Question 1

The primary limitation of the forced-choice method of appraisal is:

Accepted Answer

A)  that it is expensive to initially develop. 
B)  that only highly trained raters can use the format. 
C)  that it does not lend itself to peer and self-ratings. 
D)  the cost of establishing and maintaining its validity. 
A)  that it is expensive to initially develop. 
B)  that only highly trained raters can use the format. 
C)  that it does not lend itself to peer and self-ratings. 
D)  the cost of establishing and maintaining its validity.

Question 2

An error of central tendency is a performance-rating error in which all employees are more or less rated as average.

Accepted Answer

A) True 
 B)False

Question 3

If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or her own superiors,this is an example of:

Accepted Answer

A)  criterion deficiency 
B)  organizational politics 
C)  criterion contamination 
D)  administrative appraisal purpose 
A)  criterion deficiency 
B)  organizational politics 
C)  criterion contamination 
D)  administrative appraisal purpose

Question 4

Graphic rating scales include sets of statements between which the rater must choose,such as "works hard" vs."works quickly."

Accepted Answer

A) True 
 B)False

Question 5

Feedback training for raters should include communicating effectively,diagnosing causes of performance problems,and setting goals.

Accepted Answer

A) True 
 B)False

Question 6

Behavior observation scales have the rater check statements they believe are characteristic of the employee.

Accepted Answer

A) True 
 B)False

Question 7

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

Accepted Answer

A) True 
 B)False

Question 8

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

Accepted Answer

A)  recency error 
B)  error of central tendency 
C)  leniency or strictness error 
D)  halo error 
A)  recency error 
B)  error of central tendency 
C)  leniency or strictness error 
D)  halo error

Question 9

Which one of the following has not been cited as a reason for failure of performance management systems?

Accepted Answer

A)  They are too complex. 
B)  They are too simple. 
C)  They are too time-consuming. 
D)  They are too burdensome. 
A)  They are too complex. 
B)  They are too simple. 
C)  They are too time-consuming. 
D)  They are too burdensome.

Question 10

The strategic relevance of performance appraisals refers to:

Accepted Answer

A)  the extent to which standards relate to the overall objectives of the organization. 
B)  the extent to which standards capture the entire range of an employee's responsibilities. 
C)  the extent to which individuals tend to maintain a certain level of performance over time. 
D)  the extent to which factors outside the employee's control can influence performance. 
A)  the extent to which standards relate to the overall objectives of the organization. 
B)  the extent to which standards capture the entire range of an employee's responsibilities. 
C)  the extent to which individuals tend to maintain a certain level of performance over time. 
D)  the extent to which factors outside the employee's control can influence performance.

Question 11

Appraisal discussions should focus on the employee rather than on his or her behaviors.

Accepted Answer

A) True 
 B)False

Question 12

If you inflate the evaluation of people with whom you have something in common,you are committing a:

Accepted Answer

A)  leniency error. 
B)  similar-to-me error 
C)  recency error. 
D)  central tendency error. 
A)  leniency error. 
B)  similar-to-me error 
C)  recency error. 
D)  central tendency error.

Question 13

The choice of an appraisal method should be largely based on:

Accepted Answer

A)  the preferred technique of the personnel department. 
B)  the purpose of the appraisal. 
C)  the reaction of employees. 
D)  what skills the developer of the system possesses. 
A)  the preferred technique of the personnel department. 
B)  the purpose of the appraisal. 
C)  the reaction of employees. 
D)  what skills the developer of the system possesses.

Question 14

In the ____ method,each trait or characteristic to be rated is represented by a scale on which a rater indicates the degree to which an employee possesses that trait or characteristic.

Accepted Answer

A)  mixed-standard scale 
B)  graphic rating scale 
C)  behaviorally anchored rating scale 
D)  behavior observation scale 
A)  mixed-standard scale 
B)  graphic rating scale 
C)  behaviorally anchored rating scale 
D)  behavior observation scale

Question 15

With peer appraisals,confidentiality in handling the review form is not a problem.

Accepted Answer

A) True 
 B)False

Question 16

Performance appraisals must meet legal requirements because:

Accepted Answer

A)  of the Griggs v Duke Power decision 
B)  of the specificity of performance standards 
C)  of organizational politics 
D)  they are used as a basis for HRM actions and decisions 
A)  of the Griggs v Duke Power decision 
B)  of the specificity of performance standards 
C)  of organizational politics 
D)  they are used as a basis for HRM actions and decisions

Question 17

Freedom from criterion deficiency of performance appraisals refers to the extent to which:

Accepted Answer

A)  standards relate to the overall objectives of the organization. 
B)  standards capture the entire range of an employee's responsibilities. 
C)  individuals tend to maintain a certain level of performance over time. 
D)  factors outside the employee's control can influence performance. 
A)  standards relate to the overall objectives of the organization. 
B)  standards capture the entire range of an employee's responsibilities. 
C)  individuals tend to maintain a certain level of performance over time. 
D)  factors outside the employee's control can influence performance.

Question 18

Criterion deficiency occurs when performance standards have not been properly established and communicated to the employee.

Accepted Answer

A) True 
 B)False

Question 19

In most instances,one person can easily observe and evaluate an employee's performance.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is NOT an advantage of the trait method of appraisals?

Accepted Answer

A)  Are inexpensive to develop 
B)  Use meaningful dimensions 
C)  High potential for rating errors 
D)  Are easy to use 
A)  Are inexpensive to develop 
B)  Use meaningful dimensions 
C)  High potential for rating errors 
D)  Are easy to use

The primary limitation of the forced-choice method of appraisal is:

An error of central tendency is a performance-rating error in which all employees are more or less rated as average.

If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or her own superiors,this is an example of:

Graphic rating scales include sets of statements between which the rater must choose,such as "works hard" vs."works quickly."

Feedback training for raters should include communicating effectively,diagnosing causes of performance problems,and setting goals.

Behavior observation scales have the rater check statements they believe are characteristic of the employee.

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

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

Which one of the following has not been cited as a reason for failure of performance management systems?

The strategic relevance of performance appraisals refers to:

Appraisal discussions should focus on the employee rather than on his or her behaviors.

If you inflate the evaluation of people with whom you have something in common,you are committing a:

The choice of an appraisal method should be largely based on:

In the ____ method,each trait or characteristic to be rated is represented by a scale on which a rater indicates the degree to which an employee possesses that trait or characteristic.

With peer appraisals,confidentiality in handling the review form is not a problem.

Performance appraisals must meet legal requirements because:

Freedom from criterion deficiency of performance appraisals refers to the extent to which:

Criterion deficiency occurs when performance standards have not been properly established and communicated to the employee.

In most instances,one person can easily observe and evaluate an employee's performance.

Which of the following is NOT an advantage of the trait method 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

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Exam 8: Performance Management and the Employee Appraisal Process

The primary limitation of the forced-choice method of appraisal is:

An error of central tendency is a performance-rating error in which all employees are more or less rated as average.

If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or her own superiors,this is an example of:

Graphic rating scales include sets of statements between which the rater must choose,such as "works hard" vs."works quickly."

Feedback training for raters should include communicating effectively,diagnosing causes of performance problems,and setting goals.

Behavior observation scales have the rater check statements they believe are characteristic of the employee.

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

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

Which one of the following has not been cited as a reason for failure of performance management systems?

The strategic relevance of performance appraisals refers to:

Appraisal discussions should focus on the employee rather than on his or her behaviors.

If you inflate the evaluation of people with whom you have something in common,you are committing a:

The choice of an appraisal method should be largely based on:

In the ____ method,each trait or characteristic to be rated is represented by a scale on which a rater indicates the degree to which an employee possesses that trait or characteristic.

With peer appraisals,confidentiality in handling the review form is not a problem.

Performance appraisals must meet legal requirements because:

Freedom from criterion deficiency of performance appraisals refers to the extent to which:

Criterion deficiency occurs when performance standards have not been properly established and communicated to the employee.

In most instances,one person can easily observe and evaluate an employee's performance.

Which of the following is NOT an advantage of the trait method 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