Question 1

Graphic rating scales include sets of statements between which the rater must choose, such as "works hard" vs. "works quickly."

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is a typical reason that performance appraisal programs fail?

Accepted Answer

A)  Managers rely on their knowledge of the job instead of proper appraisal procedures. 
B)  There is too much employee input into the development of the appraisal program. 
C)  The program is usually based on a job analysis rather than a competency analysis. 
D)  Managers often lack adequate appraisal skills. 
A)  Managers rely on their knowledge of the job instead of proper appraisal procedures. 
B)  There is too much employee input into the development of the appraisal program. 
C)  The program is usually based on a job analysis rather than a competency analysis. 
D)  Managers often lack adequate appraisal skills.

Question 3

Peer appraisals are useful for ratings on dimensions such as leadership and interpersonal skills.

Accepted Answer

A) True 
 B)False

Question 4

Dividing the appraisal interview into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.

Accepted Answer

A) True 
 B)False

Question 5

Depending on the industry, managers should provide performance feedback on an annual basis.

Accepted Answer

A) True 
 B)False

Question 6

Self-appraisals should be used primarily for developmental purposes.

Accepted Answer

A) True 
 B)False

Question 7

Three types of appraisal interviews are tell-and-sell, tell-and-listen, and problem-solving.

Accepted Answer

A) True 
 B)False

Question 8

The main advantage of a BARS is that it requires minimal time and effort to develop.

Accepted Answer

A) True 
 B)False

Question 9

What are the four basic considerations for establishing performance standards?

Accepted Answer

Before any appraisal is conducted, the s

Question 10

With which type of appraisal method would supervisors most likely be inclined to forgo needed maintenance on their equipment?

Accepted Answer

A)  results methods 
B)  360-degree appraisal 
C)  subordinate appraisal 
D)  trait methods 
A)  results methods 
B)  360-degree appraisal 
C)  subordinate appraisal 
D)  trait methods

Question 11

Feedback training for raters should include communicating effectively, diagnosing causes of performance problems, and setting goals.

Accepted Answer

A) True 
 B)False

Question 12

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

Accepted Answer

A) True 
 B)False

Question 13

An error of central tendency is a performance-rating error in which all employees are more or less rated as average.

Accepted Answer

A) True 
 B)False

Question 14

Criterion deficiency occurs when performance standards focus on a single criterion to the exclusion of other important but less quantifiable performance dimensions.

Accepted Answer

A) True 
 B)False

Question 15

What are performance appraisals most often used for?

Accepted Answer

A)  making compensation decisions 
B)  creating a team environment 
C)  tracking down ineffective employees 
D)  creating distance between managers and employees 
A)  making compensation decisions 
B)  creating a team environment 
C)  tracking down ineffective employees 
D)  creating distance between managers and employees

Question 16

Why would a manager ask an employee to do a self-appraisal before meeting for the performance appraisal interview?

Accepted Answer

A)  It makes the employee feel like he or she is involved in some small way. 
B)  It ensures the employee knows evaluation criteria. 
C)  It increases employee satisfaction. 
D)  It is expected in certain industries through convention. 
A)  It makes the employee feel like he or she is involved in some small way. 
B)  It ensures the employee knows evaluation criteria. 
C)  It increases employee satisfaction. 
D)  It is expected in certain industries through convention.

Question 17

In developing a new performance appraisal system, Organization C made an appraisal plan, decided who would be doing the appraising and how it would be done, and even included appraisal training. Which one of the following is an important step that Organization C missed?

Accepted Answer

A)  clearly communicating in advance the company's plans for employees who do not meet standards. 
B)  gaining support from top management, which should occur near the beginning of the process 
C)  informing employees how the process would go to alleviate anxiety 
D)  examining the performance standards through job analysis 
A)  clearly communicating in advance the company's plans for employees who do not meet standards. 
B)  gaining support from top management, which should occur near the beginning of the process 
C)  informing employees how the process would go to alleviate anxiety 
D)  examining the performance standards through job analysis

Question 18

Peer appraisals should be used primarily for developmental purposes.

Accepted Answer

A) True 
 B)False

Question 19

One of the primary strengths of results appraisals is that they are not likely to suffer from contamination by external factors that employees cannot influence.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following uses critical incidents as examples of different points along the scale?

Accepted Answer

A)  the mixed-standard scale 
B)  the global rating 
C)  the behaviourally anchored rating scale 
D)  dimensional rating 
A)  the mixed-standard scale 
B)  the global rating 
C)  the behaviourally anchored rating scale 
D)  dimensional rating

Graphic rating scales include sets of statements between which the rater must choose, such as "works hard" vs. "works quickly."

Which of the following is a typical reason that performance appraisal programs fail?

Peer appraisals are useful for ratings on dimensions such as leadership and interpersonal skills.

Dividing the appraisal interview into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.

Depending on the industry, managers should provide performance feedback on an annual basis.

Self-appraisals should be used primarily for developmental purposes.

Three types of appraisal interviews are tell-and-sell, tell-and-listen, and problem-solving.

The main advantage of a BARS is that it requires minimal time and effort to develop.

What are the four basic considerations for establishing performance standards?

With which type of appraisal method would supervisors most likely be inclined to forgo needed maintenance on their equipment?

Feedback training for raters should include communicating effectively, diagnosing causes of performance problems, and setting goals.

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

An error of central tendency is a performance-rating error in which all employees are more or less rated as average.

Criterion deficiency occurs when performance standards focus on a single criterion to the exclusion of other important but less quantifiable performance dimensions.

What are performance appraisals most often used for?

Why would a manager ask an employee to do a self-appraisal before meeting for the performance appraisal interview?

In developing a new performance appraisal system, Organization C made an appraisal plan, decided who would be doing the appraising and how it would be done, and even included appraisal training. Which one of the following is an important step that Organization C missed?

Peer appraisals should be used primarily for developmental purposes.

One of the primary strengths of results appraisals is that they are not likely to suffer from contamination by external factors that employees cannot influence.

Which of the following uses critical incidents as examples of different points along the scale?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters

Exam 8: Performance Management and the Employee Appraisal Process

Graphic rating scales include sets of statements between which the rater must choose, such as "works hard" vs. "works quickly."

Which of the following is a typical reason that performance appraisal programs fail?

Peer appraisals are useful for ratings on dimensions such as leadership and interpersonal skills.

Dividing the appraisal interview into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.

Depending on the industry, managers should provide performance feedback on an annual basis.

Self-appraisals should be used primarily for developmental purposes.

Three types of appraisal interviews are tell-and-sell, tell-and-listen, and problem-solving.

The main advantage of a BARS is that it requires minimal time and effort to develop.

What are the four basic considerations for establishing performance standards?

With which type of appraisal method would supervisors most likely be inclined to forgo needed maintenance on their equipment?

Feedback training for raters should include communicating effectively, diagnosing causes of performance problems, and setting goals.

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

An error of central tendency is a performance-rating error in which all employees are more or less rated as average.

Criterion deficiency occurs when performance standards focus on a single criterion to the exclusion of other important but less quantifiable performance dimensions.

What are performance appraisals most often used for?

Why would a manager ask an employee to do a self-appraisal before meeting for the performance appraisal interview?

In developing a new performance appraisal system, Organization C made an appraisal plan, decided who would be doing the appraising and how it would be done, and even included appraisal training. Which one of the following is an important step that Organization C missed?

Peer appraisals should be used primarily for developmental purposes.

One of the primary strengths of results appraisals is that they are not likely to suffer from contamination by external factors that employees cannot influence.

Which of the following uses critical incidents as examples of different points along the scale?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters