Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication.

Accepted Answer

A) True 
 B)False

Question 4

Feedback is most useful when it is immediate and general in nature.

Accepted Answer

A) True 
 B)False

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

One advantage of peer appraisals is that:

Accepted Answer

A)  peers are less politically motivated than supervisors. 
B)  peers may furnish more accurate and valid information than supervisors. 
C)  peers may work harder to help other employees improve performance. 
D)  peers are often partially responsible for the performance of other co-workers. 
A)  peers are less politically motivated than supervisors. 
B)  peers may furnish more accurate and valid information than supervisors. 
C)  peers may work harder to help other employees improve performance. 
D)  peers are often partially responsible for the performance of other co-workers.

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

Distributional errors in performance appraisal include central tendency,contrast,and strictness.

Accepted Answer

A) True 
 B)False

Question 9

Subordinate appraisals should be used primarily for developmental purposes.

Accepted Answer

A) True 
 B)False

Question 10

If your primary objective for a performance appraisal is to give employees developmental feedback,which of the following appraisal methods should you use?

Accepted Answer

A)  trait 
B)  results 
C)  behavioral 
D)  attitudinal 
A)  trait 
B)  results 
C)  behavioral 
D)  attitudinal

Question 11

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 12

Which of the following is NOT a frequently cited reason as to why performance appraisal systems may not be effective.

Accepted Answer

A)  adequate preparation on the part of management 
B)  the halo effect 
C)  organizational politics 
D)  unclear performance standards 
A)  adequate preparation on the part of management 
B)  the halo effect 
C)  organizational politics 
D)  unclear performance standards

Question 13

The federal government begin 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 14

The appraisal interview that assumes that the opportunity to release frustrated feelings will help to reduce or remove the feelings is:

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 15

In general,performance appraisal can be classified as either administrative or developmental.

Accepted Answer

A) True 
 B)False

Question 16

Self assessment is useful to ensure the employee knows against what criteria he or she is evaluated,eliminating surprises.

Accepted Answer

A) True 
 B)False

Question 17

Criterion contamination occurs when correlations between two raters of an employee are inconsistent.

Accepted Answer

A) True 
 B)False

Question 18

Reliability in performance appraisal is measured by:

Accepted Answer

A)  correlating two sets of ratings made by different raters 
B)  correlating the ratings of an employee at two different points in time 
C)  linking performance standards to organizational goals 
D)  quantifiable performance standards 
A)  correlating two sets of ratings made by different raters 
B)  correlating the ratings of an employee at two different points in time 
C)  linking performance standards to organizational goals 
D)  quantifiable performance standards

Question 19

Results-oriented approaches have become more popular because it focuses on the measurable contributions that employees make to the organization.

Accepted Answer

A) True 
 B)False

Question 20

Which rating format uses three specific behavioral descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behavior is better than,equal to,or worse than the standard for each behavior?

Accepted Answer

A)  mixed-standard scale 
B)  forced-choice method 
C)  behaviorally anchored rating scale 
D)  behavior observation scale 
A)  mixed-standard scale 
B)  forced-choice method 
C)  behaviorally anchored rating scale 
D)  behavior observation scale

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

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

Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication.

Feedback is most useful when it is immediate and general in nature.

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

One advantage of peer appraisals is that:

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

Distributional errors in performance appraisal include central tendency,contrast,and strictness.

Subordinate appraisals should be used primarily for developmental purposes.

If your primary objective for a performance appraisal is to give employees developmental feedback,which of the following appraisal methods should you use?

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

Which of the following is NOT a frequently cited reason as to why performance appraisal systems may not be effective.

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

The appraisal interview that assumes that the opportunity to release frustrated feelings will help to reduce or remove the feelings is:

In general,performance appraisal can be classified as either administrative or developmental.

Self assessment is useful to ensure the employee knows against what criteria he or she is evaluated,eliminating surprises.

Criterion contamination occurs when correlations between two raters of an employee are inconsistent.

Reliability in performance appraisal is measured by:

Results-oriented approaches have become more popular because it focuses on the measurable contributions that employees make to the organization.

Which rating format uses three specific behavioral descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behavior is better than,equal to,or worse than the standard for each behavior?

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.

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

Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication.

Feedback is most useful when it is immediate and general in nature.

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

One advantage of peer appraisals is that:

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

Distributional errors in performance appraisal include central tendency,contrast,and strictness.

Subordinate appraisals should be used primarily for developmental purposes.

If your primary objective for a performance appraisal is to give employees developmental feedback,which of the following appraisal methods should you use?

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

Which of the following is NOT a frequently cited reason as to why performance appraisal systems may not be effective.

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

The appraisal interview that assumes that the opportunity to release frustrated feelings will help to reduce or remove the feelings is:

In general,performance appraisal can be classified as either administrative or developmental.

Self assessment is useful to ensure the employee knows against what criteria he or she is evaluated,eliminating surprises.

Criterion contamination occurs when correlations between two raters of an employee are inconsistent.

Reliability in performance appraisal is measured by:

Results-oriented approaches have become more popular because it focuses on the measurable contributions that employees make to the organization.

Which rating format uses three specific behavioral descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behavior is better than,equal to,or worse than the standard for each behavior?

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