Question 1

Employees working in isolation or possessing unique skills may be particularly suited to _____.

Accepted Answer

A)  multisource rating 
B)  self-rating 
C)  peer rating 
D)  outsider rating 
A)  multisource rating 
B)  self-rating 
C)  peer rating 
D)  outsider rating

Question 2

The entitlement approach of organizational culture links performance evaluations to employee compensation and development.

Accepted Answer

A) True 
 B)False

Question 3

_____ is especially useful when supervisors do not have the opportunity to observe each employee's performance but other work group members do.

Accepted Answer

A)  Self-rating 
B)  Employees rating managers 
C)  Peer rating 
D)  Outsider rating 
A)  Self-rating 
B)  Employees rating managers 
C)  Peer rating 
D)  Outsider rating

Question 4

Describe the appraisal interview.

Accepted Answer

The appraisal interview presents both an

Question 5

Which of the following statements is true of developing a performance-focused culture throughout the organization?

Accepted Answer

A)  Firms with performance-focused cultures have more positive performance than those with a maintenance-orientation culture. 
B)  In firms with a performance-focused culture, performance appraisal activities are seen as having few ties to performance and are primarily regarded as a "bureaucratic exercise." 
C)  Firms with performance-focused cultures do not usually provide training to managers and employees. 
D)  In firms with a performance-focused culture, adequate performance and stability dominate the firm. 
A)  Firms with performance-focused cultures have more positive performance than those with a maintenance-orientation culture. 
B)  In firms with a performance-focused culture, performance appraisal activities are seen as having few ties to performance and are primarily regarded as a "bureaucratic exercise." 
C)  Firms with performance-focused cultures do not usually provide training to managers and employees. 
D)  In firms with a performance-focused culture, adequate performance and stability dominate the firm.

Question 6

_____ require that managers directly evaluate the performance levels of their employees against one another, and these evaluations can provide useful information for performance management.

Accepted Answer

A)  Comparative methods 
B)  Category scaling methods 
C)  Narrative methods 
D)  Graphic rating scales 
A)  Comparative methods 
B)  Category scaling methods 
C)  Narrative methods 
D)  Graphic rating scales

Question 7

When a key part of performance management, the performance appraisal, is used to punish employees, _____.

Accepted Answer

A)  performance appraisal is less effective 
B)  performance management is more effective 
C)  performance management is less effective 
D)  performance appraisal is more effective 
A)  performance appraisal is less effective 
B)  performance management is more effective 
C)  performance management is less effective 
D)  performance appraisal is more effective

Question 8

Luke, an HR manager at Rexi LLC, is responsible for implementing a guided self-appraisal system using management by objectives in his organization. He has established objectives that are realistically attainable. Which of the following is typically the next step for Luke?

Accepted Answer

A)  Determining a satisfactory level of performance 
B)  Job review and agreement 
C)  Continuing performance discussions 
D)  Development of performance standards 
A)  Determining a satisfactory level of performance 
B)  Job review and agreement 
C)  Continuing performance discussions 
D)  Development of performance standards

Question 9

Which of the following isresults-based information?

Accepted Answer

A)  Sales volume 
B)  Customer satisfaction 
C)  Initiative 
D)  Teamwork 
A)  Sales volume 
B)  Customer satisfaction 
C)  Initiative 
D)  Teamwork

Question 10

The _____ occurs when a rater gives all employees an average rating.

Accepted Answer

A)  central tendency 
B)  leniency error 
C)  primacy effect 
D)  recency effect 
A)  central tendency 
B)  leniency error 
C)  primacy effect 
D)  recency effect

Question 11

_____ recognizes that for many jobs, employee performance is multidimensional and crosses departmental, organizational, and even national boundaries.

Accepted Answer

A)  Outsider rating 
B)  Peer rating 
C)  Self-rating 
D)  360-degree rating 
A)  Outsider rating 
B)  Peer rating 
C)  Self-rating 
D)  360-degree rating

Question 12

The _____ occurs when a manager uses only the lower part of the scale to rate employees.

Accepted Answer

A)  strictness error 
B)  primacy effect 
C)  leniency error 
D)  recency effect 
A)  strictness error 
B)  primacy effect 
C)  leniency error 
D)  recency effect

Question 13

Which of the following is a narrative method of performance appraisals?

Accepted Answer

A)  Forced distribution 
B)  Critical incident 
C)  Behavioral rating scales 
D)  Ranking 
A)  Forced distribution 
B)  Critical incident 
C)  Behavioral rating scales 
D)  Ranking

Question 14

What is multisource rating?

Accepted Answer

Multisource rating, or 360-degree feedba

Question 15

Which of the following statements is true of organizations that practice the entitlement approach?

Accepted Answer

A)  Employee rewards vary significantly from person to person and are based on individual performance differences. 
B)  Employee rewards vary little from person to person and are not much based on individual performance differences. 
C)  Employee rewards vary significantly from person to person and are not much based on individual performance differences. 
D)  Employee rewards vary little from person to person and are based on individual performance differences. 
A)  Employee rewards vary significantly from person to person and are based on individual performance differences. 
B)  Employee rewards vary little from person to person and are not much based on individual performance differences. 
C)  Employee rewards vary significantly from person to person and are not much based on individual performance differences. 
D)  Employee rewards vary little from person to person and are based on individual performance differences.

Question 16

The halo effect is the tendency to rate people relative to one another rather than against performance standards.

Accepted Answer

A) True 
 B)False

Question 17

Define performance management. What should a performance management system do?

Accepted Answer

Performance management is a series of ac

Question 18

The _____ is the tendency to rate people relative to one another rather than against performance standards.

Accepted Answer

A)  horns effect 
B)  contrast error 
C)  similar-to-me error 
D)  halo effect 
A)  horns effect 
B)  contrast error 
C)  similar-to-me error 
D)  halo effect

Question 19

Which of the following is true of organizations that practice a performance-driven approach?

Accepted Answer

A)  Employee rewards vary little from person to person and are not based on individual performance. 
B)  Performance appraisal activities are seen as being primarily a "bureaucratic exercise." 
C)  Employee rewards vary significantly from person to person and are not based on individual performance. 
D)  Performance evaluations link results to employee compensation and development. 
A)  Employee rewards vary little from person to person and are not based on individual performance. 
B)  Performance appraisal activities are seen as being primarily a "bureaucratic exercise." 
C)  Employee rewards vary significantly from person to person and are not based on individual performance. 
D)  Performance evaluations link results to employee compensation and development.

Question 20

In the performance-driven organizational culture, employee rewards vary little from person to person and are not much based on individual performance differences.

Accepted Answer

A) True 
 B)False

Employees working in isolation or possessing unique skills may be particularly suited to _____.

The entitlement approach of organizational culture links performance evaluations to employee compensation and development.

_____ is especially useful when supervisors do not have the opportunity to observe each employee's performance but other work group members do.

Describe the appraisal interview.

Which of the following statements is true of developing a performance-focused culture throughout the organization?

_____ require that managers directly evaluate the performance levels of their employees against one another, and these evaluations can provide useful information for performance management.

When a key part of performance management, the performance appraisal, is used to punish employees, _____.

Luke, an HR manager at Rexi LLC, is responsible for implementing a guided self-appraisal system using management by objectives in his organization. He has established objectives that are realistically attainable. Which of the following is typically the next step for Luke?

Which of the following isresults-based information?

The _____ occurs when a rater gives all employees an average rating.

_____ recognizes that for many jobs, employee performance is multidimensional and crosses departmental, organizational, and even national boundaries.

The _____ occurs when a manager uses only the lower part of the scale to rate employees.

Which of the following is a narrative method of performance appraisals?

What is multisource rating?

Which of the following statements is true of organizations that practice the entitlement approach?

The halo effect is the tendency to rate people relative to one another rather than against performance standards.

Define performance management. What should a performance management system do?

The _____ is the tendency to rate people relative to one another rather than against performance standards.

Which of the following is true of organizations that practice a performance-driven approach?

In the performance-driven organizational culture, employee rewards vary little from person to person and are not much based on individual performance differences.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 10: Performance Management and Appraisal

Employees working in isolation or possessing unique skills may be particularly suited to _____.

The entitlement approach of organizational culture links performance evaluations to employee compensation and development.

_____ is especially useful when supervisors do not have the opportunity to observe each employee's performance but other work group members do.

Describe the appraisal interview.

Which of the following statements is true of developing a performance-focused culture throughout the organization?

_____ require that managers directly evaluate the performance levels of their employees against one another, and these evaluations can provide useful information for performance management.

When a key part of performance management, the performance appraisal, is used to punish employees, _____.

Luke, an HR manager at Rexi LLC, is responsible for implementing a guided self-appraisal system using management by objectives in his organization. He has established objectives that are realistically attainable. Which of the following is typically the next step for Luke?

Which of the following isresults-based information?

The _____ occurs when a rater gives all employees an average rating.

_____ recognizes that for many jobs, employee performance is multidimensional and crosses departmental, organizational, and even national boundaries.

The _____ occurs when a manager uses only the lower part of the scale to rate employees.

Which of the following is a narrative method of performance appraisals?

What is multisource rating?

Which of the following statements is true of organizations that practice the entitlement approach?

The halo effect is the tendency to rate people relative to one another rather than against performance standards.

Define performance management. What should a performance management system do?

The _____ is the tendency to rate people relative to one another rather than against performance standards.

Which of the following is true of organizations that practice a performance-driven approach?

In the performance-driven organizational culture, employee rewards vary little from person to person and are not much based on individual performance differences.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters