Question 1

As a peer appraiser,why might you be tempted to give your colleagues a low rating?

Accepted Answer

A)  rating errors can be balanced out 
B)  a limited amount of merit pay is available 
C)  conflict and ill will among peers is reduced 
D)  you all can benefit if you rate each other low 
A)  rating errors can be balanced out 
B)  a limited amount of merit pay is available 
C)  conflict and ill will among peers is reduced 
D)  you all can benefit if you rate each other low B

Question 2

Which source of appraisals can be expected to work well only in high-involvement organizations?

Accepted Answer

A)  peers 
B)  supervisors 
C)  self 
D)  subordinates 
A)  peers 
B)  supervisors 
C)  self 
D)  subordinates D

Question 3

What two key elements make management by objectives a highly effective approach to employee motivation?

Accepted Answer

A)  goals and feedback 
B)  trust and open communication 
C)  core competencies and engagement 
D)  involvement and business strategy 
A)  goals and feedback 
B)  trust and open communication 
C)  core competencies and engagement 
D)  involvement and business strategy A

Question 4

In general,research suggests which source of appraisals is more lenient in making their ratings?

Accepted Answer

A)  supervisors 
B)  customers 
C)  peers 
D)  professional raters 
A)  supervisors 
B)  customers 
C)  peers 
D)  professional raters

Question 5

From your perspective as a compensation officer,which of the following is the most important category of reasons for doing performance appraisals?

Accepted Answer

A)  supervisory 
B)  administrative 
C)  developmental 
D)  symbolic 
A)  supervisory 
B)  administrative 
C)  developmental 
D)  symbolic

Question 6

A major reason why performance appraisals may not work effectively is that they are applied in circumstances which are not appropriate.

Accepted Answer

A) True 
 B)False

Question 7

Work teams can be highly effective without the use of individual performance pay.

Accepted Answer

A) True 
 B)False

Question 8

Identify and describe the various perceptual errors that can affect appraisal accuracy.

Accepted Answer

Perceptual errors that can undermine app

Question 9

You have designed your merit pay grid so that employees with a "satisfactory" performance rating receive no merit increase if they are in the third and fourth quartiles,and a 3 or 4 percent merit increase if they are in the first or second quartile. What is the logic behind your decision?

Accepted Answer

A)  You believe employees paid above the midpoint have already been rewarded for "satisfactory" work. 
B)  You believe this practice ensures procedural justice. 
C)  You believe it is important to maintain a compa-ratio of less than 1. 
D)  You believe pay raises should constitute a "just noticeable difference". 
A)  You believe employees paid above the midpoint have already been rewarded for "satisfactory" work. 
B)  You believe this practice ensures procedural justice. 
C)  You believe it is important to maintain a compa-ratio of less than 1. 
D)  You believe pay raises should constitute a "just noticeable difference".

Question 10

Which of the following is not a key element of performance management?

Accepted Answer

A)  goal setting 
B)  encouragement and support 
C)  feedback 
D)  multi-source input 
A)  goal setting 
B)  encouragement and support 
C)  feedback 
D)  multi-source input

Question 11

Identify the key characteristics and advantages of 360-degree feedback appraisal system.

Accepted Answer

This is an appraisal system that utilize

Question 12

According to the author's research,which of the following sources is used by the majority of Canadian employers?

Accepted Answer

A)  supervisory and self-appraisals 
B)  only supervisory appraisals 
C)  360-degree feedback 
D)  supervisory, self and peer appraisals 
A)  supervisory and self-appraisals 
B)  only supervisory appraisals 
C)  360-degree feedback 
D)  supervisory, self and peer appraisals

Question 13

What advantage does traditional superior-only ratings have over 360-degree systems?

Accepted Answer

A)  They are fair. 
B)  They are more accurate. 
C)  They work better for determining merit pay. 
D)  They are more credible to the recipient. 
A)  They are fair. 
B)  They are more accurate. 
C)  They work better for determining merit pay. 
D)  They are more credible to the recipient.

Question 14

Which of the following methods provides the supervisor with a "second opinion" of the employee's performance,and may reduce bias?

Accepted Answer

A)  behavioural observations scales 
B)  performance management 
C)  field review 
D)  critical incident reports 
A)  behavioural observations scales 
B)  performance management 
C)  field review 
D)  critical incident reports

Question 15

Which source is much less accurate in assessing the performance of managers?

Accepted Answer

A)  peers 
B)  professional raters 
C)  subordinates 
D)  supervisors 
A)  peers 
B)  professional raters 
C)  subordinates 
D)  supervisors

Question 16

What key factor determines the effectiveness of the appraisal process?

Accepted Answer

A)  the validity of the appraisal method 
B)  the quality of the relationship between the supervisor and subordinates 
C)  the performance score 
D)  employee satisfaction 
A)  the validity of the appraisal method 
B)  the quality of the relationship between the supervisor and subordinates 
C)  the performance score 
D)  employee satisfaction

Question 17

Used because of its ease,low cost,and "face" validity,which absolute system of performance appraisal is generally considered to be one of the least reliable or valid approaches to performance evaluation?

Accepted Answer

A)  behaviourally anchored rating scales 
B)  graphic rating scale 
C)  behavioural observation scale 
D)  ranking 
A)  behaviourally anchored rating scales 
B)  graphic rating scale 
C)  behavioural observation scale 
D)  ranking

Question 18

Define and describe the key elements of performance management.

Accepted Answer

Performance management is a method for i

Question 19

What major advantage does BOS have over BARS?

Accepted Answer

A)  Frequency of a given behaviour is easy to judge. 
B)  Once an item is selected their is no need to develop detailed definitions for each scale point. 
C)  BOS may actually be more subjective. 
D)  BOS specifically identifies the behaviour that will be rated. 
A)  Frequency of a given behaviour is easy to judge. 
B)  Once an item is selected their is no need to develop detailed definitions for each scale point. 
C)  BOS may actually be more subjective. 
D)  BOS specifically identifies the behaviour that will be rated.

Question 20

Which of the following best explains why you consistently rate the employees in your department worse than they really deserve because one of your employees is an exceptional performer?

Accepted Answer

A)  halo error 
B)  recency effect 
C)  harshness effect 
D)  contrast effect 
A)  halo error 
B)  recency effect 
C)  harshness effect 
D)  contrast effect

As a peer appraiser,why might you be tempted to give your colleagues a low rating?

Which source of appraisals can be expected to work well only in high-involvement organizations?

What two key elements make management by objectives a highly effective approach to employee motivation?

In general,research suggests which source of appraisals is more lenient in making their ratings?

From your perspective as a compensation officer,which of the following is the most important category of reasons for doing performance appraisals?

A major reason why performance appraisals may not work effectively is that they are applied in circumstances which are not appropriate.

Work teams can be highly effective without the use of individual performance pay.

Identify and describe the various perceptual errors that can affect appraisal accuracy.

You have designed your merit pay grid so that employees with a "satisfactory" performance rating receive no merit increase if they are in the third and fourth quartiles,and a 3 or 4 percent merit increase if they are in the first or second quartile. What is the logic behind your decision?

Which of the following is not a key element of performance management?

Identify the key characteristics and advantages of 360-degree feedback appraisal system.

According to the author's research,which of the following sources is used by the majority of Canadian employers?

What advantage does traditional superior-only ratings have over 360-degree systems?

Which of the following methods provides the supervisor with a "second opinion" of the employee's performance,and may reduce bias?

Which source is much less accurate in assessing the performance of managers?

What key factor determines the effectiveness of the appraisal process?

Used because of its ease,low cost,and "face" validity,which absolute system of performance appraisal is generally considered to be one of the least reliable or valid approaches to performance evaluation?

Define and describe the key elements of performance management.

What major advantage does BOS have over BARS?

Which of the following best explains why you consistently rate the employees in your department worse than they really deserve because one of your employees is an exceptional performer?

A Road Map to Effective Communication

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters

Exam 10: Evaluating Individuals

As a peer appraiser,why might you be tempted to give your colleagues a low rating?

Which source of appraisals can be expected to work well only in high-involvement organizations?

What two key elements make management by objectives a highly effective approach to employee motivation?

In general,research suggests which source of appraisals is more lenient in making their ratings?

From your perspective as a compensation officer,which of the following is the most important category of reasons for doing performance appraisals?

A major reason why performance appraisals may not work effectively is that they are applied in circumstances which are not appropriate.

Work teams can be highly effective without the use of individual performance pay.

Identify and describe the various perceptual errors that can affect appraisal accuracy.

You have designed your merit pay grid so that employees with a "satisfactory" performance rating receive no merit increase if they are in the third and fourth quartiles,and a 3 or 4 percent merit increase if they are in the first or second quartile. What is the logic behind your decision?

Which of the following is not a key element of performance management?

Identify the key characteristics and advantages of 360-degree feedback appraisal system.

According to the author's research,which of the following sources is used by the majority of Canadian employers?

What advantage does traditional superior-only ratings have over 360-degree systems?

Which of the following methods provides the supervisor with a "second opinion" of the employee's performance,and may reduce bias?

Which source is much less accurate in assessing the performance of managers?

What key factor determines the effectiveness of the appraisal process?

Used because of its ease,low cost,and "face" validity,which absolute system of performance appraisal is generally considered to be one of the least reliable or valid approaches to performance evaluation?

Define and describe the key elements of performance management.

What major advantage does BOS have over BARS?

Which of the following best explains why you consistently rate the employees in your department worse than they really deserve because one of your employees is an exceptional performer?

A Road Map to Effective Communication

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters