feedback to employees. 
E) discussing the department's goals.

Question 19

An employee's 360-degree appraisal usually involves all of the following appraisers except

Accepted Answer

A) any employees reporting to the person being appraised. 
B) supervisors. 
C) peers. 
D) competitors. 
E) customers. 
A) any employees reporting to the person being appraised. 
B) supervisors. 
C) peers. 
D) competitors. 
E) customers.

Question 20

All of the following are advantages of the critical incident method except that it

Accepted Answer

A) provides concrete examples of what an employee can do to eliminate any performance deficiencies. 
B) ensures that the evaluator thinks about the employee's appraisal all during the year. 
C) ensures that the evaluator will only consider the employee's most recent job performance. 
D) can be used to supplement another appraisal technique. 
E) provides the evaluator with some specific hard facts for explaining the appraisal. 
A) provides concrete examples of what an employee can do to eliminate any performance deficiencies. 
B) ensures that the evaluator thinks about the employee's appraisal all during the year. 
C) ensures that the evaluator will only consider the employee's most recent job performance. 
D) can be used to supplement another appraisal technique. 
E) provides the evaluator with some specific hard facts for explaining the appraisal.

The most popular technique for appraising performance is the graphic rating scale.

The 360-degree appraisal approach supports all of the following activities except

Because of good results, more employers are turning to a new approach to appraisal, namely a

A job description is always sufficient to clarify what a manager wants his or her employees to do.

Organizations that have implemented 360-degree appraisal would give the following advice to those considering it except

The following are all advantages of the behaviourally anchored rating scale appraisal method except

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

When supervisors allow individual differences such as age, race, and sex to affect the appraisal ratings that employees receive, this problem is referred to as

The 360-degree appraisal approach fits closely with the goals of organizations committed to

Improving appraisal accuracy calls not just for training of supervisors, but also for

A written warning to an employee with poor performance should include all of the following except

All of the following are advantages of various appraisal tools except that

A summary performance appraisal discussion focuses on

The job description often is not sufficient to clarify what employees are to do.This lack of clarity is because

A behaviourally anchored rating scale (BARS)combines the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

The simplest and most popular technique for appraising performance is

The performance appraisal method which is similar to grading on a curve and which places a predetermined percentage of ratees in various performance categories, is the

MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps except

An employee's 360-degree appraisal usually involves all of the following appraisers except

All of the following are advantages of the critical incident method except that it

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

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Exam 10: Performance Management

The most popular technique for appraising performance is the graphic rating scale.

The 360-degree appraisal approach supports all of the following activities except

Because of good results, more employers are turning to a new approach to appraisal, namely a

A job description is always sufficient to clarify what a manager wants his or her employees to do.

Organizations that have implemented 360-degree appraisal would give the following advice to those considering it except

The following are all advantages of the behaviourally anchored rating scale appraisal method except

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

When supervisors allow individual differences such as age, race, and sex to affect the appraisal ratings that employees receive, this problem is referred to as

The 360-degree appraisal approach fits closely with the goals of organizations committed to

Improving appraisal accuracy calls not just for training of supervisors, but also for

A written warning to an employee with poor performance should include all of the following except

All of the following are advantages of various appraisal tools except that

A summary performance appraisal discussion focuses on

The job description often is not sufficient to clarify what employees are to do.This lack of clarity is because

A behaviourally anchored rating scale (BARS)combines the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

The simplest and most popular technique for appraising performance is

The performance appraisal method which is similar to grading on a curve and which places a predetermined percentage of ratees in various performance categories, is the

MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps except

An employee's 360-degree appraisal usually involves all of the following appraisers except

All of the following are advantages of the critical incident method except that it

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