Question 1

A method for appraising performance involving setting specific measurable goals with each employee and then periodically reviewing the progress made is called

Accepted Answer

A)  progress review method. 
B)  critical goal method. 
C)  behaviourally anchored rating scale method. 
D)  management by objectives. 
E)  periodic review method. 
A)  progress review method. 
B)  critical goal method. 
C)  behaviourally anchored rating scale method. 
D)  management by objectives. 
E)  periodic review method.

Question 2

When supervisors allow individual differences such as age, race, and sex to affect the appraisal ratings that employees receive, this problem is referred to as

Accepted Answer

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

Question 3

An advantage of the critical incident method is that

Accepted Answer

A)  it provides instant feedback to employees on critical issues. 
B)  it focuses on the whole job and how every task is performed. 
C)  results are easily linked to pay increase decisions. 
D)  the process is transparent for both managers and their employees as the criteria are agreed to in advance. 
E)  it provides hard facts for explaining the appraisal. 
A)  it provides instant feedback to employees on critical issues. 
B)  it focuses on the whole job and how every task is performed. 
C)  results are easily linked to pay increase decisions. 
D)  the process is transparent for both managers and their employees as the criteria are agreed to in advance. 
E)  it provides hard facts for explaining the appraisal.

Question 4

Which of the following is not an advantage of the behaviourally anchored rating scale method?

Accepted Answer

A)  It is relatively consistent and reliable. 
B)  The critical incidents allow for clearer standards. 
C)  It is generally a more accurate measure of performance. 
D)  It is the simplest form of performance appraisal, so little supervisor time is involved in using this performance appraisal tool. 
E)  It provides specific behavioural examples for each trait. 
A)  It is relatively consistent and reliable. 
B)  The critical incidents allow for clearer standards. 
C)  It is generally a more accurate measure of performance. 
D)  It is the simplest form of performance appraisal, so little supervisor time is involved in using this performance appraisal tool. 
E)  It provides specific behavioural examples for each trait.

Question 5

All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal except

Accepted Answer

A)  time-consuming procedures. 
B)  unmeasurable objectives. 
C)  tug of war concerning objectives between supervisor and employee. 
D)  unclear objectives. 
E)  measurable objectives. 
A)  time-consuming procedures. 
B)  unmeasurable objectives. 
C)  tug of war concerning objectives between supervisor and employee. 
D)  unclear objectives. 
E)  measurable objectives.

Question 6

A behaviourally anchored rating scale (BARS) combines the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

Accepted Answer

A) True 
 B)False

Question 7

The following steps are all important to ensure that the appraisal interview leads to improved performance except

Accepted Answer

A)  that the supervisor should be helpful and constructive. 
B)  that the supervisor should be in firm control of the interview. 
C)  giving employees the opportunity to present their ideas and feelings. 
D)  setting improvement goals and a schedule for attaining them. 
E)  ensuring employees don't feel threatened during the interview. 
A)  that the supervisor should be helpful and constructive. 
B)  that the supervisor should be in firm control of the interview. 
C)  giving employees the opportunity to present their ideas and feelings. 
D)  setting improvement goals and a schedule for attaining them. 
E)  ensuring employees don't feel threatened during the interview.

Question 8

Best practices when dealing with defensive employees include

Accepted Answer

A)  using intimidation to convince. 
B)  solving all problems quickly. 
C)  recognizing that defensive behaviour is normal. 
D)  explaining the person's behaviour to them. 
E)  never backing down. 
A)  using intimidation to convince. 
B)  solving all problems quickly. 
C)  recognizing that defensive behaviour is normal. 
D)  explaining the person's behaviour to them. 
E)  never backing down.

Question 9

The simplest and most popular technique for appraising employees is the

Accepted Answer

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

Question 10

Rating committees are usually composed of the employee's immediate supervisor and

Accepted Answer

A)  three or four peers. 
B)  that supervisor's boss. 
C)  that supervisor's boss and a customer. 
D)  three or four other supervisors. 
E)  other supervisors and peers. 
A)  three or four peers. 
B)  that supervisor's boss. 
C)  that supervisor's boss and a customer. 
D)  three or four other supervisors. 
E)  other supervisors and peers.

Question 11

360-degree feedback was originally used only for training and development purposes, but has rapidly spread to being used in the management of

Accepted Answer

A)  job evaluation. 
B)  performance and pay. 
C)  employee orientation. 
D)  customer service. 
E)  rating errors. 
A)  job evaluation. 
B)  performance and pay. 
C)  employee orientation. 
D)  customer service. 
E)  rating errors.

Question 12

Guidelines for developing a legally defensible performance appraisal process include all of the following except

Accepted Answer

A)  using clearly defined individual dimensions of job performance. 
B)  documenting evaluations. 
C)  providing definitive performance standards to rater and ratees. 
D)  incorporating job characteristics into a rating instrument. 
E)  conducting job specialization for each employee. 
A)  using clearly defined individual dimensions of job performance. 
B)  documenting evaluations. 
C)  providing definitive performance standards to rater and ratees. 
D)  incorporating job characteristics into a rating instrument. 
E)  conducting job specialization for each employee.

Question 13

The critical incident performance appraisal method can be geared directly to the specific job expectations laid out for the employee at the beginning of the year.

Accepted Answer

A) True 
 B)False

Question 14

The 360-degree appraisal approach fits closely with the goals of organizations committed to

Accepted Answer

A)  employment equity. 
B)  hierarchical chain of command. 
C)  MBO. 
D)  continuous learning. 
E)  pay equity. 
A)  employment equity. 
B)  hierarchical chain of command. 
C)  MBO. 
D)  continuous learning. 
E)  pay equity.

Question 15

It would be a disadvantage for firms to combine several appraisal tools.

Accepted Answer

A) True 
 B)False

Question 16

The most popular technique for appraising performance is the graphic rating scale.

Accepted Answer

A) True 
 B)False

Question 17

All of the following are advantages of the critical incident method except that it

Accepted Answer

A)  provides concrete examples of what an employee can do to eliminate any performance deficiencies. 
B)  ensures that the evaluator thinks about the employee's appraisal all during the year. 
C)  ensures that the evaluator will only consider the employee's most recent job performance. 
D)  can be used to supplement another appraisal technique. 
E)  provides the evaluator with some specific hard facts for explaining the appraisal. 
A)  provides concrete examples of what an employee can do to eliminate any performance deficiencies. 
B)  ensures that the evaluator thinks about the employee's appraisal all during the year. 
C)  ensures that the evaluator will only consider the employee's most recent job performance. 
D)  can be used to supplement another appraisal technique. 
E)  provides the evaluator with some specific hard facts for explaining the appraisal.

Question 18

MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps except

Accepted Answer

A)  setting long-term performance targets. 
B)  setting the organization's goals. 
C)  setting the department's goals. 
D)  providing feedback to employees. 
E)  discussing the department's goals. 
A)  setting long-term performance targets. 
B)  setting the organization's goals. 
C)  setting the department's goals. 
D)  providing feedback to employees. 
E)  discussing the department's goals.

Question 19

When using the paired comparison method, for every trait, every employee is compared to every other employee in pairs.

Accepted Answer

A) True 
 B)False

Question 20

The easiest appraisal interview to conduct is ________ performance, ________ employee.

Accepted Answer

A)  satisfactory; unpromotable 
B)  unsatisfactory; unpromotable 
C)  unsatisfactory; correctable 
D)  unsatisfactory; uncorrectable 
E)  satisfactory; promotable 
A)  satisfactory; unpromotable 
B)  unsatisfactory; unpromotable 
C)  unsatisfactory; correctable 
D)  unsatisfactory; uncorrectable 
E)  satisfactory; promotable

A method for appraising performance involving setting specific measurable goals with each employee and then periodically reviewing the progress made is called

When supervisors allow individual differences such as age, race, and sex to affect the appraisal ratings that employees receive, this problem is referred to as

An advantage of the critical incident method is that

Which of the following is not an advantage of the behaviourally anchored rating scale method?

All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal except

A behaviourally anchored rating scale (BARS) combines the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

The following steps are all important to ensure that the appraisal interview leads to improved performance except

Best practices when dealing with defensive employees include

The simplest and most popular technique for appraising employees is the

Rating committees are usually composed of the employee's immediate supervisor and

360-degree feedback was originally used only for training and development purposes, but has rapidly spread to being used in the management of

Guidelines for developing a legally defensible performance appraisal process include all of the following except

The critical incident performance appraisal method can be geared directly to the specific job expectations laid out for the employee at the beginning of the year.

The 360-degree appraisal approach fits closely with the goals of organizations committed to

It would be a disadvantage for firms to combine several appraisal tools.

The most popular technique for appraising performance is the graphic rating scale.

All of the following are advantages of the critical incident method except that it

MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps except

When using the paired comparison method, for every trait, every employee is compared to every other employee in pairs.

The easiest appraisal interview to conduct is performance, employee.

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

A method for appraising performance involving setting specific measurable goals with each employee and then periodically reviewing the progress made is called

When supervisors allow individual differences such as age, race, and sex to affect the appraisal ratings that employees receive, this problem is referred to as

An advantage of the critical incident method is that

Which of the following is not an advantage of the behaviourally anchored rating scale method?

All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal except

A behaviourally anchored rating scale (BARS) combines the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific behavioural examples of good or poor performance.

The following steps are all important to ensure that the appraisal interview leads to improved performance except

Best practices when dealing with defensive employees include

The simplest and most popular technique for appraising employees is the

Rating committees are usually composed of the employee's immediate supervisor and

360-degree feedback was originally used only for training and development purposes, but has rapidly spread to being used in the management of

Guidelines for developing a legally defensible performance appraisal process include all of the following except

The critical incident performance appraisal method can be geared directly to the specific job expectations laid out for the employee at the beginning of the year.

The 360-degree appraisal approach fits closely with the goals of organizations committed to

It would be a disadvantage for firms to combine several appraisal tools.

The most popular technique for appraising performance is the graphic rating scale.

All of the following are advantages of the critical incident method except that it

MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps except

When using the paired comparison method, for every trait, every employee is compared to every other employee in pairs.

The easiest appraisal interview to conduct is ________ performance, ________ employee.

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

The easiest appraisal interview to conduct is performance, employee.