Exam 10: Evaluating Individuals

What performance appraisal method requires that management identify specific characteristics relevant to good job performance, and is described as simplistic, while suffering from reliability and validity issues?

John has fabulous interpersonal skills. This causes raters to ignore some of his weaknesses, which include time management, technical, and leadership skills. Which of the following perceptual errors is likely impacting John's rating?

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

What major advantage does BOS have over BARS?

As a supervisor you have a tendency to rate all employees as "average" in everything. You are guilty of using what perceptual error?

According to the author's research, which of the following sources do the majority of Canadian employers use?

One of the main drawbacks of ranking and forced distribution is that it offers an employee very little developmental opportunity via feedback

Evidence appears to support the notion that supervisors often have desired outcomes in mind before they start a performance appraisal process.

There are several critical issues that need to be addressed in designing an effective merit system. Which of the following is NOT identified as a critical issue in the textbook?

Which performance appraisal method could be described as "win-lose," creating a situation whereby in order to improve his/her standing, an employee has to displace another team or department member?

Identify and briefly explain the main categories of reasons for doing appraisals.

A particular organization uses a forced ranking system to appraise employees. As a peer appraiser, why might an employee be tempted to give colleagues a low rating?

Which of the following is NOT a source of performance appraisals?

The 360-degree feedback method usually gathers data/information from three sources: subordinates, supervisors, and at times, customers.

If a performance appraisal process is deemed to be valid, then it must also be reliable.

Define and describe the key elements of performance management.

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

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

Karen's performance appraisal provided almost identical results when six different managers evaluated her performance. Which of the following conclusions could you make about the performance appraisal process experienced by Karen?

Which of the following statements regarding the notion of performance management is NOT accurate?