Exam 10: Performance Management and Appraisal

The recency effect occurs when a rater gives greater weight to information received first when appraising an individual's performance.

The contrast error occurs when a rater scores an employee high on all job criteria because of performance in one area.

The forced distribution method lists the individuals being rated from highest to lowest based on their performance levels and relative contributions.

Discuss the administrative and developmental uses of performance appraisals.

An informal appraisal is used when a system is in place to report managerial impressions and observations on employee performance and feature a regular time interval.

In the critical incident method, the manager keeps a written record of both highly favorable and unfavorable actions performed by an employee during the entire rating period.

Which of the following is typically the last stage in implementing a guided self-appraisal system using MBO?

A disadvantage of the outsider rating approach is that outsiders may not know the important demands within the work group or organization.

What are the common employee performance measures?

Describe the different types of performance information.

The _____ occurs when a rater gives greater weight to information received first when appraising an individual's performance.

If the rater has seen only a small specimen of the person's work, an appraisal may be subject to _____.

Which of the following is trait-based information?

Which of the following is a subjective measure of performance?

Describe Multisource/360-degree rating.

When creating a BARS system, identifying important job dimensions, which are the most important performance factors in a job description, is done first.

A major concern for managers in performance management is how to emphasize the positive aspects of the employee's performance while still discussing ways to make needed improvements.

Describe the developmental uses of performance appraisals.

Performance appraisal is the entire series of activities designed to ensure that the organization gets the performance it needs from its employees.

Peer and team ratings are especially useful only when supervisors have the opportunity to observe each employee's performance.