Question 1

Results-oriented approaches are the most widely used, despite their subjectivity.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is NOT an ability factor that may be a source of ineffective performance?

Accepted Answer

A)  interpersonal skill 
B)  career ambition 
C)  technical skill 
D)  physical limitation 
A)  interpersonal skill 
B)  career ambition 
C)  technical skill 
D)  physical limitation

Question 3

Developmental purposes for performance appraisal include validating selection criteria and meeting legal requirements.

Accepted Answer

A) True 
 B)False

Question 4

Which appraisal method helps guard against recency error?

Accepted Answer

A)  critical incident method 
B)  forced-choice method 
C)  graphic rating scales 
D)  mixed-standard scale 
A)  critical incident method 
B)  forced-choice method 
C)  graphic rating scales 
D)  mixed-standard scale

Question 5

Criterion contamination occurs when factors outside an employee's control influence his or her performance.

Accepted Answer

A) True 
 B)False

Question 6

Some organizations ask managers to place a percentage of their employees in the bottom performance category on every performance evaluation exercise, which in some cases may mean they are fired. Which type of performance appraisal method does this exemplify?

Accepted Answer

A)  forced-distribution system 
B)  checklist method 
C)  percent method 
D)  forced-choice method 
A)  forced-distribution system 
B)  checklist method 
C)  percent method 
D)  forced-choice method

Question 7

In order to increase employee motivation levels, written performance standards should be objective but not defined in quantifiable and measurable terms.

Accepted Answer

A) True 
 B)False

Question 8

The balanced scorecard approach translates broad goals into increasingly specific goals, so that individuals can see how their performance relates to the overall performance of the firm.

Accepted Answer

A) True 
 B)False

Question 9

Scenario 8.3
Canadian Fasteners Inc. has recently implemented a Human Resource (HR)system that assists with the recruitment and selection process, as well as administering a pension and benefits program. Included with these programs are training and development programs as well as yearly performance appraisals for both managers and agents who are jointly responsible for bringing in new accounts and maintaining existing ones. While these performance appraisals are done each year, mangers and agents do not receive feedback unless they are unhappy with their salary increases or bonuses. However, HR is now pushing the need for ongoing feedback as it is a key component of its compensation process.
-Refer to Scenario 8.3. If Canadian Fasteners were to provide ongoing performance feedback to its employees, this would be a key step in which of the following?

Accepted Answer

A)  strategic and managerial process 
B)  performance management process 
C)  compensation rating process 
D)  promotion process 
A)  strategic and managerial process 
B)  performance management process 
C)  compensation rating process 
D)  promotion process

Question 10

Which of the following is the primary limitation of the forced-choice method of appraisal?

Accepted Answer

A)  It is expensive to initially develop. 
B)  Only highly trained raters can use the format. 
C)  It does not lend itself to peer and self-ratings. 
D)  It is expensive to establish and maintain its validity. 
A)  It is expensive to initially develop. 
B)  Only highly trained raters can use the format. 
C)  It does not lend itself to peer and self-ratings. 
D)  It is expensive to establish and maintain its validity.

Question 11

Suppose the performance appraisals that salespeople receive are based solely on sales revenue to the exclusion of other important factors. Which of the following would these performance evaluations suffer from?

Accepted Answer

A)  criterion contamination 
B)  lack of reliability 
C)  criterion deficiency 
D)  lack of criterion relevance 
A)  criterion contamination 
B)  lack of reliability 
C)  criterion deficiency 
D)  lack of criterion relevance

Question 12

Which of the following performance appraisal methods involves a mutual agreement of goals and metrics between supervisor and subordinate?

Accepted Answer

A)  all behavioural methods 
B)  productivity measures 
C)  forced distribution 
D)  management by objectives 
A)  all behavioural methods 
B)  productivity measures 
C)  forced distribution 
D)  management by objectives

Question 13

In most instances, one person can easily observe and evaluate an employee's performance.

Accepted Answer

A) True 
 B)False

Question 14

How is reliability in performance appraisal measured?

Accepted Answer

A)  by correlating ratings made by different raters 
B)  by determining validity of performance standards 
C)  by linking performance standards to organizational goals 
D)  by quantifying performance standards 
A)  by correlating ratings made by different raters 
B)  by determining validity of performance standards 
C)  by linking performance standards to organizational goals 
D)  by quantifying performance standards

Question 15

How does the strategic relevance of performance appraisal impact HR managers?

Accepted Answer

A)  It allows them to more clearly justify training expenses. 
B)  It makes their job easier in that everyone is clear on objectives. 
C)  It puts the onus on them to establish the strategic relevance of all their HR activities. 
D)  It makes performance criteria much more useful, not just to HR managers but to the entire organization. 
A)  It allows them to more clearly justify training expenses. 
B)  It makes their job easier in that everyone is clear on objectives. 
C)  It puts the onus on them to establish the strategic relevance of all their HR activities. 
D)  It makes performance criteria much more useful, not just to HR managers but to the entire organization.

Question 16

A performance appraisals program can be used for many purposes, including salary recommendations and the retention and termination of employees.

Accepted Answer

A) True 
 B)False

Question 17

Jay is a polite, helpful, conscientious employee who often helps his fellow auto sales representatives make sales and is popular with customers due to his customer service orientation. Based on his performance appraisal, which is focused on sales, Jay is being fired because he has not sold enough cars this month. What is the problem at the root of his poor performance appraisal?

Accepted Answer

A)  criterion contamination 
B)  lack of reliability 
C)  criterion deficiency 
D)  lack of relevance 
A)  criterion contamination 
B)  lack of reliability 
C)  criterion deficiency 
D)  lack of relevance

Question 18

Which of the following is a major weakness of the behaviourally anchored rating scale (BARS)?

Accepted Answer

A)  Ratees are often offended by the anchors. 
B)  It takes a long time and a lot of effort to develop. 
C)  The anchors become outdated quickly because they are so specific. 
D)  It takes a long time to fill out. 
A)  Ratees are often offended by the anchors. 
B)  It takes a long time and a lot of effort to develop. 
C)  The anchors become outdated quickly because they are so specific. 
D)  It takes a long time to fill out.

Question 19

Most organizations that implement 360-degree appraisal start with an exclusive focus on development.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is the most accurate description of the possible facets of an appraisal interview?

Accepted Answer

A)  minimize criticism, change the person not the behaviour, and encourage feedback 
B)  change the person not the behaviour, minimize criticism, express appreciation, and invite participation 
C)  ask for a self-assessment, invite participation, express appreciation, and minimize criticism 
D)  ask for a self-assessment, change the person not the behaviour, and encourage feedback 
A)  minimize criticism, change the person not the behaviour, and encourage feedback 
B)  change the person not the behaviour, minimize criticism, express appreciation, and invite participation 
C)  ask for a self-assessment, invite participation, express appreciation, and minimize criticism 
D)  ask for a self-assessment, change the person not the behaviour, and encourage feedback

Results-oriented approaches are the most widely used, despite their subjectivity.

Which of the following is NOT an ability factor that may be a source of ineffective performance?

Developmental purposes for performance appraisal include validating selection criteria and meeting legal requirements.

Which appraisal method helps guard against recency error?

Criterion contamination occurs when factors outside an employee's control influence his or her performance.

Some organizations ask managers to place a percentage of their employees in the bottom performance category on every performance evaluation exercise, which in some cases may mean they are fired. Which type of performance appraisal method does this exemplify?

In order to increase employee motivation levels, written performance standards should be objective but not defined in quantifiable and measurable terms.

The balanced scorecard approach translates broad goals into increasingly specific goals, so that individuals can see how their performance relates to the overall performance of the firm.

Which of the following is the primary limitation of the forced-choice method of appraisal?

Suppose the performance appraisals that salespeople receive are based solely on sales revenue to the exclusion of other important factors. Which of the following would these performance evaluations suffer from?

Which of the following performance appraisal methods involves a mutual agreement of goals and metrics between supervisor and subordinate?

In most instances, one person can easily observe and evaluate an employee's performance.

How is reliability in performance appraisal measured?

How does the strategic relevance of performance appraisal impact HR managers?

A performance appraisals program can be used for many purposes, including salary recommendations and the retention and termination of employees.

Which of the following is a major weakness of the behaviourally anchored rating scale (BARS)?

Most organizations that implement 360-degree appraisal start with an exclusive focus on development.

Which of the following is the most accurate description of the possible facets of an appraisal interview?

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

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Exam 8: Performance Management and the Employee Appraisal Process

Results-oriented approaches are the most widely used, despite their subjectivity.

Which of the following is NOT an ability factor that may be a source of ineffective performance?

Developmental purposes for performance appraisal include validating selection criteria and meeting legal requirements.

Which appraisal method helps guard against recency error?

Criterion contamination occurs when factors outside an employee's control influence his or her performance.

Some organizations ask managers to place a percentage of their employees in the bottom performance category on every performance evaluation exercise, which in some cases may mean they are fired. Which type of performance appraisal method does this exemplify?

In order to increase employee motivation levels, written performance standards should be objective but not defined in quantifiable and measurable terms.

The balanced scorecard approach translates broad goals into increasingly specific goals, so that individuals can see how their performance relates to the overall performance of the firm.

Which of the following is the primary limitation of the forced-choice method of appraisal?

Suppose the performance appraisals that salespeople receive are based solely on sales revenue to the exclusion of other important factors. Which of the following would these performance evaluations suffer from?

Which of the following performance appraisal methods involves a mutual agreement of goals and metrics between supervisor and subordinate?

In most instances, one person can easily observe and evaluate an employee's performance.

How is reliability in performance appraisal measured?

How does the strategic relevance of performance appraisal impact HR managers?

A performance appraisals program can be used for many purposes, including salary recommendations and the retention and termination of employees.

Which of the following is a major weakness of the behaviourally anchored rating scale (BARS)?

Most organizations that implement 360-degree appraisal start with an exclusive focus on development.

Which of the following is the most accurate description of the possible facets of an appraisal interview?

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