Question 1

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 2

One major advantage of a behaviorally anchored rating scale is that:

Accepted Answer

A)  it requires a great deal of employee participation,which leads to acceptance. 
B)  the rating scale can be used across many jobs. 
C)  it takes a relatively short time to develop. 
D)  the rating scale can be used for multiple jobs. 
A)  it requires a great deal of employee participation,which leads to acceptance. 
B)  the rating scale can be used across many jobs. 
C)  it takes a relatively short time to develop. 
D)  the rating scale can be used for multiple jobs.

Question 3

Because the appraisal interview is for developmental purposes,the interviewer rather than the employee should spend the majority of the time talking.

Accepted Answer

A) True 
 B)False

Question 4

Reliability refers to the stability or consistency of a standard.

Accepted Answer

A) True 
 B)False

Question 5

Explain the two main purposes of performance appraisal and why employee appraisal programs fail.

Accepted Answer

Performance appraisal programs serve man

Question 6

The federal government began evaluating employees in 1842.

Accepted Answer

A) True 
 B)False

Question 7

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 8

Self-appraisals should be used primarily for administrative purposes.

Accepted Answer

A) True 
 B)False

Question 9

Managers tend to be more open to the idea of ____ when the information is used for developmental purposes.

Accepted Answer

A)  team appraisal 
B)  superior appraisal 
C)  subordinate appraisal 
D)  self appraisal 
A)  team appraisal 
B)  superior appraisal 
C)  subordinate appraisal 
D)  self appraisal

Question 10

What is step one of the MBO process?

Accepted Answer

A)  Develop organization goals and metrics 
B)  Develop department goals and metrics 
C)  Review performance 
D)  Add new inputs 
A)  Develop organization goals and metrics 
B)  Develop department goals and metrics 
C)  Review performance 
D)  Add new inputs

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

A) True 
 B)False

Question 13

Requirements for successful MBO programs include all of the following except:

Accepted Answer

A)  the results must be under the control of the employee. 
B)  a specific time must be set when goals are to be reviewed and evaluated. 
C)  goal statements must be accompanied by descriptions of how they will be accomplished. 
D)  both trait and critical incident objectives must be set. 
A)  the results must be under the control of the employee. 
B)  a specific time must be set when goals are to be reviewed and evaluated. 
C)  goal statements must be accompanied by descriptions of how they will be accomplished. 
D)  both trait and critical incident objectives must be set.

Question 14

The HR department rarely has the primary responsibility for overseeing and coordinating a firm's appraisal program.

Accepted Answer

A) True 
 B)False

Question 15

In most instances,who is in the best position to perform the function of appraising an employee's performance?

Accepted Answer

A)  someone from the HR department 
B)  the employee's supervisor 
C)  the employee 
D)  co-workers 
A)  someone from the HR department 
B)  the employee's supervisor 
C)  the employee 
D)  co-workers

Question 16

Disadvantages of the essay method include all of the following except:

Accepted Answer

A)  it is very time-consuming. 
B)  it must follow a job-specific format. 
C)  the quality of the appraisal could be influenced by the supervisor's writing skills. 
D)  it is highly subjective and could be biased. 
A)  it is very time-consuming. 
B)  it must follow a job-specific format. 
C)  the quality of the appraisal could be influenced by the supervisor's writing skills. 
D)  it is highly subjective and could be biased.

Question 17

TQM and team appraisal are complementary because:

Accepted Answer

A)  each focuses on individual achievement 
B)  of the customer focus of TQM 
C)  both focus on performance as a whole,rather than on the individual 
D)  both focus on identifying strengths and weaknesses 
A)  each focuses on individual achievement 
B)  of the customer focus of TQM 
C)  both focus on performance as a whole,rather than on the individual 
D)  both focus on identifying strengths and weaknesses

Question 18

The balanced scorecard approach integrates four categories: financial,customer,processes,and outcomes.

Accepted Answer

A) True 
 B)False

Question 19

Self-appraisals are best for:

Accepted Answer

A)  administrative purposes. 
B)  developmental purposes. 
C)  promotional purposes. 
D)  regulatory purposes. 
A)  administrative purposes. 
B)  developmental purposes. 
C)  promotional purposes. 
D)  regulatory purposes.

Question 20

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

Accepted Answer

A) True 
 B)False

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

One major advantage of a behaviorally anchored rating scale is that:

Because the appraisal interview is for developmental purposes,the interviewer rather than the employee should spend the majority of the time talking.

Reliability refers to the stability or consistency of a standard.

Explain the two main purposes of performance appraisal and why employee appraisal programs fail.

The federal government began evaluating employees in 1842.

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

Self-appraisals should be used primarily for administrative purposes.

Managers tend to be more open to the idea of ____ when the information is used for developmental purposes.

What is step one of the MBO process?

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

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

Requirements for successful MBO programs include all of the following except:

The HR department rarely has the primary responsibility for overseeing and coordinating a firm's appraisal program.

In most instances,who is in the best position to perform the function of appraising an employee's performance?

Disadvantages of the essay method include all of the following except:

TQM and team appraisal are complementary because:

The balanced scorecard approach integrates four categories: financial,customer,processes,and outcomes.

Self-appraisals are best for:

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

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

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

One major advantage of a behaviorally anchored rating scale is that:

Because the appraisal interview is for developmental purposes,the interviewer rather than the employee should spend the majority of the time talking.

Reliability refers to the stability or consistency of a standard.

Explain the two main purposes of performance appraisal and why employee appraisal programs fail.

The federal government began evaluating employees in 1842.

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

Self-appraisals should be used primarily for administrative purposes.

Managers tend to be more open to the idea of ____ when the information is used for developmental purposes.

What is step one of the MBO process?

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

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

Requirements for successful MBO programs include all of the following except:

The HR department rarely has the primary responsibility for overseeing and coordinating a firm's appraisal program.

In most instances,who is in the best position to perform the function of appraising an employee's performance?

Disadvantages of the essay method include all of the following except:

TQM and team appraisal are complementary because:

The balanced scorecard approach integrates four categories: financial,customer,processes,and outcomes.

Self-appraisals are best for:

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

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