Exam 7: Performance Effectiveness

A quality evaluation form should:

A supervisor tells the worker the results of the evaluation and tries to persuade the employee to improve. The _____________ approach is a presentation based on logic alone rather like a lecture.

A good way to start off an interview is:

Which of the following is not one of the three essentials for setting up a successful performance standard system?

Performance management may be defined as the whole process impacting how well an employee performs.

The typical job description spells out in general terms the content of the job, the duties, and perhaps the kind of experience or skills desired.

In the survey of U.S. businesses mentioned in the text, ______% of respondents reported using appraisals to determine an employee's raise.

A performance evaluation is:

The final step in developing a performance standard system is to evaluate employee performance on the job.

For a performance standard system to work it should:

Which of the following is not a key to a successful performance standard system?

The halo effect refers to:

One of the biggest problems of a performance review system is guarding against the subjectivity of the evaluator.

The typical job description clearly defines the job and the duties, the methods of performing the duties, and the competencies required.

The final step in developing a performance standard system is to:

A raise given to an employee based on how well the employee has done his or her job is known as a(n):

In performance reviews, superiors should be careful to rate their employee's performance rather than the people themselves.

Among the problems of most performance review systems are:

Your estimate of what constitutes a competent job and the way that good steady workers are doing it now is held at what level of performance?

The way supervisors handle their appraisal interviews can determine whether the performance review is beneficial or harmful to the company.