Exam 5: Performance Appraisal and Exit Interviews

Management By Objects (MBO) is this type of assessment:

Appraisals can be done at the:

Jonathan was hired to be an assistant professor at large state university along with four other recent graduates. Even though they were suppose to have their Ph.D.'s completed, none of them did. Jonathan was the last to arrive on campus and the Chair, who has not taken any action against the others, finally explodes and fires Jonathan on the spot saying , ""I've had enough of you people!"" This is a clear example of:

During an appraisal issue, the legal issues that were a concern in hiring the employee:

Jenny often hires women who were members of her sorority and also promotes them quicker than her other employees. She is exhibiting this error of validity:

Exit interview are used:

Jenny makes a bad first impression with her supervisor by making a few critical errors when she starts her new job. Her supervisor then tends to view all of Jill's work as substandard, finding flaw and error, in everything she does regardless of its quality. Jill's supervisor is suffering from this evaluative error:

The first step in the MBO process is:

The performance appraisal primary function is to:

The Similar-to-me error can focus on:

In a performance appraisal, high interrater reliability would mean that:

It is argued that one of the reasons that MBO is so successful is that:

During an appraisal interview Jim says ""Everything is okay, but Sally keeps asking me out and I told to stop but he won't."" The interviewer:

Equity-Theory suggests that:

Organizations avoid making assessments about their employees' attitudes because:

Regardless of the method of appraisal it is important for the interviewer to:

When it comes to harassment in the workplace:

Equity-Theory suggests all of the following for evaluations except:

During an appraisal interview Sally says, ""Everything is okay, but Jim keeps asking me out and I told to stop but he won't."" The interviewer:

Stereotyping: