Question 1

One of the benefits of the forced-choice method is the relatively small cost of establishing and maintaining its validity.

Accepted Answer

A) True 
 B)False

Question 2

Developmental approaches to performance appraisal recognize that a manager's purpose is to improve job behaviors,not just evaluate past performance.

Accepted Answer

A) True 
 B)False

Question 3

The type of appraisal interview that seeks to stimulate growth and development in the employee by discussing the problems,needs,innovations,satisfactions,and dissatisfactions the employee has encountered on the job is the ____ method.

Accepted Answer

A)  problem-solving 
B)  tell-and-develop 
C)  tell-and-sell 
D)  tell-and-listen 
A)  problem-solving 
B)  tell-and-develop 
C)  tell-and-sell 
D)  tell-and-listen

Question 4

A diagnosis of poor employee performance should focus on the three interactive elements of skill,motivation,and external conditions.

Accepted Answer

A) True 
 B)False

Question 5

A new process used by some companies to make sure managers are rating employees consistently is called ___________.

Accepted Answer

A)  cross-referencing 
B)  authentication 
C)  mentoring 
D)  calibration 
A)  cross-referencing 
B)  authentication 
C)  mentoring 
D)  calibration

Question 6

It is unrealistic to presume that one person can fully observe and evaluate an employee's performance.

Accepted Answer

A) True 
 B)False

Question 7

All of the following are reasons why performance appraisal programs fail except:

Accepted Answer

A)  Managers lack information on an employee's actual performance. 
B)  There is too much employee input into the development of the appraisal program. 
C)  Performance standards are unclear. 
D)  Managers lack adequate appraisal skills. 
A)  Managers lack information on an employee's actual performance. 
B)  There is too much employee input into the development of the appraisal program. 
C)  Performance standards are unclear. 
D)  Managers lack adequate appraisal skills.

Question 8

Internal customers can provide valuable performance information for both developmental and administrative purposes.

Accepted Answer

A) True 
 B)False

Question 9

The best appraisal method to use depends upon the purpose of the appraisal.

Accepted Answer

A) True 
 B)False

Question 10

What are the different types of appraisal interviews?

Accepted Answer

In his classic book The Appraisal Interv

Question 11

Results appraisals give employees more responsibility for outcomes and discretion over how to accomplish them.

Accepted Answer

A) True 
 B)False

Question 12

What are some important guidelines for conducting a successful appraisal interview?

Accepted Answer

Ask for self-assessment
Invite

Question 13

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:

Accepted Answer

A)  have construct validity 
B)  have content validity 
C)  can be used to rate employees across many different jobs 
D)  cost the least to develop 
A)  have construct validity 
B)  have content validity 
C)  can be used to rate employees across many different jobs 
D)  cost the least to develop

Question 14

The main disadvantage of a BARS is that it:

Accepted Answer

A)  requires considerable legal "vetting" by a skilled attorney 
B)  has such a negative reputation among HR professionals 
C)  is useful only for manual jobs 
D)  requires considerable time and effort to develop 
A)  requires considerable legal "vetting" by a skilled attorney 
B)  has such a negative reputation among HR professionals 
C)  is useful only for manual jobs 
D)  requires considerable time and effort to develop

Question 15

Expressing appreciation for work the employee has done well is strongly related to employee satisfaction with the appraisal feedback.

Accepted Answer

A) True 
 B)False

Question 16

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 17

A performance appraisal approach designed to measure how frequently employees exhibit certain behaviors is:

Accepted Answer

A)  management by objectives. 
B)  behaviorally anchored rating scales. 
C)  a behavior observation scale. 
D)  a trait scale. 
A)  management by objectives. 
B)  behaviorally anchored rating scales. 
C)  a behavior observation scale. 
D)  a trait scale.

Question 18

The two primary purposes of performance appraisals are:

Accepted Answer

A)  informative and developmental. 
B)  managerial and administrative. 
C)  managerial and informative. 
D)  administrative and developmental. 
A)  informative and developmental. 
B)  managerial and administrative. 
C)  managerial and informative. 
D)  administrative and developmental.

Question 19

The appraisal system based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm is:

Accepted Answer

A)  balanced scorecard approach 
B)  360-degree 
C)  customer-oriented approach 
D)  management by objectives 
A)  balanced scorecard approach 
B)  360-degree 
C)  customer-oriented approach 
D)  management by objectives

Question 20

Performance dimensions of leadership,communication,and coordination of team efforts may best be appraised by:

Accepted Answer

A)  manager/supervisor 
B)  peers 
C)  subordinates 
D)  self 
A)  manager/supervisor 
B)  peers 
C)  subordinates 
D)  self

One of the benefits of the forced-choice method is the relatively small cost of establishing and maintaining its validity.

Developmental approaches to performance appraisal recognize that a manager's purpose is to improve job behaviors,not just evaluate past performance.

The type of appraisal interview that seeks to stimulate growth and development in the employee by discussing the problems,needs,innovations,satisfactions,and dissatisfactions the employee has encountered on the job is the ____ method.

A diagnosis of poor employee performance should focus on the three interactive elements of skill,motivation,and external conditions.

A new process used by some companies to make sure managers are rating employees consistently is called ___________.

It is unrealistic to presume that one person can fully observe and evaluate an employee's performance.

All of the following are reasons why performance appraisal programs fail except:

Internal customers can provide valuable performance information for both developmental and administrative purposes.

The best appraisal method to use depends upon the purpose of the appraisal.

What are the different types of appraisal interviews?

Results appraisals give employees more responsibility for outcomes and discretion over how to accomplish them.

What are some important guidelines for conducting a successful appraisal interview?

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:

The main disadvantage of a BARS is that it:

Expressing appreciation for work the employee has done well is strongly related to employee satisfaction with the appraisal feedback.

Some organizations believe that appraisals are useful :

A performance appraisal approach designed to measure how frequently employees exhibit certain behaviors is:

The two primary purposes of performance appraisals are:

The appraisal system based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm is:

Performance dimensions of leadership,communication,and coordination of team efforts may best be appraised by:

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

One of the benefits of the forced-choice method is the relatively small cost of establishing and maintaining its validity.

Developmental approaches to performance appraisal recognize that a manager's purpose is to improve job behaviors,not just evaluate past performance.

The type of appraisal interview that seeks to stimulate growth and development in the employee by discussing the problems,needs,innovations,satisfactions,and dissatisfactions the employee has encountered on the job is the ____ method.

A diagnosis of poor employee performance should focus on the three interactive elements of skill,motivation,and external conditions.

A new process used by some companies to make sure managers are rating employees consistently is called ___________.

It is unrealistic to presume that one person can fully observe and evaluate an employee's performance.

All of the following are reasons why performance appraisal programs fail except:

Internal customers can provide valuable performance information for both developmental and administrative purposes.

The best appraisal method to use depends upon the purpose of the appraisal.

What are the different types of appraisal interviews?

Results appraisals give employees more responsibility for outcomes and discretion over how to accomplish them.

What are some important guidelines for conducting a successful appraisal interview?

The procedures followed to develop a behaviorally anchored rating scale typically result in scales that:

The main disadvantage of a BARS is that it:

Expressing appreciation for work the employee has done well is strongly related to employee satisfaction with the appraisal feedback.

Some organizations believe that appraisals are useful :

A performance appraisal approach designed to measure how frequently employees exhibit certain behaviors is:

The two primary purposes of performance appraisals are:

The appraisal system based on the concept that learning helps organizations improve their internal processes and allows individuals to see how their performance ties in with the firm is:

Performance dimensions of leadership,communication,and coordination of team efforts may best be appraised by:

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