Question 1

When an employee's most recent performance can affect the evaluation of his or her overall performance, a ________ error has occurred.

Accepted Answer

A)  appraisal bias 
B)  recency 
C)  central tendency 
D)  similar-to-me 
E)  halo 
A)  appraisal bias 
B)  recency 
C)  central tendency 
D)  similar-to-me 
E)  halo B

Question 2

The following are all steps in developing a behaviourally anchored rating scale except

Accepted Answer

A)  developing performance dimensions. 
B)  causing critical incidents to occur. 
C)  scaling the incidents. 
D)  generating critical incidents. 
E)  developing the final instrument. 
A)  developing performance dimensions. 
B)  causing critical incidents to occur. 
C)  scaling the incidents. 
D)  generating critical incidents. 
E)  developing the final instrument. B

Question 3

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times, is the

Accepted Answer

A)  paired comparison method. 
B)  behaviourally anchored rating scales. 
C)  alternation ranking method. 
D)  critical incident method. 
E)  forced distribution method. 
A)  paired comparison method. 
B)  behaviourally anchored rating scales. 
C)  alternation ranking method. 
D)  critical incident method. 
E)  forced distribution method. D

Question 4

MBO is time consuming.

Accepted Answer

A) True 
 B)False

Question 5

More firms today let employees anonymously evaluate their supervisors' performance.This process is known as

Accepted Answer

A)  360-degree appraisal. 
B)  team appraisal. 
C)  supervisor appraisal. 
D)  upward feedback. 
E)  anonymous evaluation. 
A)  360-degree appraisal. 
B)  team appraisal. 
C)  supervisor appraisal. 
D)  upward feedback. 
E)  anonymous evaluation.

Question 6

The 360-degree appraisal approach supports all of the following activities except

Accepted Answer

A)  coaching. 
B)  leadership development. 
C)  succession planning. 
D)  job evaluation. 
E)  recognition. 
A)  coaching. 
B)  leadership development. 
C)  succession planning. 
D)  job evaluation. 
E)  recognition.

Question 7

An appraisal method that aims at combining the benefits of narrative, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance, is called the

Accepted Answer

A)  graphic rating scale method. 
B)  paired narrative-quantitative method. 
C)  critical incident method. 
D)  behaviourally anchored rating scale method. 
E)  anchored narrative-quantitative method. 
A)  graphic rating scale method. 
B)  paired narrative-quantitative method. 
C)  critical incident method. 
D)  behaviourally anchored rating scale method. 
E)  anchored narrative-quantitative method.

Question 8

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are

Accepted Answer

A)  open to interpretation. 
B)  tightly structured. 
C)  well defined. 
D)  specific in nature. 
E)  too strict/lenient. 
A)  open to interpretation. 
B)  tightly structured. 
C)  well defined. 
D)  specific in nature. 
E)  too strict/lenient.

Question 9

A written warning to an employee with poor performance should include all of the following except

Accepted Answer

A)  specifying that 360-degree appraisal will be used in future. 
B)  specifying any violation of the standards. 
C)  making it clear the employee was aware of the standards. 
D)  identifying standards under which the employee is judged. 
E)  indicating that the employee had an opportunity to correct their behaviour. 
A)  specifying that 360-degree appraisal will be used in future. 
B)  specifying any violation of the standards. 
C)  making it clear the employee was aware of the standards. 
D)  identifying standards under which the employee is judged. 
E)  indicating that the employee had an opportunity to correct their behaviour.

Question 10

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the

Accepted Answer

A)  paired comparison method. 
B)  forced distribution method. 
C)  alternation ranking method. 
D)  graphic rating scale. 
E)  critical incident method. 
A)  paired comparison method. 
B)  forced distribution method. 
C)  alternation ranking method. 
D)  graphic rating scale. 
E)  critical incident method.

Question 11

The following are all problems for managers when using performance appraisal methods except

Accepted Answer

A)  unclear standards. 
B)  central tendency. 
C)  appraisal bias. 
D)  halo effect. 
E)  quota appraisals. 
A)  unclear standards. 
B)  central tendency. 
C)  appraisal bias. 
D)  halo effect. 
E)  quota appraisals.

Question 12

Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc.The firm is currently using a formal appraisal method which lists traits such as "teamwork" and performance values ranging from "needs improvement" to "outstanding." Terrastyle is using which of the following appraisal methods?

Accepted Answer

A)  critical incident method 
B)  behaviourally anchored rating scale 
C)  forced distribution method 
D)  graphic rating scale 
E)  paired comparison method 
A)  critical incident method 
B)  behaviourally anchored rating scale 
C)  forced distribution method 
D)  graphic rating scale 
E)  paired comparison method

Question 13

The following are all advantages of the behaviourally anchored rating scale appraisal method except

Accepted Answer

A)  clearer standards. 
B)  consistency. 
C)  specific forced behavioural dimensions. 
D)  specific feedback for supervisors to give employees. 
E)  a more accurate measure. 
A)  clearer standards. 
B)  consistency. 
C)  specific forced behavioural dimensions. 
D)  specific feedback for supervisors to give employees. 
E)  a more accurate measure.

Question 14

A manager can implement a modest MBO program by jointly setting goals with employees and providing feedback.

Accepted Answer

A) True 
 B)False

Question 15

The following are all reasons for the failure of a performance appraisal except

Accepted Answer

A)  arguing and poor communications which arise as problems during feedback sessions. 
B)  not telling employees ahead of time exactly what is expected of them. 
C)  having poor measures of performance. 
D)  clearly defining performance standards. 
E)  a lenient supervisor. 
A)  arguing and poor communications which arise as problems during feedback sessions. 
B)  not telling employees ahead of time exactly what is expected of them. 
C)  having poor measures of performance. 
D)  clearly defining performance standards. 
E)  a lenient supervisor.

Question 16

The critical incident method of performance appraisal is often used to supplement a

Accepted Answer

A)  management-by-objectives method. 
B)  paired comparison method. 
C)  narrative form. 
D)  forced distribution method. 
E)  ranking method. 
A)  management-by-objectives method. 
B)  paired comparison method. 
C)  narrative form. 
D)  forced distribution method. 
E)  ranking method.

Question 17

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

Accepted Answer

A) True 
 B)False

Question 18

When supervisors who are engaged in a performance rating tend to rate all employees either high or low, this problem is referred to as

Accepted Answer

A)  halo effect. 
B)  bias. 
C)  appraisal bias. 
D)  central tendency. 
E)  leniency/strictness. 
A)  halo effect. 
B)  bias. 
C)  appraisal bias. 
D)  central tendency. 
E)  leniency/strictness.

Question 19

Which of the following is true about performance management?

Accepted Answer

A)  The process contains 3 steps. 
B)  Research indicates that most companies manage performance well. 
C)  It is indirectly related to achieving strategic objectives. 
D)  The process does not involve coaching. 
E)  Better performance management represents a largely untapped opportunity to improve company profitability. 
A)  The process contains 3 steps. 
B)  Research indicates that most companies manage performance well. 
C)  It is indirectly related to achieving strategic objectives. 
D)  The process does not involve coaching. 
E)  Better performance management represents a largely untapped opportunity to improve company profitability.

Question 20

An example of the alternation ranking method would include all of the following steps except

Accepted Answer

A)  crossing off names not known well enough to rank. 
B)  defining the compensable factors. 
C)  putting the lowest-ranking employee on the last line. 
D)  listing the highest-ranking employee on the first line. 
E)  listing all the employees to be ranked. 
A)  crossing off names not known well enough to rank. 
B)  defining the compensable factors. 
C)  putting the lowest-ranking employee on the last line. 
D)  listing the highest-ranking employee on the first line. 
E)  listing all the employees to be ranked.

When an employee's most recent performance can affect the evaluation of his or her overall performance, a ________ error has occurred.

The following are all steps in developing a behaviourally anchored rating scale except

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times, is the

MBO is time consuming.

More firms today let employees anonymously evaluate their supervisors' performance.This process is known as

The 360-degree appraisal approach supports all of the following activities except

An appraisal method that aims at combining the benefits of narrative, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance, is called the

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are

A written warning to an employee with poor performance should include all of the following except

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the

The following are all problems for managers when using performance appraisal methods except

The following are all advantages of the behaviourally anchored rating scale appraisal method except

A manager can implement a modest MBO program by jointly setting goals with employees and providing feedback.

The following are all reasons for the failure of a performance appraisal except

The critical incident method of performance appraisal is often used to supplement a

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

When supervisors who are engaged in a performance rating tend to rate all employees either high or low, this problem is referred to as

Which of the following is true about performance management?

An example of the alternation ranking method would include all of the following steps except

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Selection

Orientation and Training

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement Communication and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 7: Performance Management

When an employee's most recent performance can affect the evaluation of his or her overall performance, a ________ error has occurred.

The following are all steps in developing a behaviourally anchored rating scale except

The performance appraisal method which involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behaviour and reviewing it with the employee at predetermined times, is the

MBO is time consuming.

More firms today let employees anonymously evaluate their supervisors' performance.This process is known as

The 360-degree appraisal approach supports all of the following activities except

An appraisal method that aims at combining the benefits of narrative, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good or poor performance, is called the

A graphic rating scale used with unclear standards may appear to be objective, however, it will probably result in unfair appraisals because the traits and degrees of merit are

A written warning to an employee with poor performance should include all of the following except

The method for appraising performance which ranks employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the

The following are all problems for managers when using performance appraisal methods except

The following are all advantages of the behaviourally anchored rating scale appraisal method except

A manager can implement a modest MBO program by jointly setting goals with employees and providing feedback.

The following are all reasons for the failure of a performance appraisal except

The critical incident method of performance appraisal is often used to supplement a

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

When supervisors who are engaged in a performance rating tend to rate all employees either high or low, this problem is referred to as

Which of the following is true about performance management?

An example of the alternation ranking method would include all of the following steps except

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Selection

Orientation and Training

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement Communication and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters