Question 1

Developmental purposes for performance appraisal include evaluating training programs and determining promotion candidates.

Accepted Answer

A) True 
 B)False

Question 2

​If an employee is doing something wrong,waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication.

Accepted Answer

A) True 
 B)False

Question 3

In most instances,one person can easily observe and evaluate an employee's performance.

Accepted Answer

A) True 
 B)False

Question 4

The three basic types of formats for providing feedback during a performance evaluation meeting or feedback session are:

Accepted Answer

A) tell-and-sell, tell-and-train, and developmental. 
B) tell-and-sell, tell-and listen, and problem-solving. 
C) tell-and-train, problem-solving, and developmental. 
D) tell-and-listen, tell-and-train, and problem-solving. 
A) tell-and-sell, tell-and-train, and developmental. 
B) tell-and-sell, tell-and listen, and problem-solving. 
C) tell-and-train, problem-solving, and developmental. 
D) tell-and-listen, tell-and-train, and problem-solving.

Question 5

Subordinate evaluations are useful for rating on dimensions such as leadership ability,ability to delegate,and employee supportiveness.

Accepted Answer

A) True 
 B)False

Question 6

Managers often first assume poor performance of subordinates to:

Accepted Answer

A) inadequate training. 
B) poor motivation. 
C) external constraints. 
D) lack of ability. 
A) inadequate training. 
B) poor motivation. 
C) external constraints. 
D) lack of ability.

Question 7

The type of scale that uses critical incidents as examples of different points along the scale is known as:

Accepted Answer

A) the mixed-standard scale. 
B) the global rating. 
C) the behaviorally anchored rating scale. 
D) the dimensional rating. 
A) the mixed-standard scale. 
B) the global rating. 
C) the behaviorally anchored rating scale. 
D) the dimensional rating.

Question 8

Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they are applied.

Accepted Answer

A) True 
 B)False

Question 9

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

Accepted Answer

A) True 
 B)False

Question 10

A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low ratings is referred to as a(n):

Accepted Answer

A) recency error. 
B) error of central tendency. 
C) leniency or strictness error. 
D) halo error. 
A) recency error. 
B) error of central tendency. 
C) leniency or strictness error. 
D) halo error.

Question 11

Some organizations believe that appraisals are useful :

Accepted Answer

A) as a warning to inexperienced employees. 
B) only for highly effective or ineffective employees. 
C) only for veteran employees. 
D) for employees nearing retirement. 
A) as a warning to inexperienced employees. 
B) only for highly effective or ineffective employees. 
C) only for veteran employees. 
D) for employees nearing retirement.

Question 12

One disadvantage of peer evaluations is the belief that they contain more biases and furnish less valid information than appraisals by superiors.

Accepted Answer

A) True 
 B)False

Question 13

Criterion deficiency occurs when performance standards have not been properly established and communicated to the employee.

Accepted Answer

A) True 
 B)False

Question 14

A performance rating error in which the rater tends to give employees either extremely high or extremely low ratings is referred to as a(n):

Accepted Answer

A) recency error. 
B) error of central tendency. 
C) leniency or strictness error. 
D) halo error. 
A) recency error. 
B) error of central tendency. 
C) leniency or strictness error. 
D) halo error.

Question 15

Research suggests that when it comes to our own performance,most of us first attribute our bad performance to:

Accepted Answer

A) inadequate training. 
B) poor motivation. 
C) external constraints. 
D) lack of ability. 
A) inadequate training. 
B) poor motivation. 
C) external constraints. 
D) lack of ability.

Question 16

In light of recent court rulings,HR managers suggest that performance evaluations should meet all of the following legal guidelines EXCEPT:

Accepted Answer

A) performance ratings must be job-related. 
B) employees must be provided with clear, written job standards in advance of their evaluations. 
C) performance evaluation should rarely be tied to compensation decisions. 
D) supervisors should be trained to use the evaluation form correctly. 
A) performance ratings must be job-related. 
B) employees must be provided with clear, written job standards in advance of their evaluations. 
C) performance evaluation should rarely be tied to compensation decisions. 
D) supervisors should be trained to use the evaluation form correctly.

Question 17

​The two most common purposes of performance management programs are administrative and developmental.

Accepted Answer

A) True 
 B)False

Developmental purposes for performance appraisal include evaluating training programs and determining promotion candidates.

If an employee is doing something wrong,waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication.

In most instances,one person can easily observe and evaluate an employee's performance.

The three basic types of formats for providing feedback during a performance evaluation meeting or feedback session are:

Subordinate evaluations are useful for rating on dimensions such as leadership ability,ability to delegate,and employee supportiveness.

Managers often first assume poor performance of subordinates to:

The type of scale that uses critical incidents as examples of different points along the scale is known as:

Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they are applied.

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low ratings is referred to as a(n):

Some organizations believe that appraisals are useful :

One disadvantage of peer evaluations is the belief that they contain more biases and furnish less valid information than appraisals by superiors.

Criterion deficiency occurs when performance standards have not been properly established and communicated to the employee.

A performance rating error in which the rater tends to give employees either extremely high or extremely low ratings is referred to as a(n):

Research suggests that when it comes to our own performance,most of us first attribute our bad performance to:

In light of recent court rulings,HR managers suggest that performance evaluations should meet all of the following legal guidelines EXCEPT:

The two most common purposes of performance management programs are administrative and developmental.

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 evaluating training programs and determining promotion candidates.

​If an employee is doing something wrong,waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication.

In most instances,one person can easily observe and evaluate an employee's performance.

The three basic types of formats for providing feedback during a performance evaluation meeting or feedback session are:

Subordinate evaluations are useful for rating on dimensions such as leadership ability,ability to delegate,and employee supportiveness.

Managers often first assume poor performance of subordinates to:

The type of scale that uses critical incidents as examples of different points along the scale is known as:

Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they are applied.

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low ratings is referred to as a(n):

Some organizations believe that appraisals are useful :

One disadvantage of peer evaluations is the belief that they contain more biases and furnish less valid information than appraisals by superiors.

Criterion deficiency occurs when performance standards have not been properly established and communicated to the employee.

A performance rating error in which the rater tends to give employees either extremely high or extremely low ratings is referred to as a(n):

Research suggests that when it comes to our own performance,most of us first attribute our bad performance to:

In light of recent court rulings,HR managers suggest that performance evaluations should meet all of the following legal guidelines EXCEPT:

​The two most common purposes of performance management programs are administrative and developmental.

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

If an employee is doing something wrong,waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication.

The two most common purposes of performance management programs are administrative and developmental.