Question 1

The similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.

Accepted Answer

A) True 
 B)False

Question 2

Trait appraisal approaches continue to be the most popular systems despite their inherent subjectivity.

Accepted Answer

A) True 
 B)False

Question 3

Self-appraisals should be used primarily for developmental purposes.

Accepted Answer

A) True 
 B)False

Question 4

In most instances, who is in the best position to perform the function of appraising an employee's performance?

Accepted Answer

A)  someone from the HR department 
B)  a co-worker 
C)  the employee 
D)  the employee's supervisor 
A)  someone from the HR department 
B)  a co-worker 
C)  the employee 
D)  the employee's supervisor

Question 5

Performance is a function of ability, motivation, and environment.

Accepted Answer

A) True 
 B)False

Question 6

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 7

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

Accepted Answer

A) True 
 B)False

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

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 10

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 11

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

Accepted Answer

A) True 
 B)False

Question 12

A team appraisal approach is well suited for a company advocating a total-quality management philosophy.

Accepted Answer

A) True 
 B)False

Question 13

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 14

In delivering a performance appraisal interview, Jacqui is taking a listening perspective. She wants to stimulate growth and development by discussing the problems, needs, satisfactions, and dissatisfactions the employee has encountered on the job. What type of performance appraisal interview is Jacqui 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 15

The similar-to-me error, like contrast, results in less-than-accurate performance ratings, but would not be considered discriminatory.

Accepted Answer

A) True 
 B)False

Question 16

Most performance appraisals focus on long-term improvement, rather than short-term achievements.

Accepted Answer

A) True 
 B)False

Question 17

Identify and discuss the two general purposes of performance appraisal.

Accepted Answer

Performance appraisal programs serve man

Question 18

Organizational politics can introduce bias into even the most fairly administered performance appraisals.

Accepted Answer

A) True 
 B)False

The similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.

Trait appraisal approaches continue to be the most popular systems despite their inherent subjectivity.

Self-appraisals should be used primarily for developmental purposes.

In most instances, who is in the best position to perform the function of appraising an employee's performance?

Performance is a function of ability, motivation, and environment.

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.

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

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

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

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

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

A team appraisal approach is well suited for a company advocating a total-quality management philosophy.

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

The similar-to-me error, like contrast, results in less-than-accurate performance ratings, but would not be considered discriminatory.

Most performance appraisals focus on long-term improvement, rather than short-term achievements.

Identify and discuss the two general purposes of performance appraisal.

Organizational politics can introduce bias into even the most fairly administered performance appraisals.

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

The similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.

Trait appraisal approaches continue to be the most popular systems despite their inherent subjectivity.

Self-appraisals should be used primarily for developmental purposes.

In most instances, who is in the best position to perform the function of appraising an employee's performance?

Performance is a function of ability, motivation, and environment.

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.

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

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

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

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

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

A team appraisal approach is well suited for a company advocating a total-quality management philosophy.

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

The similar-to-me error, like contrast, results in less-than-accurate performance ratings, but would not be considered discriminatory.

Most performance appraisals focus on long-term improvement, rather than short-term achievements.

Identify and discuss the two general purposes of performance appraisal.

Organizational politics can introduce bias into even the most fairly administered performance appraisals.

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