Question 1

Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication.

Accepted Answer

A) True 
 B)False  True

Question 2

Reliability in performance appraisal is measured by:

Accepted Answer

A) correlating two sets of ratings made by a single rater or by two different raters. 
B) correlating the ratings of an employee at two different points in time. 
C) linking performance standards to organizational goals. 
D) quantifiable performance standards. 
A) correlating two sets of ratings made by a single rater or by two different raters. 
B) correlating the ratings of an employee at two different points in time. 
C) linking performance standards to organizational goals. 
D) quantifiable performance standards. A

Question 3

Because the appraisal interview is for developmental purposes,the interviewer rather than the employee should spend the majority of the time talking.

Accepted Answer

A) True 
 B)False  False

Question 4

The three basic types of formats for providing feedback during a performance evaluation meeting are tell-and-sell,tell-and-listen,and problem-solving.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is NOT a component of the Balanced Scorecard approach?

Accepted Answer

A) Competitor 
B) Learning 
C) Customer 
D) Financial 
A) Competitor 
B) Learning 
C) Customer 
D) Financial

Question 6

The strategic relevance of performance appraisals refers to the extent to which:

Accepted Answer

A) standards relate to the overall objectives of the organization. 
B) standards capture the entire range of an employee's responsibilities. 
C) individuals tend to maintain a certain level of performance over time. 
D) factors outside the employee's control can influence performance. 
A) standards relate to the overall objectives of the organization. 
B) standards capture the entire range of an employee's responsibilities. 
C) individuals tend to maintain a certain level of performance over time. 
D) factors outside the employee's control can influence performance.

Question 7

An appraisal system that takes into account financial,customer,processes,and learning categories is called:

Accepted Answer

A) the balanced scorecard approach. 
B) the 360-degree evaluation. 
C) the customer-oriented approach. 
D) management by objectives. 
A) the balanced scorecard approach. 
B) the 360-degree evaluation. 
C) the customer-oriented approach. 
D) management by objectives.

Question 8

One major advantage of a behaviorally anchored rating scale is that:

Accepted Answer

A) it requires a great deal of employee participation which leads to greater acceptance. 
B) the same rating scale can be used across all the departments of an organization. 
C) it takes a relatively short time to develop. 
D) the rating scale can be developed with little expertise. 
A) it requires a great deal of employee participation which leads to greater acceptance. 
B) the same rating scale can be used across all the departments of an organization. 
C) it takes a relatively short time to develop. 
D) the rating scale can be developed with little expertise.

Question 9

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview and then explore the employee's feelings about the appraisal in the second part?

Accepted Answer

A) Problem-solving 
B) Tell-and-develop 
C) Tell-and-sell 
D) Tell-and-listen 
A) Problem-solving 
B) Tell-and-develop 
C) Tell-and-sell 
D) Tell-and-listen

Question 10

Explain the two main purposes of performance management programs and why performance management systems sometimes fail.

Accepted Answer

Performance management programs serve ma

Question 11

Since praise is a powerful motivator,appraisers should alternate positive and negative statements during a performance appraisal interview.

Accepted Answer

A) True 
 B)False

Question 12

Freedom from criterion deficiency of performance appraisals refers to the extent to which:

Accepted Answer

A) standards relate to the overall objectives of the organization. 
B) standards capture the entire range of an employee's responsibilities. 
C) individuals tend to maintain a certain level of performance over time. 
D) factors outside the employee's control can influence performance. 
A) standards relate to the overall objectives of the organization. 
B) standards capture the entire range of an employee's responsibilities. 
C) individuals tend to maintain a certain level of performance over time. 
D) factors outside the employee's control can influence performance.

Question 13

A similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.

Accepted Answer

A) True 
 B)False

Question 14

What are some important guidelines for conducting a successful performance evaluation meeting?

Accepted Answer

There are probably no hard-and-fast rule

Question 15

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another,unrelated job.

Accepted Answer

A) True 
 B)False

Question 16

The appraisal interview:

Accepted Answer

A) should take place in one session in order to give the employee a complete view of his or her performance. 
B) can be divided into two sessions, though this is not advisable. 
C) is most suitable for the supervisor to give feedback on past performance and should not be used for developmental purposes. 
D) should be held in two segments because the rater must perform the role of both evaluator and counselor. 
A) should take place in one session in order to give the employee a complete view of his or her performance. 
B) can be divided into two sessions, though this is not advisable. 
C) is most suitable for the supervisor to give feedback on past performance and should not be used for developmental purposes. 
D) should be held in two segments because the rater must perform the role of both evaluator and counselor.

Question 17

Self-appraisals are best for:

Accepted Answer

A) administrative purposes. 
B) developmental purposes. 
C) promotional purposes. 
D) regulatory purposes. 
A) administrative purposes. 
B) developmental purposes. 
C) promotional purposes. 
D) regulatory purposes.

Question 18

Most performance appraisals focus on long-term improvement,rather than short-term achievements.

Accepted Answer

A) True 
 B)False

Question 19

A feedback training program for performance appraisal raters should cover at least all of the following areas EXCEPT:

Accepted Answer

A) effective communication techniques. 
B) diagnosing the root causes of performance problems. 
C) setting goals and objectives. 
D) developing independent learning objectives. 
A) effective communication techniques. 
B) diagnosing the root causes of performance problems. 
C) setting goals and objectives. 
D) developing independent learning objectives.

Question 20

The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her behavior in a certain way is:

Accepted Answer

A) tell-and-develop. 
B) tell-and-listen. 
C) tell-and-sell. 
D) problem-solving. 
A) tell-and-develop. 
B) tell-and-listen. 
C) tell-and-sell. 
D) problem-solving.

Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication.

Reliability in performance appraisal is measured by:

Because the appraisal interview is for developmental purposes,the interviewer rather than the employee should spend the majority of the time talking.

The three basic types of formats for providing feedback during a performance evaluation meeting are tell-and-sell,tell-and-listen,and problem-solving.

Which of the following is NOT a component of the Balanced Scorecard approach?

The strategic relevance of performance appraisals refers to the extent to which:

An appraisal system that takes into account financial,customer,processes,and learning categories is called:

One major advantage of a behaviorally anchored rating scale is that:

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview and then explore the employee's feelings about the appraisal in the second part?

Explain the two main purposes of performance management programs and why performance management systems sometimes fail.

Since praise is a powerful motivator,appraisers should alternate positive and negative statements during a performance appraisal interview.

Freedom from criterion deficiency of performance appraisals refers to the extent to which:

A similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.

What are some important guidelines for conducting a successful performance evaluation meeting?

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another,unrelated job.

The appraisal interview:

Self-appraisals are best for:

Most performance appraisals focus on long-term improvement,rather than short-term achievements.

A feedback training program for performance appraisal raters should cover at least all of the following areas EXCEPT:

The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her behavior in a certain way is:

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Exam 8: Performance Management and the Employee Appraisal Process

Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication.

Reliability in performance appraisal is measured by:

Because the appraisal interview is for developmental purposes,the interviewer rather than the employee should spend the majority of the time talking.

The three basic types of formats for providing feedback during a performance evaluation meeting are tell-and-sell,tell-and-listen,and problem-solving.

Which of the following is NOT a component of the Balanced Scorecard approach?

The strategic relevance of performance appraisals refers to the extent to which:

An appraisal system that takes into account financial,customer,processes,and learning categories is called:

One major advantage of a behaviorally anchored rating scale is that:

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview and then explore the employee's feelings about the appraisal in the second part?

Explain the two main purposes of performance management programs and why performance management systems sometimes fail.

Since praise is a powerful motivator,appraisers should alternate positive and negative statements during a performance appraisal interview.

Freedom from criterion deficiency of performance appraisals refers to the extent to which:

A similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common.

What are some important guidelines for conducting a successful performance evaluation meeting?

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another,unrelated job.

The appraisal interview:

Self-appraisals are best for:

Most performance appraisals focus on long-term improvement,rather than short-term achievements.

A feedback training program for performance appraisal raters should cover at least all of the following areas EXCEPT:

The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her behavior in a certain way is:

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters