Exam 8: Performance Management and the Employee Appraisal Process

A performance-rating error in which the appraiser is reluctant to give employees either unusually high or unusually low ratings is referred to as a:

Research has consistently shown that managers often attribute poor performance to characteristics of the individuals.

Which of the following is NOT a component of the Balanced Scorecard Approach?

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

An appeals process is only necessary for administrative appraisals.

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important process issues,the system may suffer from:

It is recommended that a diagnosis of poor employee performance focus on all of the following except:

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

Performance is a function of ability,environment and motivation.

In _____ the U.S.Supreme Court found that employees had been ranked against a vague standard,open to each supervisor's own interpretation.

Similar-to-me error,like contrast,results in less than accurate performance ratings,but would not be considered discriminatory.

If you rate an average employee's performance high because you compared the employee to poor performers,you are committing a:

The effectiveness of the essay method is affected by the rater's writing skills.

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

Total-quality management concerns have led to the increased use of:

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.

If you rate an employee's performance based largely on the employee's recent behavior,you are committing a:

Performance appraisal programs can be used for many purposes,including layoff decisions,retention and termination of employees.

One reason that managers may not want co-workers (peers)to rate each other is that they do not want to give up control of the appraisal process.

Three different approaches to performance appraisal interviews analyzed by Norman R.F.Maier are: