Question 1

Performance appraisals should be focused on the past and managers should not waste time in discussion of the employee's career aspirations.

Accepted Answer

A) True 
 B)False  False

Question 2

Formal performance appraisal should have outcomes that are clearly linked to organizational __________.

Accepted Answer

A) demands 
B)  requirements 
C) goals 
D) policies 
E) ethics 
A) demands 
B)  requirements 
C) goals 
D) policies 
E) ethics C

Question 3

What is the criterion for recommending MBO as a method for comparing people or units?

Accepted Answer

MBO is recommended as a method for comparing people or units only if the objectives that are set can be judged to be equally attainable in the context of potential situational constraints on performance.

Question 4

Briefly describe each of the two ways in which errors arise.

Accepted Answer

Errors can arise in two different ways:

Question 5

Which of the following is not a major factor causing inaccurate and unfair performance appraisal?

Accepted Answer

A) Lack of sufficient observation of employee's work 
B) Multiple sources of information related to performance 
C) Raters who have not been trained despite demonstrated bias 
D) Failing to consider situational constraints 
E) Concern over the negative reaction of the individual being rated 
A) Lack of sufficient observation of employee's work 
B) Multiple sources of information related to performance 
C) Raters who have not been trained despite demonstrated bias 
D) Failing to consider situational constraints 
E) Concern over the negative reaction of the individual being rated

Question 6

BARS are graphic scales with specific behavioral descriptions defining various points along the scale for each dimension.

Accepted Answer

A) True 
 B)False

Question 7

Briefly explain the management by objectives (MBO)rating method.

Accepted Answer

Management by objectives (MBO)is a perfo

Question 8

Which of the following statements about MBO is FALSE?

Accepted Answer

A) It compares quantifiable target goals with actual results achieved by an employee. 
B)  It has been shown to be useful for defining individual or unit performance related to strategic plans. 
C) It is recommended as a method for comparing people or units. 
D) It is a popular method of managerial appraisal. 
E) It may be effective approach to motivating and improving employee performance. 
A) It compares quantifiable target goals with actual results achieved by an employee. 
B)  It has been shown to be useful for defining individual or unit performance related to strategic plans. 
C) It is recommended as a method for comparing people or units. 
D) It is a popular method of managerial appraisal. 
E) It may be effective approach to motivating and improving employee performance.

Question 9

Performance refers to:

Accepted Answer

A) Brief descriptions of the traits, personal characteristics, or competencies of the performer. 
B) A process that requires raters to rank ratees on the basis of quantifiable goals. 
C) Efforts to control rating bias by requiring raters to indicate how frequently the ratee has performed listed behaviors. 
D) Comparison between specific, quantifiable target goals and the actual results achieved by an employee. 
E) Record of outcomes produced on a specified job function or activity during a specified period of time. 
A) Brief descriptions of the traits, personal characteristics, or competencies of the performer. 
B) A process that requires raters to rank ratees on the basis of quantifiable goals. 
C) Efforts to control rating bias by requiring raters to indicate how frequently the ratee has performed listed behaviors. 
D) Comparison between specific, quantifiable target goals and the actual results achieved by an employee. 
E) Record of outcomes produced on a specified job function or activity during a specified period of time.

Question 10

One of the primary reasons that companies have turned to using forced distribution in their performance management systems is to overcome __________.

Accepted Answer

A) fundamental attribution error 
B)  representativeness bias 
C) availability bias 
D) leniency bias 
E) anchoring bias 
A) fundamental attribution error 
B)  representativeness bias 
C) availability bias 
D) leniency bias 
E) anchoring bias

Question 11

Each of the following is TRUE regarding Comparisons to Anchors (e.g.,BARS,MBO,graphic rating scales,and summated rating scales)EXCEPT:

Accepted Answer

A) Method requires rater to compare the employee's performance with specified anchors or descriptors. 
B)  Method is very useful for providing feedback to employee. 
C) Is easy and inexpensive to construct. 
D) For the BARs method, actual behaviors are documented. 
E) Generally, graphic rating scales use adjectives or numbers as anchors or descriptors. 
A) Method requires rater to compare the employee's performance with specified anchors or descriptors. 
B)  Method is very useful for providing feedback to employee. 
C) Is easy and inexpensive to construct. 
D) For the BARs method, actual behaviors are documented. 
E) Generally, graphic rating scales use adjectives or numbers as anchors or descriptors.

Question 12

Which of the following categories of performance outcomes have been identified as being generally applicable to all jobs?

Accepted Answer

A) quality, quantity, timeliness, cost-effectiveness, dependability 
B)  quality, timeliness, cost-effectiveness, need for supervision, integrity 
C) timeliness, cost-effectiveness, need for supervision, interpersonal impact, loyalty 
D) quality, quantity, timeliness, cost-effectiveness, need for supervision, interpersonal impact 
E) quantity, timeliness, cost-effectiveness, motivation, interpersonal impact 
A) quality, quantity, timeliness, cost-effectiveness, dependability 
B)  quality, timeliness, cost-effectiveness, need for supervision, integrity 
C) timeliness, cost-effectiveness, need for supervision, interpersonal impact, loyalty 
D) quality, quantity, timeliness, cost-effectiveness, need for supervision, interpersonal impact 
E) quantity, timeliness, cost-effectiveness, motivation, interpersonal impact

Question 13

List and explain four common rating errors.

Accepted Answer

Central tendency: The tendency of raters

Question 14

The greater the specificity in the content of the appraisal,assuming the content is compatible with the strategic goals of the organization,the more effective the appraisal system.

Accepted Answer

A) True 
 B)False

Question 15

Graphic rating scales are the most widely used type of rating format.

Accepted Answer

A) True 
 B)False

Question 16

The ProMES method of performance appraisal is effective when management wants to build a sense of ownership and empowerment for their employees.

Accepted Answer

A) True 
 B)False

Question 17

Paired comparisons,straight ranking,and forced distribution are appraisal systems that require raters to make comparisons among ratees according to some measure of effectiveness or simply overall effectiveness.

Accepted Answer

A) True 
 B)False

Question 18

Appraisal data cannot be used to determine the effectiveness of human resource programs.

Accepted Answer

A) True 
 B)False

Question 19

The __________ rating method presents raters with pairs of behavioral statements reflecting different levels of performance on the same performance dimension.

Accepted Answer

A) behaviorally anchored rating scales (BARS) 
B) computerized adaptive rating scales (CARS) 
C) management by objectives (MBO) 
D) behavioral observation scales (BOS) 
E) performance distribution assessment (PD
A)  
A) behaviorally anchored rating scales (BARS) 
B) computerized adaptive rating scales (CARS) 
C) management by objectives (MBO) 
D) behavioral observation scales (BOS) 
E) performance distribution assessment (PD
A)

Question 20

When conducting a 360 degree appraisal it is important to exclude feedback received from internal and external customers.

Accepted Answer

A) True 
 B)False

Performance appraisals should be focused on the past and managers should not waste time in discussion of the employee's career aspirations.

Formal performance appraisal should have outcomes that are clearly linked to organizational __________.

What is the criterion for recommending MBO as a method for comparing people or units?

Briefly describe each of the two ways in which errors arise.

Which of the following is not a major factor causing inaccurate and unfair performance appraisal?

BARS are graphic scales with specific behavioral descriptions defining various points along the scale for each dimension.

Briefly explain the management by objectives (MBO)rating method.

Which of the following statements about MBO is FALSE?

Performance refers to:

One of the primary reasons that companies have turned to using forced distribution in their performance management systems is to overcome __________.

Each of the following is TRUE regarding Comparisons to Anchors (e.g.,BARS,MBO,graphic rating scales,and summated rating scales)EXCEPT:

Which of the following categories of performance outcomes have been identified as being generally applicable to all jobs?

List and explain four common rating errors.

The greater the specificity in the content of the appraisal,assuming the content is compatible with the strategic goals of the organization,the more effective the appraisal system.

Graphic rating scales are the most widely used type of rating format.

The ProMES method of performance appraisal is effective when management wants to build a sense of ownership and empowerment for their employees.

Paired comparisons,straight ranking,and forced distribution are appraisal systems that require raters to make comparisons among ratees according to some measure of effectiveness or simply overall effectiveness.

Appraisal data cannot be used to determine the effectiveness of human resource programs.

The __________ rating method presents raters with pairs of behavioral statements reflecting different levels of performance on the same performance dimension.

When conducting a 360 degree appraisal it is important to exclude feedback received from internal and external customers.

Strategic Human Resource Management in a Changing Environment

The Role of Globalization in HR Policy and Practice

The Legal Environment of Hrm: Equal Employment Opportunity

Work Analysis and Design

Human Resource Planning and Recruitment

Personnel Selection

Training and Development

Career Development

Compensation: Base Pay and Fringe Benefits

Rewarding Performance

Managing the Employment Relationship

Labor Relations and Collective Bargaining

Employee Health and Safety

Filters

Exam 7: Performance Management and Appraisal

Performance appraisals should be focused on the past and managers should not waste time in discussion of the employee's career aspirations.

Formal performance appraisal should have outcomes that are clearly linked to organizational __________.

What is the criterion for recommending MBO as a method for comparing people or units?

Briefly describe each of the two ways in which errors arise.

Which of the following is not a major factor causing inaccurate and unfair performance appraisal?

BARS are graphic scales with specific behavioral descriptions defining various points along the scale for each dimension.

Briefly explain the management by objectives (MBO)rating method.

Which of the following statements about MBO is FALSE?

Performance refers to:

One of the primary reasons that companies have turned to using forced distribution in their performance management systems is to overcome __________.

Each of the following is TRUE regarding Comparisons to Anchors (e.g.,BARS,MBO,graphic rating scales,and summated rating scales)EXCEPT:

Which of the following categories of performance outcomes have been identified as being generally applicable to all jobs?

List and explain four common rating errors.

The greater the specificity in the content of the appraisal,assuming the content is compatible with the strategic goals of the organization,the more effective the appraisal system.

Graphic rating scales are the most widely used type of rating format.

The ProMES method of performance appraisal is effective when management wants to build a sense of ownership and empowerment for their employees.

Paired comparisons,straight ranking,and forced distribution are appraisal systems that require raters to make comparisons among ratees according to some measure of effectiveness or simply overall effectiveness.

Appraisal data cannot be used to determine the effectiveness of human resource programs.

The __________ rating method presents raters with pairs of behavioral statements reflecting different levels of performance on the same performance dimension.

When conducting a 360 degree appraisal it is important to exclude feedback received from internal and external customers.

Strategic Human Resource Management in a Changing Environment

The Role of Globalization in HR Policy and Practice

The Legal Environment of Hrm: Equal Employment Opportunity

Work Analysis and Design

Human Resource Planning and Recruitment

Personnel Selection

Training and Development

Career Development

Compensation: Base Pay and Fringe Benefits

Rewarding Performance

Managing the Employment Relationship

Labor Relations and Collective Bargaining

Employee Health and Safety

Filters