Exam 11: Performance Appraisals

Which of the following is not one of the dimensions on which an appraisal format is evaluated?

Requiring raters to provide written justification of their ratings improves rating accuracy.

Raters who are low on conscientiousness and very agreeable tend to:

Ratings of high performing employees tend to be accurate since supervisors are not embarrassed to give praise.

The best appraisal format for employee development is:

The major complaint of both managers and employees regarding the appraisal process is that:

MBO requires more paperwork than other rating methods and increases both performance pressure and stress.

As the compensation manager for a small company,the CEO has asked you to explain why an experienced supervisor gave many employees who reported to her inaccurate performance ratings this year.Which of the following factor is not a likely cause for the behavior? The supervisor:

If the work of a secretary is judged by the number of words per minute and errors per page,the measure is:

Describe the paired comparison method of appraisal.

All of the following are categories of rater training except _____ training.

Last year your performance was not very good and your performance rating was below average,but this year you have done very well exceeding your performance goals.To your surprise,your boss gives you just an average performance rating.What error has your boss most likely committed?

Though raters typically store information about worker performance accurately,when they recall information,it is in terms of trait categories.

When a job involves less routine tasks,but an outcome can be specified,an excellent rating format is:

Teaching raters what constitutes good,average,and poor performance is _____ training.

Performance-dimension training provides raters with a standard of comparison or frame of reference for making appraisals.

Which of the following types of rankings would be least preferred by managers of more than 10-15 employees?

The main problem of use of merit pay is how to get employees to view raises as a reward for performance.

In _____ ranking,raters look at a list of employees,decide who the best employee is,and cross that person's name off the list.From the remaining names,the manager decides who the worst employee is and crosses that name off the list-and so forth.

All of the following are strengths of 360-degree feedback except that it: