Exam 10: Performance Management and Appraisal

The use of _____ can cause rater error because the form might not accurately reflect the relative importance of certain job characteristics, and some factors might need to be added to the ratings for one employee, while others might need to be dropped.

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

The _____ occurs when a rater gives all employees an average rating.

Which of the following is an objective measure of performance?

_____ can help make a manager more responsive toward employees.

The halo effect is the tendency to rate people relative to one another rather than against performance standards.

Performance appraisal is the entire series of activities designed to ensure that the organization gets the performance it needs from its employees.

The _____ is the tendency to rate people relative to one another rather than against performance standards.

The _____ method requires a manager to write a short write-up describing each employee's performance during the rating period.

The _____ occurs when a manager uses only the lower part of the scale to rate employees.

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

The _____ occurs when a low rating on one characteristic leads to an overall low rating.

A major concern for managers in performance management is how to emphasize the positive aspects of the employee's performance while still discussing ways to make needed improvements.

Companies must only use multisource feedback primarily as an administrative tool.

Discuss management by objectives.

Define performance standards.

The _____ occurs when a rater gives greater weight to the latest events when appraising an individual's performance.

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

Firms with maintenance-orientation cultures have more positive performance than those with performance-focused cultures.

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