Question 1

Describe supervisory rating of subordinates, employee rating of managers, team/peer rating, self-rating, and outsider rating.

Accepted Answer

Supervisory Rating of Subordinates
The m

Question 2

Which of the following is typically a responsibility of the HR department in performance appraisals?

Accepted Answer

A)  Preparing formal appraisal documents 
B)  Tracking timely receipt of appraisals 
C)  Identifying development areas 
D)  Reviewing appraisals with employees 
A)  Preparing formal appraisal documents 
B)  Tracking timely receipt of appraisals 
C)  Identifying development areas 
D)  Reviewing appraisals with employees

Question 3

Which of the following statements is true of organizations that practice the entitlement approach?

Accepted Answer

A)  Employee rewards vary little from person to person and are based on individual performance differences. 
B)  Employee rewards vary significantly from person to person and are not much based on individual performance differences. 
C)  Employee rewards vary little from person to person and are not much based on individual performance differences. 
D)  Employee rewards vary significantly from person to person and are based on individual performance differences. 
A)  Employee rewards vary little from person to person and are based on individual performance differences. 
B)  Employee rewards vary significantly from person to person and are not much based on individual performance differences. 
C)  Employee rewards vary little from person to person and are not much based on individual performance differences. 
D)  Employee rewards vary significantly from person to person and are based on individual performance differences.

Question 4

Which of the following is a comparative method of performance appraisals?

Accepted Answer

A)  Behavioral rating scales 
B)  Critical incident 
C)  Essay 
D)  Forced distribution 
A)  Behavioral rating scales 
B)  Critical incident 
C)  Essay 
D)  Forced distribution

Question 5

The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded views.

Accepted Answer

A) True 
 B)False

Question 6

Describe the developmental uses of performance appraisals.

Accepted Answer

For employees, a performance appraisal c

Question 7

Which of the following statements is true of developing a performance-focused culture throughout the organization?

Accepted Answer

A)  Firms with performance-focused cultures have more positive performance than those with a maintenance-orientation culture. 
B)  In firms with a performance-focused culture, performance appraisal activities are seen as having few ties to performance and are primarily regarded as a "bureaucratic exercise." 
C)  Firms with performance-focused cultures do not usually provide training to managers and employees. 
D)  In firms with a performance-focused culture, adequate performance and stability dominate the firm. 
A)  Firms with performance-focused cultures have more positive performance than those with a maintenance-orientation culture. 
B)  In firms with a performance-focused culture, performance appraisal activities are seen as having few ties to performance and are primarily regarded as a "bureaucratic exercise." 
C)  Firms with performance-focused cultures do not usually provide training to managers and employees. 
D)  In firms with a performance-focused culture, adequate performance and stability dominate the firm.

Question 8

Luke, an HR manager at Rexi LLC, is responsible for implementing a guided self-appraisal system using management by objectives in his organization. He has established objectives that are realistically attainable. Which of the following is typically the next step for Luke?

Accepted Answer

A)  Continuing performance discussions 
B)  Development of performance standards 
C)  Determining a satisfactory level of performance 
D)  Job review and agreement 
A)  Continuing performance discussions 
B)  Development of performance standards 
C)  Determining a satisfactory level of performance 
D)  Job review and agreement

Question 9

Which of the following belongs to the behavioral dimensions in graphic rating scales?

Accepted Answer

A)  Attendance 
B)  Dependability 
C)  Quantity of work 
D)  Communication effectiveness 
A)  Attendance 
B)  Dependability 
C)  Quantity of work 
D)  Communication effectiveness

Question 10

Describe performance-focused organizational cultures.

Accepted Answer

Organizational cultures can vary on many

Question 11

Describe subjective and objective measures of performance appraisals.

Accepted Answer

Performance measures can be viewed as ob

Question 12

The simplest methods for appraising performance are _____, which require a manager to mark an employee's level of performance on a specific form divided into categories of performance.

Accepted Answer

A)  graphic rating scales 
B)  category scaling methods 
C)  comparative methods 
D)  narrative methods 
A)  graphic rating scales 
B)  category scaling methods 
C)  comparative methods 
D)  narrative methods

Question 13

In the _____ method, the manager keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

Accepted Answer

A)  forced distribution 
B)  ranking 
C)  essay 
D)  critical incident 
A)  forced distribution 
B)  ranking 
C)  essay 
D)  critical incident

Question 14

Describe the administrative uses of performance appraisals.

Accepted Answer

Three administrative uses of appraisal i

Question 15

Development of performance standards is typically the first stage of management by objectives.

Accepted Answer

A) True 
 B)False

Question 16

The entitlement approach of organizational culture links performance evaluations to employee compensation and development.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following belongs to the descriptive category in graphic rating scales?

Accepted Answer

A)  Decision making 
B)  Employee development 
C)  Quantity of work 
D)  Communication effectiveness 
A)  Decision making 
B)  Employee development 
C)  Quantity of work 
D)  Communication effectiveness

Question 18

The _____ occurs when a rater gives greater weight to information received first when appraising an individual's performance.

Accepted Answer

A)  leniency error 
B)  recency effect 
C)  primacy effect 
D)  central tendency 
A)  leniency error 
B)  recency effect 
C)  primacy effect 
D)  central tendency

Question 19

When a key part of performance management, the performance appraisal, is used to punish employees, _____.

Accepted Answer

A)  performance appraisal is less effective 
B)  performance management is less effective 
C)  performance appraisal is more effective 
D)  performance management is more effective 
A)  performance appraisal is less effective 
B)  performance management is less effective 
C)  performance appraisal is more effective 
D)  performance management is more effective

Question 20

The forced distribution method lists the individuals being rated from highest to lowest based on their performance levels and relative contributions.

Accepted Answer

A) True 
 B)False

Describe supervisory rating of subordinates, employee rating of managers, team/peer rating, self-rating, and outsider rating.

Which of the following is typically a responsibility of the HR department in performance appraisals?

Which of the following statements is true of organizations that practice the entitlement approach?

Which of the following is a comparative method of performance appraisals?

The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded views.

Describe the developmental uses of performance appraisals.

Which of the following statements is true of developing a performance-focused culture throughout the organization?

Luke, an HR manager at Rexi LLC, is responsible for implementing a guided self-appraisal system using management by objectives in his organization. He has established objectives that are realistically attainable. Which of the following is typically the next step for Luke?

Which of the following belongs to the behavioral dimensions in graphic rating scales?

Describe performance-focused organizational cultures.

Describe subjective and objective measures of performance appraisals.

The simplest methods for appraising performance are _____, which require a manager to mark an employee's level of performance on a specific form divided into categories of performance.

In the _____ method, the manager keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

Describe the administrative uses of performance appraisals.

Development of performance standards is typically the first stage of management by objectives.

The entitlement approach of organizational culture links performance evaluations to employee compensation and development.

Which of the following belongs to the descriptive category in graphic rating scales?

The _____ occurs when a rater gives greater weight to information received first when appraising an individual's performance.

When a key part of performance management, the performance appraisal, is used to punish employees, _____.

The forced distribution method lists the individuals being rated from highest to lowest based on their performance levels and relative contributions.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individualorganization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Unionmanagement Relations

Filters

Exam 10: Performance Management and Appraisal

Describe supervisory rating of subordinates, employee rating of managers, team/peer rating, self-rating, and outsider rating.

Which of the following is typically a responsibility of the HR department in performance appraisals?

Which of the following statements is true of organizations that practice the entitlement approach?

Which of the following is a comparative method of performance appraisals?

The major purpose of 360-degree feedback is to increase uniformity by soliciting like-minded views.

Describe the developmental uses of performance appraisals.

Which of the following statements is true of developing a performance-focused culture throughout the organization?

Luke, an HR manager at Rexi LLC, is responsible for implementing a guided self-appraisal system using management by objectives in his organization. He has established objectives that are realistically attainable. Which of the following is typically the next step for Luke?

Which of the following belongs to the behavioral dimensions in graphic rating scales?

Describe performance-focused organizational cultures.

Describe subjective and objective measures of performance appraisals.

The simplest methods for appraising performance are _____, which require a manager to mark an employee's level of performance on a specific form divided into categories of performance.

In the _____ method, the manager keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

Describe the administrative uses of performance appraisals.

Development of performance standards is typically the first stage of management by objectives.

The entitlement approach of organizational culture links performance evaluations to employee compensation and development.

Which of the following belongs to the descriptive category in graphic rating scales?

The _____ occurs when a rater gives greater weight to information received first when appraising an individual's performance.

When a key part of performance management, the performance appraisal, is used to punish employees, _____.

The forced distribution method lists the individuals being rated from highest to lowest based on their performance levels and relative contributions.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individualorganization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Unionmanagement Relations

Filters