Exam 6: Performance Management and Appraisal

Which of the following is behavior-based information?

Employees working in isolation or possessing unique skills may be particularly suited to _____.

In the performance-driven organizational culture, employee rewards vary little from person to person and are not much based on individual performance differences.

Josh, an HR manager at RoxCom LLC, is responsible for implementing a guided self-appraisal system using management by objectives in his organization. He has reviewed the job description and the key activities that constitute the employee's job. Which of the following is typically the next step for Josh?

The _____ allows the rater to mark an employee's performance on a continuum indicating low to high levels of a particular characteristic.

Which of the following is true of the administrative and developmental roles of performance appraisals?

Define behaviorally anchored rating scales.

In the critical incident method, the manager keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

Describe appraisal feedback.

What are the common employee performance measures?

The contrast error occurs when a rater scores an employee high on all job criteria because of performance in one area.

A disadvantage of the outsider rating approach is that outsiders may not know the important demands within the work group or organization.

If employers do not require a(n) _____, performance appraisal ratings often do not match the normal distribution of a bell-shaped curve.

Describe performance-focused organizational cultures.

The number of cars sold by a car salesman is classified as a subjective measure of performance.

The _____ method lists the individuals being rated from highest to lowest based on their performance levels and relative contributions.

Which of the following statements is true of organizations that practice the entitlement approach?

_____ require that managers directly evaluate the performance levels of their employees against one another, and these evaluations can provide useful information for performance management.

Describe the different types of rater errors.

Both numerical and nonnumerical performance standards can be established.