Question 1

Managers often first assume poor performance of subordinates is due to which of the following?

Accepted Answer

A)  inadequate training 
B)  poor motivation 
C)  external constraints 
D)  lack of ability 
A)  inadequate training 
B)  poor motivation 
C)  external constraints 
D)  lack of ability

Question 2

Which of the following rating formats uses three specific behavioural descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behaviour is better than, equal to, or worse than the standard for each behaviour?

Accepted Answer

A)  mixed-standard scale 
B)  forced-choice method 
C)  behaviourally anchored rating scale 
D)  behaviour observation scale 
A)  mixed-standard scale 
B)  forced-choice method 
C)  behaviourally anchored rating scale 
D)  behaviour observation scale

Question 3

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 4

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 5

Which of the following best describes a behaviourally anchored rating scale?

Accepted Answer

A)  It typically has construct validity. 
B)  It typically has content validity. 
C)  It can be used to rate employees across many different jobs. 
D)  It costs the least to develop. 
A)  It typically has construct validity. 
B)  It typically has content validity. 
C)  It can be used to rate employees across many different jobs. 
D)  It costs the least to develop.

Question 6

In delivering a performance appraisal interview, Manuel is attempting to convince his direct report that she needs to be more communicative with her peers about her work. The other aspects of her performance are excellent, so he is willing to provide incentives for her if she can improve in this aspect of her performance. Which of the following types of performance appraisal interview is Manuel delivering?

Accepted Answer

A)  tell-and-listen 
B)  tell-and-sell 
C)  tell-and-train 
D)  problem-solving 
A)  tell-and-listen 
B)  tell-and-sell 
C)  tell-and-train 
D)  problem-solving

Question 7

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 8

Attributions are beliefs that managers have about the causes of employee performance.

Accepted Answer

A) True 
 B)False

Question 9

The strategic relevance of performance appraisals refers to which of the following?

Accepted Answer

A)  the extent to which standards relate to the overall objectives of the organization 
B)  the extent to which standards capture the entire range of an employee's responsibilities 
C)  the extent to which individuals tend to maintain a certain level of performance over time 
D)  the extent to which factors outside the employee's control can influence performance 
A)  the extent to which standards relate to the overall objectives of the organization 
B)  the extent to which standards capture the entire range of an employee's responsibilities 
C)  the extent to which individuals tend to maintain a certain level of performance over time 
D)  the extent to which factors outside the employee's control can influence performance

Question 10

Which of the following are NOT an environmental factor that may be a source of ineffective performance?

Accepted Answer

A)  rules and policies 
B)  economic conditions 
C)  boredom and lack of ability 
D)  laws and regulations 
A)  rules and policies 
B)  economic conditions 
C)  boredom and lack of ability 
D)  laws and regulations

Question 11

Measurable and quantifiable performance objectives are requirements for a successful MBO program.

Accepted Answer

A) True 
 B)False

Question 12

In general, performance appraisal can be classified as either administrative or developmental.

Accepted Answer

A) True 
 B)False

Question 13

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 14

Which of the following appraisal systems is based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm?

Accepted Answer

A)  balanced scorecard approach 
B)  360-degree appraisal 
C)  customer-oriented approach 
D)  management by objectives 
A)  balanced scorecard approach 
B)  360-degree appraisal 
C)  customer-oriented approach 
D)  management by objectives

Question 15

Ineffective handling of performance appraisal may result in court cases or other legal action.

Accepted Answer

A) True 
 B)False

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

In developing a new performance appraisal system, Organization C made an appraisal plan, decided who would be doing the appraising, 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

Which of the following represents why employees are concerned with the fairness of the performance appraisal system?

Accepted Answer

A)  The process is central to many HRM decisions. 
B)  They usually disagree with their ratings. 
C)  Their input is what makes it fair. 
D)  A formal grievance process is required by law. 
A)  The process is central to many HRM decisions. 
B)  They usually disagree with their ratings. 
C)  Their input is what makes it fair. 
D)  A formal grievance process is required by law.

Question 19

One of the primary strengths of results appraisals is that they encourage employees to focus on long-term performance indicators.

Accepted Answer

A) True 
 B)False

Question 20

Peer appraisals should be used primarily for developmental purposes.

Accepted Answer

A) True 
 B)False

Managers often first assume poor performance of subordinates is due to which of the following?

Which of the following rating formats uses three specific behavioural descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behaviour is better than, equal to, or worse than the standard for each behaviour?

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

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

Which of the following best describes a behaviourally anchored rating scale?

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

Attributions are beliefs that managers have about the causes of employee performance.

The strategic relevance of performance appraisals refers to which of the following?

Which of the following are NOT an environmental factor that may be a source of ineffective performance?

Measurable and quantifiable performance objectives are requirements for a successful MBO program.

In general, performance appraisal can be classified as either administrative or developmental.

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.

Which of the following appraisal systems is based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm?

Ineffective handling of performance appraisal may result in court cases or other legal action.

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

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

Which of the following represents why employees are concerned with the fairness of the performance appraisal system?

One of the primary strengths of results appraisals is that they encourage employees to focus on long-term performance indicators.

Peer appraisals should be used primarily for developmental purposes.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

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Exam 8: Appraising and Improving Performance

Managers often first assume poor performance of subordinates is due to which of the following?

Which of the following rating formats uses three specific behavioural descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behaviour is better than, equal to, or worse than the standard for each behaviour?

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

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

Which of the following best describes a behaviourally anchored rating scale?

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

Attributions are beliefs that managers have about the causes of employee performance.

The strategic relevance of performance appraisals refers to which of the following?

Which of the following are NOT an environmental factor that may be a source of ineffective performance?

Measurable and quantifiable performance objectives are requirements for a successful MBO program.

In general, performance appraisal can be classified as either administrative or developmental.

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.

Which of the following appraisal systems is based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm?

Ineffective handling of performance appraisal may result in court cases or other legal action.

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

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

Which of the following represents why employees are concerned with the fairness of the performance appraisal system?

One of the primary strengths of results appraisals is that they encourage employees to focus on long-term performance indicators.

Peer appraisals should be used primarily for developmental purposes.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

Filters