Question 1

Managers need to constantly engage in a dialogue with their subordinates.

Accepted Answer

A) True 
 B)False

Question 2

Graphic rating scales include sets of statements between which the rater must choose,such as "works hard" vs."works quickly."

Accepted Answer

A) True 
 B)False

Question 3

A process whereby managers meet to discuss the performance of individual employees to ensure that their employee evaluations are in line with one another is referred to as _____.

Accepted Answer

A) cross-referencing 
B) authentication 
C) mentoring 
D) calibration 
A) cross-referencing 
B) authentication 
C) mentoring 
D) calibration

Question 4

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:

Accepted Answer

A) have a high degree of construct validity. 
B) have a high degree of content validity. 
C) can be used to rate employees across different jobs. 
D) cost the least to develop. 
A) have a high degree of construct validity. 
B) have a high degree of content validity. 
C) can be used to rate employees across different jobs. 
D) cost the least to develop.

Question 5

The forced-choice method of appraisal is less effective as a tool for developing employees.

Accepted Answer

A) True 
 B)False

Question 6

Employees should be given a written copy of their job standards in advance of their performance evaluations.

Accepted Answer

A) True 
 B)False

Question 7

The federal government began evaluating employees in 1842,when Congress passed a law mandating yearly performance review for:

Accepted Answer

A) departmental clerks. 
B) military personnel. 
C) postal employees. 
D) all federal employees. 
A) departmental clerks. 
B) military personnel. 
C) postal employees. 
D) all federal employees.

Question 8

The appraisal interview should be divided into two sessions,one each for:

Accepted Answer

A) positive comments and negative comments. 
B) performance review and employee's growth plans. 
C) performance review and compensation discussion. 
D) establishing performance standards and reviewing performance. 
A) positive comments and negative comments. 
B) performance review and employee's growth plans. 
C) performance review and compensation discussion. 
D) establishing performance standards and reviewing performance.

Question 9

A recency error is an error in which the appraisal is based largely upon the employee's most recent behavior as opposed to their behavior throughout the entire appraisal period.

Accepted Answer

A) True 
 B)False

Question 10

Reliability refers to the stability or consistency of a standard.

Accepted Answer

A) True 
 B)False

Question 11

​Which of the following is NOT a reason for the failure of appraisal programs?

Accepted Answer

A) They discourage teamwork by focusing on workers' individual achievements. 
B) They lay more focus on employee input into the development of the appraisal program. 
C) They are not useful for the majority of employees in the middle in terms of performance. 
D) They often focus on short-term achievements rather than long-term improvement and learning. 
A) They discourage teamwork by focusing on workers' individual achievements. 
B) They lay more focus on employee input into the development of the appraisal program. 
C) They are not useful for the majority of employees in the middle in terms of performance. 
D) They often focus on short-term achievements rather than long-term improvement and learning.

Question 12

Team evaluations are conceptually just a collection of the individual appraisals of a work unit.

Accepted Answer

A) True 
 B)False

Question 13

Results-oriented approaches have become more popular because they focus on the measurable contributions that employees make to an organization.

Accepted Answer

A) True 
 B)False

Question 14

Discuss the requirements for a successful management by objectives (MBO)program.

Accepted Answer

The following guidelines can help an MBO

Question 15

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

Accepted Answer

A) determining promotion candidates. 
B) evaluating training programs. 
C) documenting personnel decisions. 
D) providing performance feedback. 
A) determining promotion candidates. 
B) evaluating training programs. 
C) documenting personnel decisions. 
D) providing performance feedback.

Question 16

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions,the performance management system may suffer from:

Accepted Answer

A) criterion deficiency. 
B) rater bias. 
C) lack of reliability. 
D) criterion contamination. 
A) criterion deficiency. 
B) rater bias. 
C) lack of reliability. 
D) criterion contamination.

Question 17

Studies have shown that employees who earn performance-based pay are more satisfied.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is NOT an advantage of the trait method of appraisals?

Accepted Answer

A) Inexpensive to develop 
B) Uses meaningful dimensions 
C) Low potential for rating errors 
D) Easy to use 
A) Inexpensive to develop 
B) Uses meaningful dimensions 
C) Low potential for rating errors 
D) Easy to use

Question 19

The "horn error" is the opposite of the "halo effect."

Accepted Answer

A) True 
 B)False

Question 20

Subordinate evaluations should be used primarily for developmental purposes.

Accepted Answer

A) True 
 B)False

Managers need to constantly engage in a dialogue with their subordinates.

Graphic rating scales include sets of statements between which the rater must choose,such as "works hard" vs."works quickly."

A process whereby managers meet to discuss the performance of individual employees to ensure that their employee evaluations are in line with one another is referred to as _____.

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:

The forced-choice method of appraisal is less effective as a tool for developing employees.

Employees should be given a written copy of their job standards in advance of their performance evaluations.

The federal government began evaluating employees in 1842,when Congress passed a law mandating yearly performance review for:

The appraisal interview should be divided into two sessions,one each for:

A recency error is an error in which the appraisal is based largely upon the employee's most recent behavior as opposed to their behavior throughout the entire appraisal period.

Reliability refers to the stability or consistency of a standard.

Which of the following is NOT a reason for the failure of appraisal programs?

Team evaluations are conceptually just a collection of the individual appraisals of a work unit.

Results-oriented approaches have become more popular because they focus on the measurable contributions that employees make to an organization.

Discuss the requirements for a successful management by objectives (MBO)program.

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

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions,the performance management system may suffer from:

Studies have shown that employees who earn performance-based pay are more satisfied.

Which of the following is NOT an advantage of the trait method of appraisals?

The "horn error" is the opposite of the "halo effect."

Subordinate evaluations should be used primarily for developmental purposes.

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

Managers need to constantly engage in a dialogue with their subordinates.

Graphic rating scales include sets of statements between which the rater must choose,such as "works hard" vs."works quickly."

A process whereby managers meet to discuss the performance of individual employees to ensure that their employee evaluations are in line with one another is referred to as _____.

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:

The forced-choice method of appraisal is less effective as a tool for developing employees.

Employees should be given a written copy of their job standards in advance of their performance evaluations.

The federal government began evaluating employees in 1842,when Congress passed a law mandating yearly performance review for:

The appraisal interview should be divided into two sessions,one each for:

A recency error is an error in which the appraisal is based largely upon the employee's most recent behavior as opposed to their behavior throughout the entire appraisal period.

Reliability refers to the stability or consistency of a standard.

​Which of the following is NOT a reason for the failure of appraisal programs?

Team evaluations are conceptually just a collection of the individual appraisals of a work unit.

Results-oriented approaches have become more popular because they focus on the measurable contributions that employees make to an organization.

Discuss the requirements for a successful management by objectives (MBO)program.

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

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions,the performance management system may suffer from:

Studies have shown that employees who earn performance-based pay are more satisfied.

Which of the following is NOT an advantage of the trait method of appraisals?

The "horn error" is the opposite of the "halo effect."

Subordinate evaluations should be used primarily for developmental purposes.

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

Which of the following is NOT a reason for the failure of appraisal programs?