Question 1

Performance evaluations based on traits are too vague to use as the basis for performance-based HR decisions.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following would be a developmental function of performance appraisal?

Accepted Answer

A) communicating performance expectations to the employee 
B) permitting the employee to comment on the supervisor's performance 
C) identifying areas in which the employee might wish to grow 
D) linking performance appraisal with the possibility of termination 
A) communicating performance expectations to the employee 
B) permitting the employee to comment on the supervisor's performance 
C) identifying areas in which the employee might wish to grow 
D) linking performance appraisal with the possibility of termination

Question 3

Performance appraisals have two general, but often conflicting uses. Which of the following are they?

Accepted Answer

A) salary administration and discipline 
B) administrative and developmental 
C) training and development 
D) coaching and career planning 
A) salary administration and discipline 
B) administrative and developmental 
C) training and development 
D) coaching and career planning

Question 4

Which of the following is NOT one of the ultimate organizational results of a performance management system?

Accepted Answer

A) the degree of employee satisfaction 
B) the meeting of organizational goals. 
C) the level of coordination between performance and pay 
D) the level of employee performance 
A) the degree of employee satisfaction 
B) the meeting of organizational goals. 
C) the level of coordination between performance and pay 
D) the level of employee performance

Question 5

Describe several types of rater error that can undermine the performance appraisal process.

Accepted Answer

Problems of varying standards occur when

Question 6

Team appraisals pose several difficulties. Which of the following is NOT a problem?

Accepted Answer

A) Team members may rate themselves highest. 
B) Team members may see their teamwork suffer after the appraisals. 
C) Team members may soften their appraisals to spare feelings. 
D) Team members may use the appraisal as an excuse to attack other team members. 
A) Team members may rate themselves highest. 
B) Team members may see their teamwork suffer after the appraisals. 
C) Team members may soften their appraisals to spare feelings. 
D) Team members may use the appraisal as an excuse to attack other team members.

Question 7

The purpose of developmental feedback is to compare individuals to one another.

Accepted Answer

A) True 
 B)False

Question 8

Individual motivation, a variable that affects ability, is often absent from the performance equation.

Accepted Answer

A) True 
 B)False

Question 9

Multisource appraisal recognizes that the manager is no longer the sole source of performance appraisal information. Which of these terms is most associated with this kind of appraisal?

Accepted Answer

A) outside raters 
B) peer evaluation 
C) 360-degree rating 
D) team appraisal 
A) outside raters 
B) peer evaluation 
C) 360-degree rating 
D) team appraisal

Question 10

Multiple job criteria are common in many jobs.

Accepted Answer

A) True 
 B)False

Question 11

Which hint for managers conducting appraisal interviews is the LEAST helpful?

Accepted Answer

A) Consider your own role in the subordinate's performance. 
B) Focus on the past. 
C) Allow the subordinate to talk. 
D) Be specific about reasons for the ratings. 
A) Consider your own role in the subordinate's performance. 
B) Focus on the past. 
C) Allow the subordinate to talk. 
D) Be specific about reasons for the ratings.

Question 12

The two roles of appraisal-administrative decision-making and development-often conflict, so the developmental role is gradually being absorbed into the HR function of training and employee development.

Accepted Answer

A) True 
 B)False

Question 13

Which statement accurately characterizes informal appraisals?

Accepted Answer

A) Informal appraisals should be deferred when time is an issue. 
B) Unscheduled informal appraisals would disrupt the day-to-day working relationship between a manager and an employee. 
C) On-the-spot examinations of a piece of work are unacceptable due to privacy issues. 
D) Frequent informal feedback to employees can prevent surprises later when the formal evaluation is communicated. 
A) Informal appraisals should be deferred when time is an issue. 
B) Unscheduled informal appraisals would disrupt the day-to-day working relationship between a manager and an employee. 
C) On-the-spot examinations of a piece of work are unacceptable due to privacy issues. 
D) Frequent informal feedback to employees can prevent surprises later when the formal evaluation is communicated.

Question 14

Which statement presents a major disadvantage of the BARS method of performance appraisal?

Accepted Answer

A) The method requires various appraisal forms to accommodate different types of jobs. 
B) The use of technical terms in the scales hampers the raters. 
C) The BARS format does not offer substantial advantages over other scale formats. 
D) The rating scales are often developed by different people that will eventually use them. 
A) The method requires various appraisal forms to accommodate different types of jobs. 
B) The use of technical terms in the scales hampers the raters. 
C) The BARS format does not offer substantial advantages over other scale formats. 
D) The rating scales are often developed by different people that will eventually use them.

Question 15

Management by objectives evaluates managers by the extent to which the organization has met its goals.

Accepted Answer

A) True 
 B)False

Question 16

Performance appraisal feedback can cause change in the subordinate's behaviour. In order to achieve change, which of the following needs to be provided?

Accepted Answer

A) admission by the manager that he/she played a role in the subordinate's poor performance 
B) punishment connected with poor performance 
C) specific suggestions for action 
D) a specific reward attached to improved performance 
A) admission by the manager that he/she played a role in the subordinate's poor performance 
B) punishment connected with poor performance 
C) specific suggestions for action 
D) a specific reward attached to improved performance

Question 17

Marcia must evaluate an aggressive and obnoxious subordinate, Claude. In previous years, Claude has had satisfactory performance appraisals, but this year Claude's performance has slipped to "not meeting expectations." Marcia is concerned that giving Claude negative feedback will be unpleasant and perhaps cause conflict and loss of morale among co-workers. Which of the following statements provides the best advice for Marcia?

Accepted Answer

A) Have company security present when Marcia gives Claude his performance appraisal. 
B) Fire Claude because "not meeting expectations" cannot be tolerated for even a short period. 
C) Give Claude his true performance appraisal, and be well prepared with documentation to discuss the reasons for his appraisal. 
D) Give Claude the same performance appraisal he had last year. He is obviously a dangerous person. 
A) Have company security present when Marcia gives Claude his performance appraisal. 
B) Fire Claude because "not meeting expectations" cannot be tolerated for even a short period. 
C) Give Claude his true performance appraisal, and be well prepared with documentation to discuss the reasons for his appraisal. 
D) Give Claude the same performance appraisal he had last year. He is obviously a dangerous person.

Question 18

From a legal point of view, limiting managerial discretion in performance appraisal is good.

Accepted Answer

A) True 
 B)False

Question 19

Curtis supervises a large number of clerical employees. Several of his subordinates have had babies this year. Curtis has considered this when conducting the performance appraisals of these subordinates because he knows that new mothers are frequently sleep-deprived and that this can negatively affect their accuracy and performance levels. Curtis raises these employees' evaluations higher than what objectively they should have been. Which kind of error has Curtis committed?

Accepted Answer

A) varying standards 
B) leniency 
C) contrast 
D) similar to me 
A) varying standards 
B) leniency 
C) contrast 
D) similar to me

Question 20

Performance appraisals can be conducted effectively by anyone familiar with the employee's on-the-job performance.

Accepted Answer

A) True 
 B)False

Performance evaluations based on traits are too vague to use as the basis for performance-based HR decisions.

Which of the following would be a developmental function of performance appraisal?

Performance appraisals have two general, but often conflicting uses. Which of the following are they?

Which of the following is NOT one of the ultimate organizational results of a performance management system?

Describe several types of rater error that can undermine the performance appraisal process.

Team appraisals pose several difficulties. Which of the following is NOT a problem?

The purpose of developmental feedback is to compare individuals to one another.

Individual motivation, a variable that affects ability, is often absent from the performance equation.

Multisource appraisal recognizes that the manager is no longer the sole source of performance appraisal information. Which of these terms is most associated with this kind of appraisal?

Multiple job criteria are common in many jobs.

Which hint for managers conducting appraisal interviews is the LEAST helpful?

The two roles of appraisal-administrative decision-making and development-often conflict, so the developmental role is gradually being absorbed into the HR function of training and employee development.

Which statement accurately characterizes informal appraisals?

Which statement presents a major disadvantage of the BARS method of performance appraisal?

Management by objectives evaluates managers by the extent to which the organization has met its goals.

Performance appraisal feedback can cause change in the subordinate's behaviour. In order to achieve change, which of the following needs to be provided?

From a legal point of view, limiting managerial discretion in performance appraisal is good.

Performance appraisals can be conducted effectively by anyone familiar with the employee's on-the-job performance.

Changing Nature of Human Resources Management

Strategic HR Management and Planning

Legal Environment of Equal Employment and Diversity

Redefining Jobs and Job Analysis

Recruiting in Labour Markets

Selection of Human Resources

Training Human Resources

Talent Management and Development

Compensation Strategies and Practices

Variable Pay and Executive Compensation

Managing Employee Benefits

Health, Safety, and Security and Risk Management

Employee Rights and Discipline

Unionmanagement Relations

Filters

Exam 9: Performance Management and Appraisal

Performance evaluations based on traits are too vague to use as the basis for performance-based HR decisions.

Which of the following would be a developmental function of performance appraisal?

Performance appraisals have two general, but often conflicting uses. Which of the following are they?

Which of the following is NOT one of the ultimate organizational results of a performance management system?

Describe several types of rater error that can undermine the performance appraisal process.

Team appraisals pose several difficulties. Which of the following is NOT a problem?

The purpose of developmental feedback is to compare individuals to one another.

Individual motivation, a variable that affects ability, is often absent from the performance equation.

Multisource appraisal recognizes that the manager is no longer the sole source of performance appraisal information. Which of these terms is most associated with this kind of appraisal?

Multiple job criteria are common in many jobs.

Which hint for managers conducting appraisal interviews is the LEAST helpful?

The two roles of appraisal-administrative decision-making and development-often conflict, so the developmental role is gradually being absorbed into the HR function of training and employee development.

Which statement accurately characterizes informal appraisals?

Which statement presents a major disadvantage of the BARS method of performance appraisal?

Management by objectives evaluates managers by the extent to which the organization has met its goals.

Performance appraisal feedback can cause change in the subordinate's behaviour. In order to achieve change, which of the following needs to be provided?

From a legal point of view, limiting managerial discretion in performance appraisal is good.

Performance appraisals can be conducted effectively by anyone familiar with the employee's on-the-job performance.

Changing Nature of Human Resources Management

Strategic HR Management and Planning

Legal Environment of Equal Employment and Diversity

Redefining Jobs and Job Analysis

Recruiting in Labour Markets

Selection of Human Resources

Training Human Resources

Talent Management and Development

Compensation Strategies and Practices

Variable Pay and Executive Compensation

Managing Employee Benefits

Health, Safety, and Security and Risk Management

Employee Rights and Discipline

Unionmanagement Relations

Filters