Exam 9: Performance Management

The simplest type of absolute rating system is _____,in which a rater describes,in writing,an employee's strengths,weaknesses,and potential,together with suggestions for improvement.

_____ error results when a rater assigns his/her ratings on the basis of the employee's most recent performance,and is most likely to occur when appraisals are done only after long periods.

A source of performance ratings that is probably more appropriate for counseling and development than for personnel decisions is:

Even if there is an excessive delay between effective performance and receipt of a reward,the reward still has great potential to motivate subsequent high performance.

After a performance appraisal interview,supervisors should communicate frequently with subordinates about their performance.

What type of team is assembled for a specific purpose and expected to disband after their task is completed?

Performance facilitation includes eliminating roadblocks,providing adequate resources,and paying careful attention to selection.

_____ are brief anecdotal reports by supervisors of things employees do that are particularly effective or ineffective in accomplishing parts of their jobs.

Results-oriented rating methods focus on employee behaviors,either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others.

Which of the following steps will NOT help to avoid legal difficulties in regard to performance appraisals?

________ feedback utilizes input from a variety of sources including managers,subordinates,peers and customers to provide a perspective on performance from all angles.

The term BARS stands for:

This approach assumes that a candid statement from a rater who is knowledgeable about an employee's performance is just as valid as more formal and more complicated rating methods.

What three things must be done well in order to define performance properly?

_____ is a process of managing that relies on goal-setting to establish objectives for the organization as a whole,for each department,for each manager within each department,and for each employee.

To assess adverse impact,organizations should keep accurate records of two factors define the applicant group?

The broad process of performance management requires that you do which things well:

Ranking methods that compare employees to one another are useful for generating initial rankings for purposes of employment decisions.

An administrative exercise that is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams is:

The process of encouraging performance is concerned with all of the following except: