Question 1

What are the common employee performance measures?

Accepted Answer

Performance criteria vary from job to jo

Question 2

If the rater has seen only a small specimen of the person's work, an appraisal may be subject to _____.

Accepted Answer

A)  halo effect 
B)  horns effect 
C)  contrast error 
D)  sampling error 
A)  halo effect 
B)  horns effect 
C)  contrast error 
D)  sampling error

Question 3

Employees working in isolation or possessing unique skills may be particularly suited to _____.

Accepted Answer

A)  outsider rating 
B)  self-rating 
C)  peer rating 
D)  multisource rating 
A)  outsider rating 
B)  self-rating 
C)  peer rating 
D)  multisource rating

Question 4

One concern of multisource rating is that those peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.

Accepted Answer

A) True 
 B)False

Question 5

When creating a BARS system, identifying important job dimensions, which are the most important performance factors in a job description, is done first.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is typically the last stage in implementing a guided self-appraisal system using MBO?

Accepted Answer

A)  Continuing performance discussions 
B)  Development of performance standards 
C)  Setting of objectives 
D)  Job review and agreement 
A)  Continuing performance discussions 
B)  Development of performance standards 
C)  Setting of objectives 
D)  Job review and agreement

Question 7

If employers do not require a(n) _____, performance appraisal ratings often do not match the normal distribution of a bell-shaped curve.

Accepted Answer

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

Question 8

_____ is a series of activities designed to ensure that the organization gets the performance it needs from its employees.

Accepted Answer

A)  Performance management 
B)  Performance appraisal 
C)  Performance planning 
D)  Performance improvement 
A)  Performance management 
B)  Performance appraisal 
C)  Performance planning 
D)  Performance improvement

Question 9

Which of the following is an example of results-based information?

Accepted Answer

A)  Teamwork 
B)  Initiative 
C)  Customer satisfaction 
D)  Sales volume 
A)  Teamwork 
B)  Initiative 
C)  Customer satisfaction 
D)  Sales volume

Question 10

The leniency error occurs when ratings of all employees fall at the high end of the scale.

Accepted Answer

A) True 
 B)False

Question 11

With the ranking method, the ratings of employees' performance are distributed along a bell-shaped curve.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following is a subjective measure of performance?

Accepted Answer

A)  The total number of cars sold by an employee 
B)  A supervisor's rating of an employee's integrity 
C)  The number of hours that an employee has worked 
D)  The revenue an employee has bought into the organization 
A)  The total number of cars sold by an employee 
B)  A supervisor's rating of an employee's integrity 
C)  The number of hours that an employee has worked 
D)  The revenue an employee has bought into the organization

Question 13

What is multisource rating?

Accepted Answer

Multisource rating, or 360-degree feedba

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

_____ is the most widely used means of rating employees.

Accepted Answer

A)  Outsider rating of employees 
B)  Self-rating 
C)  Peer rating 
D)  Supervisory rating of subordinates 
A)  Outsider rating of employees 
B)  Self-rating 
C)  Peer rating 
D)  Supervisory rating of subordinates

Question 16

The contrast error occurs when a rater scores an employee high on all job criteria because of performance in one area.

Accepted Answer

A) True 
 B)False

Question 17

Describe the different types of performance information.

Accepted Answer

Managers can use three different types o

Question 18

_____ is a technique for distributing ratings that are generated with any of the other appraisal methods and comparing the ratings of people in a work group.

Accepted Answer

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

Question 19

_____ is especially useful when supervisors do not have the opportunity to observe each employee's performance but other work group members do.

Accepted Answer

A)  Outsider rating 
B)  Self-rating 
C)  Peer rating 
D)  Employees rating managers 
A)  Outsider rating 
B)  Self-rating 
C)  Peer rating 
D)  Employees rating managers

Question 20

Which of the following is true of performance standards?

Accepted Answer

A)  Only numerical performance standards can be established. 
B)  Performance standards should be established while the work is being performed. 
C)  Only nonnumerical performance standards can be established. 
D)  Performance standards should be established before the work is performed. 
A)  Only numerical performance standards can be established. 
B)  Performance standards should be established while the work is being performed. 
C)  Only nonnumerical performance standards can be established. 
D)  Performance standards should be established before the work is performed.

What are the common employee performance measures?

If the rater has seen only a small specimen of the person's work, an appraisal may be subject to _____.

Employees working in isolation or possessing unique skills may be particularly suited to _____.

One concern of multisource rating is that those peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.

When creating a BARS system, identifying important job dimensions, which are the most important performance factors in a job description, is done first.

Which of the following is typically the last stage in implementing a guided self-appraisal system using MBO?

If employers do not require a(n) _____, performance appraisal ratings often do not match the normal distribution of a bell-shaped curve.

_____ is a series of activities designed to ensure that the organization gets the performance it needs from its employees.

Which of the following is an example of results-based information?

The leniency error occurs when ratings of all employees fall at the high end of the scale.

With the ranking method, the ratings of employees' performance are distributed along a bell-shaped curve.

Which of the following is a subjective measure of performance?

What is multisource rating?

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

_____ is the most widely used means of rating employees.

The contrast error occurs when a rater scores an employee high on all job criteria because of performance in one area.

Describe the different types of performance information.

_____ is a technique for distributing ratings that are generated with any of the other appraisal methods and comparing the ratings of people in a work group.

_____ is especially useful when supervisors do not have the opportunity to observe each employee's performance but other work group members do.

Which of the following is true of performance standards?

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

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Exam 10: Performance Management and Appraisal

What are the common employee performance measures?

If the rater has seen only a small specimen of the person's work, an appraisal may be subject to _____.

Employees working in isolation or possessing unique skills may be particularly suited to _____.

One concern of multisource rating is that those peers who rate poor-performing coworkers tend to inflate the ratings so that the peers themselves can get higher overall evaluation results in return.

When creating a BARS system, identifying important job dimensions, which are the most important performance factors in a job description, is done first.

Which of the following is typically the last stage in implementing a guided self-appraisal system using MBO?

If employers do not require a(n) _____, performance appraisal ratings often do not match the normal distribution of a bell-shaped curve.

_____ is a series of activities designed to ensure that the organization gets the performance it needs from its employees.

Which of the following is an example of results-based information?

The leniency error occurs when ratings of all employees fall at the high end of the scale.

With the ranking method, the ratings of employees' performance are distributed along a bell-shaped curve.

Which of the following is a subjective measure of performance?

What is multisource rating?

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

_____ is the most widely used means of rating employees.

The contrast error occurs when a rater scores an employee high on all job criteria because of performance in one area.

Describe the different types of performance information.

_____ is a technique for distributing ratings that are generated with any of the other appraisal methods and comparing the ratings of people in a work group.

_____ is especially useful when supervisors do not have the opportunity to observe each employee's performance but other work group members do.

Which of the following is true of performance standards?

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