Question 1

Which of the following is the easiest and most popular technique for appraising employee performance?

Accepted Answer

A) alternation ranking 
B) graphic rating scale 
C) forced distribution 
D) constant sum rating scale 
A) alternation ranking 
B) graphic rating scale 
C) forced distribution 
D) constant sum rating scale B

Question 2

The goal for a supervisor conducting a satisfactory-not promotable appraisal interview is to maintain satisfactory performance by finding incentives that are important to the person.

Accepted Answer

A) True 
 B)False  True

Question 3

Sam supervises a team of data entry clerks at Geico. The firm's electronic performance monitoring system enables Sam to electronically monitor the amount of computerized data an employee processes each day.

Accepted Answer

A) True 
 B)False  True

Question 4

Which of the following terms refers to an appraisal that is too open to interpretation?

Accepted Answer

A) unclear standards 
B) halo effects 
C) leniency 
D) biased 
A) unclear standards 
B) halo effects 
C) leniency 
D) biased

Question 5

In order to ensure that performance goals are challenging and relevant, Matthew, a marketing manager, should independently set goals for his subordinates because participatively set goals usually produce lower job performance.

Accepted Answer

A) True 
 B)False

Question 6

The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.

Accepted Answer

A) apply for managerial positions 
B) remove any performance deficiencies 
C) revise their performance standards 
D) enroll in work-related training programs 
A) apply for managerial positions 
B) remove any performance deficiencies 
C) revise their performance standards 
D) enroll in work-related training programs

Question 7

While formal written warnings are provided too late to salvage an employee's performance and position at the company, they are useful in court proceedings.

Accepted Answer

A) True 
 B)False

Question 8

Nick supervises a team of data entry specialists. Lately, productivity has been down, and Nick believes his subordinates are not working as efficiently as possible. Which of the following tools would provide Nick with daily information about each employee's rate, accuracy, and time spent entering data?

Accepted Answer

A) digital dashboard device 
B) electronic performance monitoring system 
C) Web-based management oversight device 
D) electronic performance support system 
A) digital dashboard device 
B) electronic performance monitoring system 
C) Web-based management oversight device 
D) electronic performance support system

Question 9

Which of the following is a downside of the critical incident method of compiling incidents?

Accepted Answer

A) doesn't provide examples of excellent work performance 
B) doesn't produce relative ratings for pay raise purposes 
C) doesn't make the supervisor think about the subordinate's appraisal all year 
D) doesn't compile examples of ineffective work performance 
A) doesn't provide examples of excellent work performance 
B) doesn't produce relative ratings for pay raise purposes 
C) doesn't make the supervisor think about the subordinate's appraisal all year 
D) doesn't compile examples of ineffective work performance

Question 10

Oshman manufactures small kitchen appliances, such as blenders, toasters, and mixers. The firm has nearly 80,000 employees in 22 countries. Employees receive annual performance appraisals from their supervisors that combine critical incidents with a graphic rating scale. However, the firm's CEO advocates shifting from performance appraisals to performance management in an attempt to make Oshman more competitive and performance driven. Which of the following, if true, best supports the argument to replace Oshman's traditional appraisal methods with the performance management approach?

Accepted Answer

A) Oshman's competitors in the small appliance industry monitor the performance of their employees through electronic performance monitoring systems. 
B) Oshman executives want to align the firm's strategic plan with individual employee goals and development needs. 
C) Oshman has experienced problems associated with central tendency and bias, and the firm wants to ensure that appraisals are legally sound. 
D) Oshman uses management by objectives as a primary appraisal method and requires supervisors to develop SMART goals. 
A) Oshman's competitors in the small appliance industry monitor the performance of their employees through electronic performance monitoring systems. 
B) Oshman executives want to align the firm's strategic plan with individual employee goals and development needs. 
C) Oshman has experienced problems associated with central tendency and bias, and the firm wants to ensure that appraisals are legally sound. 
D) Oshman uses management by objectives as a primary appraisal method and requires supervisors to develop SMART goals.

Question 11

Formal performance appraisals have been eliminated by almost all major firms and replaced by daily assessments by peers in addition to extensive training opportunities.

Accepted Answer

A) True 
 B)False

Question 12

All of the following are usually measured by a graphic rating scale EXCEPT ________.

Accepted Answer

A) generic dimensions of performance 
B) performance of co-workers 
C) achievement of objectives 
D) job-related competencies 
A) generic dimensions of performance 
B) performance of co-workers 
C) achievement of objectives 
D) job-related competencies

Question 13

Which of the follow is the best method for reducing the problems of leniency or strictness in performance appraisals?

Accepted Answer

A) keep critical incident logs 
B) require multiple appraisals 
C) impose a performance distribution 
D) reconsider the timing of the appraisal 
A) keep critical incident logs 
B) require multiple appraisals 
C) impose a performance distribution 
D) reconsider the timing of the appraisal

Question 14

When conducting an appraisal interview, supervisors should do all of the following EXCEPT ________.

Accepted Answer

A) ask open-ended questions 
B) give specific examples of poor performance 
C) write up an action plan with goals and dates 
D) compare the person's performance to that of other employees 
A) ask open-ended questions 
B) give specific examples of poor performance 
C) write up an action plan with goals and dates 
D) compare the person's performance to that of other employees

Question 15

Graphic rating scales are subject to all of the following problems EXCEPT ________.

Accepted Answer

A) unclear standards 
B) halo effects 
C) complexity 
D) leniency 
A) unclear standards 
B) halo effects 
C) complexity 
D) leniency

Question 16

The best way to reduce the problem of central tendency in performance appraisals is to ________.

Accepted Answer

A) rank employees 
B) use graphic rating scales 
C) limit the number of appraisals 
D) appraise personal characteristics 
A) rank employees 
B) use graphic rating scales 
C) limit the number of appraisals 
D) appraise personal characteristics

Question 17

All of the following are considered best practices for administering fair performance appraisals EXCEPT ________.

Accepted Answer

A) explaining how subordinates can improve their performance 
B) basing the appraisal on observable job behaviors 
C) using subjective performance data for appraisals 
D) training supervisors how to conduct appraisals 
A) explaining how subordinates can improve their performance 
B) basing the appraisal on observable job behaviors 
C) using subjective performance data for appraisals 
D) training supervisors how to conduct appraisals

Question 18

In most organizations, who is primarily responsible for appraising an employee's performance?

Accepted Answer

A) employee's direct supervisor 
B) company appraiser 
C) human resources manager 
D) employee's subordinates 
A) employee's direct supervisor 
B) company appraiser 
C) human resources manager 
D) employee's subordinates

Question 19

Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is the primary advantage of using graphic rating scales as performance appraisal tools?

Accepted Answer

A) eliminates central tendency errors 
B) offers extremely high rate of accuracy 
C) provides quantitative rating for each employee 
D) links with mutually agreed upon performance objectives 
A) eliminates central tendency errors 
B) offers extremely high rate of accuracy 
C) provides quantitative rating for each employee 
D) links with mutually agreed upon performance objectives

Which of the following is the easiest and most popular technique for appraising employee performance?

The goal for a supervisor conducting a satisfactory-not promotable appraisal interview is to maintain satisfactory performance by finding incentives that are important to the person.

Sam supervises a team of data entry clerks at Geico. The firm's electronic performance monitoring system enables Sam to electronically monitor the amount of computerized data an employee processes each day.

Which of the following terms refers to an appraisal that is too open to interpretation?

In order to ensure that performance goals are challenging and relevant, Matthew, a marketing manager, should independently set goals for his subordinates because participatively set goals usually produce lower job performance.

The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.

While formal written warnings are provided too late to salvage an employee's performance and position at the company, they are useful in court proceedings.

Which of the following is a downside of the critical incident method of compiling incidents?

Formal performance appraisals have been eliminated by almost all major firms and replaced by daily assessments by peers in addition to extensive training opportunities.

All of the following are usually measured by a graphic rating scale EXCEPT ________.

Which of the follow is the best method for reducing the problems of leniency or strictness in performance appraisals?

When conducting an appraisal interview, supervisors should do all of the following EXCEPT ________.

Graphic rating scales are subject to all of the following problems EXCEPT ________.

The best way to reduce the problem of central tendency in performance appraisals is to ________.

All of the following are considered best practices for administering fair performance appraisals EXCEPT ________.

In most organizations, who is primarily responsible for appraising an employee's performance?

Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

Which of the following is the primary advantage of using graphic rating scales as performance appraisal tools?

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Building Positive Employee Relations

Labor Relations and Collective Bargaining

Safety, Health, and Risk Management

Managing Global Human Resources

Managing Human Resources in Small and Entrepreneurial Firms

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Exam 9: Performance Management and Appraisal

Which of the following is the easiest and most popular technique for appraising employee performance?

The goal for a supervisor conducting a satisfactory-not promotable appraisal interview is to maintain satisfactory performance by finding incentives that are important to the person.

Sam supervises a team of data entry clerks at Geico. The firm's electronic performance monitoring system enables Sam to electronically monitor the amount of computerized data an employee processes each day.

Which of the following terms refers to an appraisal that is too open to interpretation?

In order to ensure that performance goals are challenging and relevant, Matthew, a marketing manager, should independently set goals for his subordinates because participatively set goals usually produce lower job performance.

The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.

While formal written warnings are provided too late to salvage an employee's performance and position at the company, they are useful in court proceedings.

Which of the following is a downside of the critical incident method of compiling incidents?

Formal performance appraisals have been eliminated by almost all major firms and replaced by daily assessments by peers in addition to extensive training opportunities.

All of the following are usually measured by a graphic rating scale EXCEPT ________.

Which of the follow is the best method for reducing the problems of leniency or strictness in performance appraisals?

When conducting an appraisal interview, supervisors should do all of the following EXCEPT ________.

Graphic rating scales are subject to all of the following problems EXCEPT ________.

The best way to reduce the problem of central tendency in performance appraisals is to ________.

All of the following are considered best practices for administering fair performance appraisals EXCEPT ________.

In most organizations, who is primarily responsible for appraising an employee's performance?

Paired comparison is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

Which of the following is the primary advantage of using graphic rating scales as performance appraisal tools?

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Building Positive Employee Relations

Labor Relations and Collective Bargaining

Safety, Health, and Risk Management

Managing Global Human Resources

Managing Human Resources in Small and Entrepreneurial Firms

Filters