Question 1

Which of the following methods is also referred to as multi-rater assessment?

Accepted Answer

A) 360-degree feedback 
B) Essay appraisal 
C) Critical-incident appraisal 
D) Behaviorally anchored rating scale 
A) 360-degree feedback 
B) Essay appraisal 
C) Critical-incident appraisal 
D) Behaviorally anchored rating scale

Question 2

Personal characteristics used in performing a job are called:

Accepted Answer

A) effort. 
B) ability. 
C) needs. 
D) efficiencies. 
A) effort. 
B) ability. 
C) needs. 
D) efficiencies.

Question 3

Ability refers to the amount of energy an individual uses in performing a task.

Accepted Answer

A) True 
 B)False

Question 4

Generally,one of the responsibilities of managers in performance appraisals is to maintain a reporting system to ensure that appraisals are conducted on a timely basis.

Accepted Answer

A) True 
 B)False

Question 5

It is generally accepted that performance appraisals should be completed two or three times a year for most employees.

Accepted Answer

A) True 
 B)False

Question 6

____ refers to the amount of energy (physical and/or mental)an individual uses in performing a task.

Accepted Answer

A) Ability 
B) Optimization 
C) Perception 
D) Effort 
A) Ability 
B) Optimization 
C) Perception 
D) Effort

Question 7

Performance management systems present a more powerful incentive for diligent work when linked to the:

Accepted Answer

A) vendor contract negotiations. 
B) unstated agenda of the hierarchy. 
C) organizational reward system. 
D) formal organization chart. 
A) vendor contract negotiations. 
B) unstated agenda of the hierarchy. 
C) organizational reward system. 
D) formal organization chart.

Question 8

Describe management by objectives (MBO).

Accepted Answer

Management by objectives (MBO)is general

Question 9

Which of the following is a typical step in the MBO process?

Accepted Answer

A) Developing an operational plan indicating how objectives are to be achieved 
B) Measuring objective achievement 
C) Allowing the employee to implement the operational plan 
D) Taking preventive action when necessary 
A) Developing an operational plan indicating how objectives are to be achieved 
B) Measuring objective achievement 
C) Allowing the employee to implement the operational plan 
D) Taking preventive action when necessary

Question 10

An understanding of job descriptions is crucial in conducting performance appraisals.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is a suggestion for making performance appraisal systems more legally acceptable?

Accepted Answer

A) Derive the content of the appraisal system from job analyses. 
B) Emphasize personal traits rather than work behaviours. 
C) Ensure that the results of appraisals are not divulged to employees. 
D) Ensuring that personnel decisions are separated from performance appraisals. 
A) Derive the content of the appraisal system from job analyses. 
B) Emphasize personal traits rather than work behaviours. 
C) Ensure that the results of appraisals are not divulged to employees. 
D) Ensuring that personnel decisions are separated from performance appraisals.

Question 12

This rating method attempts to eliminate evaluator bias by making the rater rank statements that are seemingly indistinguishable or unrelated.

Accepted Answer

A) Forced-choice rating 
B) Graphic rating scale 
C) 360-degree feedback 
D) Critical-incident appraisal 
A) Forced-choice rating 
B) Graphic rating scale 
C) 360-degree feedback 
D) Critical-incident appraisal

Question 13

Jim,an operating manager at a financial services firm,is conducting a performance appraisal of the employees in his department,ranking them from the most to the least valuable.He lists the names of the employees to be rated on the left side of a sheet of paper.Then he chooses the most valuable employee on the list,crosses that name off the left-hand list,and puts it at the top of the column on the right-hand side of the paper.Next,he selects and crosses off the name of the least valuable employee from the left-hand column and moves it to the bottom of the right-hand column.Jim repeats this process for all of the names on the left-hand side of the paper.The resulting list of names in the right-hand column gives a ranking of the employees from most to least valuable.Identify the ranking method Jim is using.

Accepted Answer

A) Paired comparison ranking 
B) Forced distribution 
C) Alternation ranking 
D) Central tendency distribution 
A) Paired comparison ranking 
B) Forced distribution 
C) Alternation ranking 
D) Central tendency distribution

Question 14

In the checklist appraisal method,the rater indicates judgments using:

Accepted Answer

A) identical listings for every job category. 
B) paragraphs to describe relevant situations. 
C) yes-or-no responses. 
D) selection of agreement on a five-point scale. 
A) identical listings for every job category. 
B) paragraphs to describe relevant situations. 
C) yes-or-no responses. 
D) selection of agreement on a five-point scale.

Question 15

One of the more promising approaches to overcoming performance appraisal errors is to:

Accepted Answer

A) improve appraisers' rating skills. 
B) focus more on the particular instruments and less on overall performance. 
C) raise the tolerance level for errors. 
D) use a single,uniform method of appraisal. 
A) improve appraisers' rating skills. 
B) focus more on the particular instruments and less on overall performance. 
C) raise the tolerance level for errors. 
D) use a single,uniform method of appraisal.

Question 16

In the work standards approach to performance appraisal,standards usually reflect:

Accepted Answer

A) highly subjective factors. 
B) the benchmark of highest achievers in the job category. 
C) adaptations to office and service job types. 
D) average output of a typical employee. 
A) highly subjective factors. 
B) the benchmark of highest achievers in the job category. 
C) adaptations to office and service job types. 
D) average output of a typical employee.

Question 17

The Civil Service Reform Act permits the use of ranking methods for federal employees.

Accepted Answer

A) True 
 B)False

Question 18

Describe the behaviorally anchored rating scales (BARS).

Accepted Answer

The behaviorally anchored rating scale (

Question 19

A major advantage of BARS includes their simplicity and ease of development.

Accepted Answer

A) True 
 B)False

Which of the following methods is also referred to as multi-rater assessment?

Personal characteristics used in performing a job are called:

Ability refers to the amount of energy an individual uses in performing a task.

Generally,one of the responsibilities of managers in performance appraisals is to maintain a reporting system to ensure that appraisals are conducted on a timely basis.

It is generally accepted that performance appraisals should be completed two or three times a year for most employees.

____ refers to the amount of energy (physical and/or mental)an individual uses in performing a task.

Performance management systems present a more powerful incentive for diligent work when linked to the:

Describe management by objectives (MBO).

Which of the following is a typical step in the MBO process?

An understanding of job descriptions is crucial in conducting performance appraisals.

Which of the following is a suggestion for making performance appraisal systems more legally acceptable?

This rating method attempts to eliminate evaluator bias by making the rater rank statements that are seemingly indistinguishable or unrelated.

In the checklist appraisal method,the rater indicates judgments using:

One of the more promising approaches to overcoming performance appraisal errors is to:

In the work standards approach to performance appraisal,standards usually reflect:

The Civil Service Reform Act permits the use of ranking methods for federal employees.

Describe the behaviorally anchored rating scales (BARS).

A major advantage of BARS includes their simplicity and ease of development.

Human Resource Management: A Strategic Function

Equal Employment Opportunity: The Legal Environment

Implementing Equal Employment Opportunity

Job Analysis and Job Design

Human Resource Planning

Recruiting Employees

Selecting Employees

Orientation and Employee Training

Management and Organizational Development

Career Development

The Organizational Reward System

Base Wage and Salary Systems

Incentive Pay Systems

Employee Benefits

Employee Safety and Health

Employee Relations

The Legal Environment and Structure of Labor Unions

Union Organizing Campaigns and Collective Bargaining

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Exam 11: Performance Management Systems

Which of the following methods is also referred to as multi-rater assessment?

Personal characteristics used in performing a job are called:

Ability refers to the amount of energy an individual uses in performing a task.

Generally,one of the responsibilities of managers in performance appraisals is to maintain a reporting system to ensure that appraisals are conducted on a timely basis.

It is generally accepted that performance appraisals should be completed two or three times a year for most employees.

____ refers to the amount of energy (physical and/or mental)an individual uses in performing a task.

Performance management systems present a more powerful incentive for diligent work when linked to the:

Describe management by objectives (MBO).

Which of the following is a typical step in the MBO process?

An understanding of job descriptions is crucial in conducting performance appraisals.

Which of the following is a suggestion for making performance appraisal systems more legally acceptable?

This rating method attempts to eliminate evaluator bias by making the rater rank statements that are seemingly indistinguishable or unrelated.

In the checklist appraisal method,the rater indicates judgments using:

One of the more promising approaches to overcoming performance appraisal errors is to:

In the work standards approach to performance appraisal,standards usually reflect:

The Civil Service Reform Act permits the use of ranking methods for federal employees.

Describe the behaviorally anchored rating scales (BARS).

A major advantage of BARS includes their simplicity and ease of development.

Human Resource Management: A Strategic Function

Equal Employment Opportunity: The Legal Environment

Implementing Equal Employment Opportunity

Job Analysis and Job Design

Human Resource Planning

Recruiting Employees

Selecting Employees

Orientation and Employee Training

Management and Organizational Development

Career Development

The Organizational Reward System

Base Wage and Salary Systems

Incentive Pay Systems

Employee Benefits

Employee Safety and Health

Employee Relations

The Legal Environment and Structure of Labor Unions

Union Organizing Campaigns and Collective Bargaining

Filters