Question 1

In a brief essay, discuss how a supervisor can develop and conduct a performance appraisal that is legally defensible.

Accepted Answer

Supervisors should conduct a job analysi

Question 2

Which term refers to ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked?

Accepted Answer

A) performance management 
B) paired comparison 
C) alternation ranking 
D) direction sharing 
A) performance management 
B) paired comparison 
C) alternation ranking 
D) direction sharing

Question 3

Which performance appraisal technique lists traits and a range of performance values for each trait?

Accepted Answer

A) behaviorally anchored rating scale 
B) graphic rating scale 
C) forced distribution 
D) critical incident 
A) behaviorally anchored rating scale 
B) graphic rating scale 
C) forced distribution 
D) critical incident

Question 4

What is the first step of any performance appraisal?

Accepted Answer

A) giving feedback 
B) setting work standards 
C) making plans to provide training 
D) assessing the employee's performance 
A) giving feedback 
B) setting work standards 
C) making plans to provide training 
D) assessing the employee's performance

Question 5

Which performance appraisal tool is being used when a supervisor places predetermined percentages of appraisees into various performance categories?

Accepted Answer

A) behaviorally anchored rating scale 
B) graphic ranking scale 
C) alternation ranking 
D) forced distribution 
A) behaviorally anchored rating scale 
B) graphic ranking scale 
C) alternation ranking 
D) forced distribution

Question 6

Which of the following best describes a behaviorally anchored rating scale?

Accepted Answer

A) chart of paired subordinates ranked in order of performance 
B) combination of narrative critical incidents and quantified performance scales 
C) diary of positive and negative examples of a subordinate's work performance 
D) list of subordinates from highest to lowest based on specific performance traits 
A) chart of paired subordinates ranked in order of performance 
B) combination of narrative critical incidents and quantified performance scales 
C) diary of positive and negative examples of a subordinate's work performance 
D) list of subordinates from highest to lowest based on specific performance traits

Question 7

What is the primary goal of using mixed standard scales?

Accepted Answer

A) improving validity 
B) reducing rating errors 
C) clarifying performance standards 
D) illustrating feedback for subordinates 
A) improving validity 
B) reducing rating errors 
C) clarifying performance standards 
D) illustrating feedback for subordinates

Question 8

The basic problem with using a ranking method for performance appraisals is not identifying the extreme good and bad performers but differentiating meaningfully between the others.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following best describes the purpose of an appraisal interview?

Accepted Answer

A) training supervisors in the rating process 
B) identifying potential interpersonal problems 
C) making plans to correct employee weaknesses 
D) discussing and scheduling training programs 
A) training supervisors in the rating process 
B) identifying potential interpersonal problems 
C) making plans to correct employee weaknesses 
D) discussing and scheduling training programs

Question 10

Wilson Consulting is a management consulting firm with seventy employees. As associate vice president of marketing, Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision. Suzanne plans to use a graphic rating scale to evaluate the performance of her subordinates. Which of the following, if true, best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use?

Accepted Answer

A) The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents. 
B) Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position. 
C) Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills. 
D) Employees in Suzanne's department participated in developing their own performance standards when they were first hired by the firm. 
A) The firm wants Suzanne to evaluate her subordinates on an ongoing basis and to keep a log of critical incidents. 
B) Suzanne wants to ensure that the firm is protected from employee discrimination lawsuits, so she has conducted a job analysis of each position. 
C) Suzanne wants a quantitative rating of each employee based on competencies important to the firm, such as problem-solving skills. 
D) Employees in Suzanne's department participated in developing their own performance standards when they were first hired by the firm.

Question 11

Three hundred and sixty-degree feedback is generally used for development purposes rather than for pay increases.

Accepted Answer

A) True 
 B)False

Question 12

In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans.

Accepted Answer

A) True 
 B)False

Question 13

Which appraisal method combines the benefits of narrative critical incidents and quantified scales by assigning scale points with specific examples of good or poor performance?

Accepted Answer

A) behaviorally anchored rating scale 
B) constant sums rating scale 
C) alternation ranking 
D) forced distribution 
A) behaviorally anchored rating scale 
B) constant sums rating scale 
C) alternation ranking 
D) forced distribution

Question 14

Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?

Accepted Answer

A) recency effect 
B) halo effect 
C) central tendency 
D) stereotyping 
A) recency effect 
B) halo effect 
C) central tendency 
D) stereotyping

Question 15

Stephanie manages the accounting department at an advertising agency. She needs to conduct performance appraisals for the eight employees in her department. Stephanie wants a performance appraisal tool that is highly accurate, ranks employees, and uses critical incidents to help explain ratings to appraisees. Which performance appraisal tool is best suited for Stephanie?

Accepted Answer

A) graphic rating scale 
B) alternation ranking method 
C) critical incident method 
D) behaviorally anchored rating scale 
A) graphic rating scale 
B) alternation ranking method 
C) critical incident method 
D) behaviorally anchored rating scale

Question 16

Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?

Accepted Answer

A) purpose of the appraisal 
B) location and time of the appraisal 
C) personal characteristics of the subordinate 
D) relationship between supervisor and subordinate 
A) purpose of the appraisal 
B) location and time of the appraisal 
C) personal characteristics of the subordinate 
D) relationship between supervisor and subordinate

Question 17

When a supervisor must criticize a subordinate in an appraisal interview, it is most important for the supervisor to ________.

Accepted Answer

A) limit negative feedback to once every year 
B) provide specific examples of critical incidents 
C) acknowledge the supervisor's personal biases in the situation 
D) hold the meeting with other people who can document the situation 
A) limit negative feedback to once every year 
B) provide specific examples of critical incidents 
C) acknowledge the supervisor's personal biases in the situation 
D) hold the meeting with other people who can document the situation

Question 18

When an employee's performance is so poor that a written warning is required, the warning should ________.

Accepted Answer

A) identify the standards by which the employee is judged 
B) provide examples of employees who met the standards 
C) provide examples of times when the employee met the standards 
D) be written by a labor law attorney in accordance with federal guidelines 
A) identify the standards by which the employee is judged 
B) provide examples of employees who met the standards 
C) provide examples of times when the employee met the standards 
D) be written by a labor law attorney in accordance with federal guidelines

Question 19

The forced distribution method is the simplest and most popular technique for appraising performance.

Accepted Answer

A) True 
 B)False

Question 20

What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?

Accepted Answer

A behaviorally anchored rating scale is

In a brief essay, discuss how a supervisor can develop and conduct a performance appraisal that is legally defensible.

Which term refers to ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked?

Which performance appraisal technique lists traits and a range of performance values for each trait?

What is the first step of any performance appraisal?

Which performance appraisal tool is being used when a supervisor places predetermined percentages of appraisees into various performance categories?

Which of the following best describes a behaviorally anchored rating scale?

What is the primary goal of using mixed standard scales?

The basic problem with using a ranking method for performance appraisals is not identifying the extreme good and bad performers but differentiating meaningfully between the others.

Which of the following best describes the purpose of an appraisal interview?

Three hundred and sixty-degree feedback is generally used for development purposes rather than for pay increases.

In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans.

Which appraisal method combines the benefits of narrative critical incidents and quantified scales by assigning scale points with specific examples of good or poor performance?

Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?

Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?

When a supervisor must criticize a subordinate in an appraisal interview, it is most important for the supervisor to ________.

When an employee's performance is so poor that a written warning is required, the warning should ________.

The forced distribution method is the simplest and most popular technique for appraising performance.

What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?

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

Exam 9: Performance Management and Appraisal

In a brief essay, discuss how a supervisor can develop and conduct a performance appraisal that is legally defensible.

Which term refers to ranking of employees from best to worst on a trait or traits, choosing highest than lowest until all are ranked?

Which performance appraisal technique lists traits and a range of performance values for each trait?

What is the first step of any performance appraisal?

Which performance appraisal tool is being used when a supervisor places predetermined percentages of appraisees into various performance categories?

Which of the following best describes a behaviorally anchored rating scale?

What is the primary goal of using mixed standard scales?

The basic problem with using a ranking method for performance appraisals is not identifying the extreme good and bad performers but differentiating meaningfully between the others.

Which of the following best describes the purpose of an appraisal interview?

Three hundred and sixty-degree feedback is generally used for development purposes rather than for pay increases.

In order to ensure that performance appraisals are effective, Felicia, a line supervisor, should make sure to schedule a feedback session to address each subordinate's performance, progress, and future development plans.

Which appraisal method combines the benefits of narrative critical incidents and quantified scales by assigning scale points with specific examples of good or poor performance?

Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?

Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?

When a supervisor must criticize a subordinate in an appraisal interview, it is most important for the supervisor to ________.

When an employee's performance is so poor that a written warning is required, the warning should ________.

The forced distribution method is the simplest and most popular technique for appraising performance.

What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?

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