Question 1

Which of the following is not true regarding self-ratings? Self-ratings:

Accepted Answer

A)  tend to be lenient. 
B)  are best used for development. 
C)  are often used as the first step in the appraisal process. 
D)  tend to be more reliable than peer ratings. 
A)  tend to be lenient. 
B)  are best used for development. 
C)  are often used as the first step in the appraisal process. 
D)  tend to be more reliable than peer ratings.

Question 2

What are the key suggestions for an effective performance appraisal process?

Accepted Answer

The key elements of an effective perform

Question 3

What is the significance of promotions as a pay-for-performance tool?

Accepted Answer

Giving salary raises along with promotio

Question 4

Merit guidelines allocate pay increases based upon:

Accepted Answer

A)  seniority and performance. 
B)  performance level. 
C)  performance level and employee position in their pay grade. 
D)  performance and size of merit budget. 
A)  seniority and performance. 
B)  performance level. 
C)  performance level and employee position in their pay grade. 
D)  performance and size of merit budget.

Question 5

The most reliable performance ratings are done by:

Accepted Answer

A)  peers. 
B)  supervisors. 
C)  customers. 
D)  self. 
A)  peers. 
B)  supervisors. 
C)  customers. 
D)  self.

Question 6

Which of the following are not true regarding performance appraisals?

Accepted Answer

A)  Race has no effect in layoff decisions. 
B)  Males are rated higher than females. 
C)  Raters with traditional stereotypes rate females less accurately. 
D)  Variation in performance affects ratings. 
A)  Race has no effect in layoff decisions. 
B)  Males are rated higher than females. 
C)  Raters with traditional stereotypes rate females less accurately. 
D)  Variation in performance affects ratings.

Question 7

Workers who start out as high performers but decline,are rated slightly higher than those whose performance is consistently low.

Accepted Answer

A) True 
 B)False

Question 8

Which is the most popular appraisal method which uses outcomes as a standard?

Accepted Answer

The most common form is management by ob

Question 9

The first question in designing merit guidelines is how much of an increase does it take for employees to recognize the raise as a real increase.

Accepted Answer

A) True 
 B)False

Question 10

In most Asian cultures,employees do not welcome performance feedback.

Accepted Answer

A) True 
 B)False

Question 11

List the areas of errors in the performance appraisal process.

Accepted Answer

Errors can occur at any stage

Question 12

Subordinate ratings are more accurate when they are not anonymous.

Accepted Answer

A) True 
 B)False

Question 13

First impression error is to _____ error as leniency error is to severity error.

Accepted Answer

A)  halo 
B)  horn 
C)  recency 
D)  clone 
A)  halo 
B)  horn 
C)  recency 
D)  clone

Question 14

Which one of the following is generally not true of management by objectives?

Accepted Answer

A)  Individual goals are linked to the company's strategic goals. 
B)  Performance is determined based upon the extent of goal achievement. 
C)  Goals are established by management and assigned to individual employees. 
D)  Manager and subordinate have performance-related discussions during the rating period. 
A)  Individual goals are linked to the company's strategic goals. 
B)  Performance is determined based upon the extent of goal achievement. 
C)  Goals are established by management and assigned to individual employees. 
D)  Manager and subordinate have performance-related discussions during the rating period.

Question 15

Telling raters that sometimes the work environment and system affect job performance more than the individual employee's behavior:

Accepted Answer

A)  helps improve inter-reliability. 
B)  leads to higher ratings. 
C)  has very little effect on ratings. 
D)  leads to lower ratings. 
A)  helps improve inter-reliability. 
B)  leads to higher ratings. 
C)  has very little effect on ratings. 
D)  leads to lower ratings.

Question 16

The most common form of outcomes-based appraisal is:

Accepted Answer

A)  the essay method. 
B)  MBO. 
C)  the performance standards review. 
D)  the BARS. 
A)  the essay method. 
B)  MBO. 
C)  the performance standards review. 
D)  the BARS.

Question 17

A recommended practice for appraisal interviews is to have the employee complete a self-appraisal form prior to the appraisal interview.

Accepted Answer

A) True 
 B)False

Question 18

Among peer raters,the most objective evaluations are given by:

Accepted Answer

A)  more experienced workers. 
B)  workers who are not close friends with ratees. 
C)  high performing workers. 
D)  low performing workers. 
A)  more experienced workers. 
B)  workers who are not close friends with ratees. 
C)  high performing workers. 
D)  low performing workers.

Question 19

_____ errors are the most difficult form of error to eliminate.

Accepted Answer

A)  Clone 
B)  Leniency 
C)  Central tendency 
D)  Halo 
A)  Clone 
B)  Leniency 
C)  Central tendency 
D)  Halo

Question 20

Why is it pertinent to define behavioral expectations for highly routine tasks?

Accepted Answer

Only for highly routine,mechanistic task

Which of the following is not true regarding self-ratings? Self-ratings:

What are the key suggestions for an effective performance appraisal process?

What is the significance of promotions as a pay-for-performance tool?

Merit guidelines allocate pay increases based upon:

The most reliable performance ratings are done by:

Which of the following are not true regarding performance appraisals?

Workers who start out as high performers but decline,are rated slightly higher than those whose performance is consistently low.

Which is the most popular appraisal method which uses outcomes as a standard?

The first question in designing merit guidelines is how much of an increase does it take for employees to recognize the raise as a real increase.

In most Asian cultures,employees do not welcome performance feedback.

List the areas of errors in the performance appraisal process.

Subordinate ratings are more accurate when they are not anonymous.

First impression error is to _____ error as leniency error is to severity error.

Which one of the following is generally not true of management by objectives?

Telling raters that sometimes the work environment and system affect job performance more than the individual employee's behavior:

The most common form of outcomes-based appraisal is:

A recommended practice for appraisal interviews is to have the employee complete a self-appraisal form prior to the appraisal interview.

Among peer raters,the most objective evaluations are given by:

_____ errors are the most difficult form of error to eliminate.

Why is it pertinent to define behavioral expectations for highly routine tasks?

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 11: Performance Appraisals

Which of the following is not true regarding self-ratings? Self-ratings:

What are the key suggestions for an effective performance appraisal process?

What is the significance of promotions as a pay-for-performance tool?

Merit guidelines allocate pay increases based upon:

The most reliable performance ratings are done by:

Which of the following are not true regarding performance appraisals?

Workers who start out as high performers but decline,are rated slightly higher than those whose performance is consistently low.

Which is the most popular appraisal method which uses outcomes as a standard?

The first question in designing merit guidelines is how much of an increase does it take for employees to recognize the raise as a real increase.

In most Asian cultures,employees do not welcome performance feedback.

List the areas of errors in the performance appraisal process.

Subordinate ratings are more accurate when they are not anonymous.

First impression error is to _____ error as leniency error is to severity error.

Which one of the following is generally not true of management by objectives?

Telling raters that sometimes the work environment and system affect job performance more than the individual employee's behavior:

The most common form of outcomes-based appraisal is:

A recommended practice for appraisal interviews is to have the employee complete a self-appraisal form prior to the appraisal interview.

Among peer raters,the most objective evaluations are given by:

_____ errors are the most difficult form of error to eliminate.

Why is it pertinent to define behavioral expectations for highly routine tasks?

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters