Question 1

Feedback training for raters should include communicating effectively,diagnosing causes of performance problems,and setting goals.

Accepted Answer

A) True 
 B)False

Question 2

If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors,the performance management system suffers from:

Accepted Answer

A) criterion contamination. 
B) lack of reliability. 
C) criterion deficiency. 
D) organizational politics. 
A) criterion contamination. 
B) lack of reliability. 
C) criterion deficiency. 
D) organizational politics.

Question 3

One study showed that organizations with strong performance management systems are ____ more likely to outperform their competitors in the areas of revenue growth,productivity,profitability,and market value

Accepted Answer

A) 10-15 percent 
B) 20-30 percent 
C) 40-50 percent 
D) 80-90 percent 
A) 10-15 percent 
B) 20-30 percent 
C) 40-50 percent 
D) 80-90 percent

Question 4

According to a Supreme Court ruling,performance appraisals are subject to the same validity criteria as selection procedures.

Accepted Answer

A) True 
 B)False

Question 5

A person's performance is a function of ability,environment,and motivation.

Accepted Answer

A) True 
 B)False

Question 6

If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or her own superiors,this is an example of:

Accepted Answer

A) criterion deficiency. 
B) organizational politics. 
C) criterion contamination. 
D) administrative appraisal purpose. 
A) criterion deficiency. 
B) organizational politics. 
C) criterion contamination. 
D) administrative appraisal purpose.

Question 7

The Supreme Court ruling states that:

Accepted Answer

A) vague performance standards can be acceptable when clearly written. 
B) organizations should have carefully defined and measurable performance standards. 
C) while performance standards should be somewhat specific, there should be room for individual interpretation. 
D) descriptions of traits such as attitude and cooperation are acceptable performance standards. 
A) vague performance standards can be acceptable when clearly written. 
B) organizations should have carefully defined and measurable performance standards. 
C) while performance standards should be somewhat specific, there should be room for individual interpretation. 
D) descriptions of traits such as attitude and cooperation are acceptable performance standards.

Question 8

​Behavioral methods specifically describe which actions should (or should not)be exhibited on the job.

Accepted Answer

A) True 
 B)False

Question 9

An appeals process is only necessary for administrative appraisals.

Accepted Answer

A) True 
 B)False

Question 10

If the primary objective of a performance appraisal is to give employees developmental feedback,which of the following appraisal methods is most ideal?

Accepted Answer

A) Trait 
B) Results 
C) Behavioral 
D) Attitudinal 
A) Trait 
B) Results 
C) Behavioral 
D) Attitudinal

Question 11

An inappropriate interview technique in which praise serves to cushion criticism by alternating positive statements with negative statements is known as:

Accepted Answer

A) the sandwich technique. 
B) the cushioning technique. 
C) the rollercoaster technique. 
D) sympathetic interviewing. 
A) the sandwich technique. 
B) the cushioning technique. 
C) the rollercoaster technique. 
D) sympathetic interviewing.

Question 12

A problem with performance appraisal is that it:

Accepted Answer

A) tends to be objective and consistent. 
B) identifies weaknesses of employees as well as strengths. 
C) tends to focus on short-term objectives rather than long-term learning. 
D) tends to be a bottom-up process. 
A) tends to be objective and consistent. 
B) identifies weaknesses of employees as well as strengths. 
C) tends to focus on short-term objectives rather than long-term learning. 
D) tends to be a bottom-up process.

Question 13

The choice of performance evaluation method to use depends upon the purpose of the evaluation.

Accepted Answer

A) True 
 B)False

Question 14

A distributional rating error occurs when a single rating is skewed toward an entire group of employees.

Accepted Answer

A) True 
 B)False

Question 15

Performance discussions should focus on the employee rather than on his or her behaviors.

Accepted Answer

A) True 
 B)False

Question 16

What are the four basic considerations for establishing performance standards?

Accepted Answer

Before any appraisal is conducted,the st

Question 17

​Criterion contamination occurs when different supervisors have different and inconsistent ratings of an employee's performance.

Accepted Answer

A) True 
 B)False

Question 18

​The mixed-standard scale method evaluates traits according to a single scale.

Accepted Answer

A) True 
 B)False

Question 19

Developmental purposes of performance appraisal include all of the following EXCEPT:

Accepted Answer

A) recognizing individual performance. 
B) validating selection procedures. 
C) improving communication. 
D) identifying strengths and weaknesses. 
A) recognizing individual performance. 
B) validating selection procedures. 
C) improving communication. 
D) identifying strengths and weaknesses.

Question 20

​If one rates an average employee's performance high because they compared the employee to poor performers,one commits a:

Accepted Answer

A) leniency error. 
B) contrast error. 
C) recency error. 
D) central tendency error. 
A) leniency error. 
B) contrast error. 
C) recency error. 
D) central tendency error.

Feedback training for raters should include communicating effectively,diagnosing causes of performance problems,and setting goals.

If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors,the performance management system suffers from:

One study showed that organizations with strong performance management systems are ____ more likely to outperform their competitors in the areas of revenue growth,productivity,profitability,and market value

According to a Supreme Court ruling,performance appraisals are subject to the same validity criteria as selection procedures.

A person's performance is a function of ability,environment,and motivation.

If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or her own superiors,this is an example of:

The Supreme Court ruling states that:

Behavioral methods specifically describe which actions should (or should not)be exhibited on the job.

An appeals process is only necessary for administrative appraisals.

If the primary objective of a performance appraisal is to give employees developmental feedback,which of the following appraisal methods is most ideal?

An inappropriate interview technique in which praise serves to cushion criticism by alternating positive statements with negative statements is known as:

A problem with performance appraisal is that it:

The choice of performance evaluation method to use depends upon the purpose of the evaluation.

A distributional rating error occurs when a single rating is skewed toward an entire group of employees.

Performance discussions should focus on the employee rather than on his or her behaviors.

What are the four basic considerations for establishing performance standards?

Criterion contamination occurs when different supervisors have different and inconsistent ratings of an employee's performance.

The mixed-standard scale method evaluates traits according to a single scale.

Developmental purposes of performance appraisal include all of the following EXCEPT:

If one rates an average employee's performance high because they compared the employee to poor performers,one commits a:

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

Feedback training for raters should include communicating effectively,diagnosing causes of performance problems,and setting goals.

If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors,the performance management system suffers from:

One study showed that organizations with strong performance management systems are ____ more likely to outperform their competitors in the areas of revenue growth,productivity,profitability,and market value

According to a Supreme Court ruling,performance appraisals are subject to the same validity criteria as selection procedures.

A person's performance is a function of ability,environment,and motivation.

If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or her own superiors,this is an example of:

The Supreme Court ruling states that:

​Behavioral methods specifically describe which actions should (or should not)be exhibited on the job.

An appeals process is only necessary for administrative appraisals.

If the primary objective of a performance appraisal is to give employees developmental feedback,which of the following appraisal methods is most ideal?

An inappropriate interview technique in which praise serves to cushion criticism by alternating positive statements with negative statements is known as:

A problem with performance appraisal is that it:

The choice of performance evaluation method to use depends upon the purpose of the evaluation.

A distributional rating error occurs when a single rating is skewed toward an entire group of employees.

Performance discussions should focus on the employee rather than on his or her behaviors.

What are the four basic considerations for establishing performance standards?

​Criterion contamination occurs when different supervisors have different and inconsistent ratings of an employee's performance.

​The mixed-standard scale method evaluates traits according to a single scale.

Developmental purposes of performance appraisal include all of the following EXCEPT:

​If one rates an average employee's performance high because they compared the employee to poor performers,one commits a:

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

Behavioral methods specifically describe which actions should (or should not)be exhibited on the job.

Criterion contamination occurs when different supervisors have different and inconsistent ratings of an employee's performance.

The mixed-standard scale method evaluates traits according to a single scale.

If one rates an average employee's performance high because they compared the employee to poor performers,one commits a: