Question 1

Self-evaluations are often best used for developmental purposes rather than for administrative decisions.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following type of formats gives both managers and employees an opportunity to release and iron out any frustrating feelings they might have?

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

Question 3

What is the first step in the management by objectives (MBO)process?

Accepted Answer

A) Develop organization goals and metrics 
B) Develop department goals and metrics 
C) Review performance 
D) Add new inputs 
A) Develop organization goals and metrics 
B) Develop department goals and metrics 
C) Review performance 
D) Add new inputs

Question 4

Measurable and quantifiable performance objectives are requirements for a successful MBO program.

Accepted Answer

A) True 
 B)False

Question 5

Developmental purposes for performance appraisal include evaluating goal achievement and validating selection criteria.

Accepted Answer

A) True 
 B)False

Question 6

Criterion contamination occurs when factors outside an employee's control influence his or her performance.

Accepted Answer

A) True 
 B)False

Question 7

One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.

Accepted Answer

A) True 
 B)False

Question 8

Performance-related behaviors such as leadership ability,ability to delegate,and employee supportiveness may best be appraised by:

Accepted Answer

A) the manager/supervisor. 
B) peers. 
C) subordinates. 
D) the management team. 
A) the manager/supervisor. 
B) peers. 
C) subordinates. 
D) the management team.

Question 9

The problem-solving format seeks to obtain an employee's buy-in for a mutually agreed-upon way to overcome obstacles and improve the person's actual performance.

Accepted Answer

A) True 
 B)False

Question 10

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

Accepted Answer

A) True 
 B)False

Question 11

As an appraiser,one should try to do all of the following EXCEPT:

Accepted Answer

A) minimizing criticism. 
B) changing the person, not the behavior. 
C) identifying the source of ineffective performance. 
D) being supportive and demonstrating that one cares. 
A) minimizing criticism. 
B) changing the person, not the behavior. 
C) identifying the source of ineffective performance. 
D) being supportive and demonstrating that one cares.

Question 12

It is recommended that a diagnosis of poor employee performance focus on all of the following EXCEPT:

Accepted Answer

A) skill. 
B) personality. 
C) effort. 
D) external conditions. 
A) skill. 
B) personality. 
C) effort. 
D) external conditions.

Question 13

Discuss the various types of rating errors that may exist in performance evaluation.

Accepted Answer

1.Errors of central tendency - A perform

Question 14

A method of rating performance in which the rater chooses from statements that appear equally favorable or equally unfavorable is known as the:

Accepted Answer

A) forced-distribution method. 
B) graphic rating scales. 
C) behaviorally anchored rating scale 
D) forced-choice method. 
A) forced-distribution method. 
B) graphic rating scales. 
C) behaviorally anchored rating scale 
D) forced-choice method.

Question 15

Dividing the performance evaluation meeting into two sessions,one for the performance review and the other for the employee's growth plans,is a good strategy to improve communication between the parties.

Accepted Answer

A) True 
 B)False

Question 16

Listening,accepting,and responding to feelings are essential elements of the _____ performance evaluation format.

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

Question 17

The main disadvantage of a behaviorally anchored rating scale (BARS)is that it:

Accepted Answer

A) requires considerable legal "vetting" by a skilled attorney. 
B) has a negative reputation among HR professionals. 
C) is useful only for manual jobs. 
D) requires considerable time and effort to develop. 
A) requires considerable legal "vetting" by a skilled attorney. 
B) has a negative reputation among HR professionals. 
C) is useful only for manual jobs. 
D) requires considerable time and effort to develop.

Question 18

​Performance evaluations are simply a logical extension of the day-to-day performance management process.

Accepted Answer

A) True 
 B)False

Question 19

Self-evaluations should be used primarily for administrative purposes.

Accepted Answer

A) True 
 B)False

Question 20

Explain the different types of performance evaluation meetings and feedback sessions.

Accepted Answer

There are three basic types of

Self-evaluations are often best used for developmental purposes rather than for administrative decisions.

Which of the following type of formats gives both managers and employees an opportunity to release and iron out any frustrating feelings they might have?

What is the first step in the management by objectives (MBO)process?

Measurable and quantifiable performance objectives are requirements for a successful MBO program.

Developmental purposes for performance appraisal include evaluating goal achievement and validating selection criteria.

Criterion contamination occurs when factors outside an employee's control influence his or her performance.

One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.

Performance-related behaviors such as leadership ability,ability to delegate,and employee supportiveness may best be appraised by:

The problem-solving format seeks to obtain an employee's buy-in for a mutually agreed-upon way to overcome obstacles and improve the person's actual performance.

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

As an appraiser,one should try to do all of the following EXCEPT:

It is recommended that a diagnosis of poor employee performance focus on all of the following EXCEPT:

Discuss the various types of rating errors that may exist in performance evaluation.

A method of rating performance in which the rater chooses from statements that appear equally favorable or equally unfavorable is known as the:

Dividing the performance evaluation meeting into two sessions,one for the performance review and the other for the employee's growth plans,is a good strategy to improve communication between the parties.

Listening,accepting,and responding to feelings are essential elements of the _____ performance evaluation format.

The main disadvantage of a behaviorally anchored rating scale (BARS)is that it:

Performance evaluations are simply a logical extension of the day-to-day performance management process.

Self-evaluations should be used primarily for administrative purposes.

Explain the different types of performance evaluation meetings and feedback sessions.

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

Self-evaluations are often best used for developmental purposes rather than for administrative decisions.

Which of the following type of formats gives both managers and employees an opportunity to release and iron out any frustrating feelings they might have?

What is the first step in the management by objectives (MBO)process?

Measurable and quantifiable performance objectives are requirements for a successful MBO program.

Developmental purposes for performance appraisal include evaluating goal achievement and validating selection criteria.

Criterion contamination occurs when factors outside an employee's control influence his or her performance.

One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective.

Performance-related behaviors such as leadership ability,ability to delegate,and employee supportiveness may best be appraised by:

The problem-solving format seeks to obtain an employee's buy-in for a mutually agreed-upon way to overcome obstacles and improve the person's actual performance.

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

As an appraiser,one should try to do all of the following EXCEPT:

It is recommended that a diagnosis of poor employee performance focus on all of the following EXCEPT:

Discuss the various types of rating errors that may exist in performance evaluation.

A method of rating performance in which the rater chooses from statements that appear equally favorable or equally unfavorable is known as the:

Dividing the performance evaluation meeting into two sessions,one for the performance review and the other for the employee's growth plans,is a good strategy to improve communication between the parties.

Listening,accepting,and responding to feelings are essential elements of the _____ performance evaluation format.

The main disadvantage of a behaviorally anchored rating scale (BARS)is that it:

​Performance evaluations are simply a logical extension of the day-to-day performance management process.

Self-evaluations should be used primarily for administrative purposes.

Explain the different types of performance evaluation meetings and feedback sessions.

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

Performance evaluations are simply a logical extension of the day-to-day performance management process.