Question 1

When an appraisal scale is too open to interpretation, it is characterized as having

Accepted Answer

A)  non-quantitative standards. 
B)  translation openness. 
C)  unclear performance standards. 
D)  lack of appraisal specificity. 
E)  critical incidents. 
A)  non-quantitative standards. 
B)  translation openness. 
C)  unclear performance standards. 
D)  lack of appraisal specificity. 
E)  critical incidents.

Question 2

Identify and briefly describe five rating scale appraisal problems.

Accepted Answer

Two points each for accurate identificat

Question 3

In a behaviourally anchored rating scale, there are critical incident anchors along the

Accepted Answer

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

Question 4

Define MBO, describe the steps in the MBO appraisal program, and explain three problems to avoid.

Accepted Answer

Management by objectives (MBO) involves

Question 5

An employee's 360-degree appraisal usually involves all of the following appraisers except

Accepted Answer

A)  any employees reporting to the person being appraised. 
B)  supervisors. 
C)  peers. 
D)  competitors. 
E)  customers. 
A)  any employees reporting to the person being appraised. 
B)  supervisors. 
C)  peers. 
D)  competitors. 
E)  customers.

Question 6

Kai has a tendency to rate all of his direct reports as average.Kai's actions indicate which of the following performance appraisal problems?

Accepted Answer

A)  central tendency 
B)  halo effect 
C)  bias 
D)  appraisal bias 
E)  equal rating tendency 
A)  central tendency 
B)  halo effect 
C)  bias 
D)  appraisal bias 
E)  equal rating tendency

Question 7

The simplest and most popular technique for appraising performance is

Accepted Answer

A)  simply giving raises to the employees you like. 
B)  forced distribution. 
C)  graphic rating scales. 
D)  behaviourally anchored rating scales. 
E)  paired comparison. 
A)  simply giving raises to the employees you like. 
B)  forced distribution. 
C)  graphic rating scales. 
D)  behaviourally anchored rating scales. 
E)  paired comparison.

Question 8

With the critical incident method, the rating reflects only the employee's most recent performance.

Accepted Answer

A) True 
 B)False

Question 9

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly.This is called

Accepted Answer

A)  halo error. 
B)  logrolling. 
C)  appraisal bias. 
D)  preferential evaluation. 
E)  leniency error. 
A)  halo error. 
B)  logrolling. 
C)  appraisal bias. 
D)  preferential evaluation. 
E)  leniency error.

Question 10

Research indicates that individual differences among ratees (in terms of characteristics such as age, race, and sex) can affect the ratings they receive from supervisors.

Accepted Answer

A) True 
 B)False

Question 11

The following are all advantages of using rating committees in the performance appraisal process except

Accepted Answer

A)  the composite ratings tend to be more fair than those of individual raters. 
B)  the composite ratings tend to be more reliable and valid than those of individual raters. 
C)  appraisal is generally more biased because of personality clashes. 
D)  several raters can help cancel out problems like bias and halo effect on the part of individual raters. 
E)  variations in raters' ratings usually stem from the fact that raters often observe different facets of an employee's performance. 
A)  the composite ratings tend to be more fair than those of individual raters. 
B)  the composite ratings tend to be more reliable and valid than those of individual raters. 
C)  appraisal is generally more biased because of personality clashes. 
D)  several raters can help cancel out problems like bias and halo effect on the part of individual raters. 
E)  variations in raters' ratings usually stem from the fact that raters often observe different facets of an employee's performance.

Question 12

The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

Accepted Answer

A) True 
 B)False

Question 13

Gary is the supervisor of Mindy.He is very impressed with Mindy's ability to work in a team, so he has rated her as "outstanding" for this trait.Although she has had more missed delivery deadlines than her peers over the past financial quarter, Gary rated her as "above average" for the trait of "personal effectiveness." Gary's actions indicate which of the following performance appraisal problem?

Accepted Answer

A)  bias 
B)  halo effect 
C)  trait effect 
D)  appraisal bias 
E)  trait bias 
A)  bias 
B)  halo effect 
C)  trait effect 
D)  appraisal bias 
E)  trait bias

Question 14

Organizations that have implemented 360-degree appraisal would give the following advice to those considering it except

Accepted Answer

A)  provide training for supervisors, raters and ratees. 
B)  be clear about who will have access to reports. 
C)  assure all raters that their comments will be kept anonymous. 
D)  use standard questionnaires. 
E)  plan to evaluate the system for fine tuning. 
A)  provide training for supervisors, raters and ratees. 
B)  be clear about who will have access to reports. 
C)  assure all raters that their comments will be kept anonymous. 
D)  use standard questionnaires. 
E)  plan to evaluate the system for fine tuning.

Question 15

Identify and briefly describe five different performance appraisal methods.

Accepted Answer

Two points each for accurate identificat

Question 16

Susan, the HR director, is developing performance management training sessions for junior managers.She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance.The factor she emphasizes is

Accepted Answer

A)  effective career development discussions. 
B)  the quality of the performance appraisal dialogue between the manager and employee. 
C)  linking pay with performance. 
D)  legally compliant policies. 
E)  none of the above. 
A)  effective career development discussions. 
B)  the quality of the performance appraisal dialogue between the manager and employee. 
C)  linking pay with performance. 
D)  legally compliant policies. 
E)  none of the above.

Question 17

The performance appraisal method that would use a "+" to denote "better than" and a "‒" to denote "worse than" when comparing employees, in order to get the highest-ranked employee, is the

Accepted Answer

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

Question 18

When a person is accused of poor performance, research indicates that the first reaction that he/she may have is often

Accepted Answer

A)  ignoring the accusation. 
B)  aggression. 
C)  changing the subject. 
D)  anger. 
E)  denial. 
A)  ignoring the accusation. 
B)  aggression. 
C)  changing the subject. 
D)  anger. 
E)  denial.

Question 19

A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the

Accepted Answer

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

Question 20

When conducting the appraisal interview, all of the following should be kept in mind except

Accepted Answer

A)  developing an action plan. 
B)  being direct and specific. 
C)  encouraging the person to talk. 
D)  talking in generalities. 
E)  not getting personal. 
A)  developing an action plan. 
B)  being direct and specific. 
C)  encouraging the person to talk. 
D)  talking in generalities. 
E)  not getting personal.

When an appraisal scale is too open to interpretation, it is characterized as having

Identify and briefly describe five rating scale appraisal problems.

In a behaviourally anchored rating scale, there are critical incident anchors along the

Define MBO, describe the steps in the MBO appraisal program, and explain three problems to avoid.

An employee's 360-degree appraisal usually involves all of the following appraisers except

Kai has a tendency to rate all of his direct reports as average.Kai's actions indicate which of the following performance appraisal problems?

The simplest and most popular technique for appraising performance is

With the critical incident method, the rating reflects only the employee's most recent performance.

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly.This is called

Research indicates that individual differences among ratees (in terms of characteristics such as age, race, and sex) can affect the ratings they receive from supervisors.

The following are all advantages of using rating committees in the performance appraisal process except

The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

Organizations that have implemented 360-degree appraisal would give the following advice to those considering it except

Identify and briefly describe five different performance appraisal methods.

Susan, the HR director, is developing performance management training sessions for junior managers.She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance.The factor she emphasizes is

The performance appraisal method that would use a "+" to denote "better than" and a "‒" to denote "worse than" when comparing employees, in order to get the highest-ranked employee, is the

When a person is accused of poor performance, research indicates that the first reaction that he/she may have is often

A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the

When conducting the appraisal interview, all of the following should be kept in mind 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

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Exam 7: Performance Management

When an appraisal scale is too open to interpretation, it is characterized as having

Identify and briefly describe five rating scale appraisal problems.

In a behaviourally anchored rating scale, there are critical incident anchors along the

Define MBO, describe the steps in the MBO appraisal program, and explain three problems to avoid.

An employee's 360-degree appraisal usually involves all of the following appraisers except

Kai has a tendency to rate all of his direct reports as average.Kai's actions indicate which of the following performance appraisal problems?

The simplest and most popular technique for appraising performance is

With the critical incident method, the rating reflects only the employee's most recent performance.

A potential problem with peer appraisal occurs when all the peers get together to rate each other highly.This is called

Research indicates that individual differences among ratees (in terms of characteristics such as age, race, and sex) can affect the ratings they receive from supervisors.

The following are all advantages of using rating committees in the performance appraisal process except

The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

Organizations that have implemented 360-degree appraisal would give the following advice to those considering it except

Identify and briefly describe five different performance appraisal methods.

Susan, the HR director, is developing performance management training sessions for junior managers.She wants to be sure to emphasize the key success factor for effective performance appraisal that most often leads to optimum employee performance.The factor she emphasizes is

The performance appraisal method that would use a "+" to denote "better than" and a "‒" to denote "worse than" when comparing employees, in order to get the highest-ranked employee, is the

When a person is accused of poor performance, research indicates that the first reaction that he/she may have is often

A common method for appraising performance which involves evaluating employees by ranking them from best to worst on some trait is called the

When conducting the appraisal interview, all of the following should be kept in mind 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