Question 1

Keeping a performance diary can help employers defend against discrimination charges stemming from performance ratings.

Accepted Answer

A) True 
 B)False  True

Question 2

During the performance review of her employees, Sarah gives higher ratings to employees from her hometown, Oklahoma, as she believes that people from Oklahoma are hard working and trustworthy.Which of the following rating errors is Sarah exhibiting?

Accepted Answer

A) Severity error 
B) Horn error 
C) Spillover error 
D) Clone error 
A) Severity error 
B) Horn error 
C) Spillover error 
D) Clone error D

Question 3

Supervisors tend to weigh negative attributes more heavily than positive attributes.

Accepted Answer

A) True 
 B)False  True

Question 4

Which of the following is statements is true of leniency errors?

Accepted Answer

A) It is the error of consistently rating someone higher than is deserved. 
B) It is the error of avoiding extremes in ratings across employees. 
C) It is the error of downgrading an employee across all performance dimensions exclusively because of poor performance on one dimension. 
D) It is the error of giving better ratings to individuals who are like the rater in behavior and personality. 
A) It is the error of consistently rating someone higher than is deserved. 
B) It is the error of avoiding extremes in ratings across employees. 
C) It is the error of downgrading an employee across all performance dimensions exclusively because of poor performance on one dimension. 
D) It is the error of giving better ratings to individuals who are like the rater in behavior and personality.

Question 5

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

Accepted Answer

A) performance-standard 
B) rater-error 
C) performance-dimension 
D) Six-Sigma 
A) performance-standard 
B) rater-error 
C) performance-dimension 
D) Six-Sigma

Question 6

Jake's new car was dented by his employee, Steve.Ever since then, Jake has been consistently giving lower ratings to Steve during performance reviews to get back at him.Which of the following errors has been exhibited by Jake?

Accepted Answer

A) Halo error 
B) Severity error 
C) Leniency error 
D) Clone error 
A) Halo error 
B) Severity error 
C) Leniency error 
D) Clone error

Question 7

Which of the following is the best appraisal format in terms of legal defensibility?

Accepted Answer

A) BARS 
B) MBO 
C) Essay format 
D) Ranking method 
A) BARS 
B) MBO 
C) Essay format 
D) Ranking method

Question 8

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

Accepted Answer

A) Horn error 
B) Halo error 
C) Severity error 
D) Spillover error 
A) Horn error 
B) Halo error 
C) Severity error 
D) Spillover error

Question 9

The central issue involving merit pay is how to get employees to view raises as a reward for performance.

Accepted Answer

A) True 
 B)False

Question 10

What are the types of pay systems that have low-motivation potential but provide equal increases to all employees regardless of performance?

Accepted Answer

Two types of pay increase guidelines wit

Question 11

Which of the following is a negative outcome of the management by objectives method?

Accepted Answer

A) Increased difficulty of the planning process 
B) Decrease in superior/subordinate communication 
C) Increase in performance pressure and stress 
D) Lack of direction for work units 
A) Increased difficulty of the planning process 
B) Decrease in superior/subordinate communication 
C) Increase in performance pressure and stress 
D) Lack of direction for work units

Question 12

The performance of hourly workers is more accurately tied to quantifiable measures than the performance of managerial workers.

Accepted Answer

A) True 
 B)False

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

A) Straight ranking 
B) Alternation ranking 
C) Paired-comparison ranking 
D) Forced distribution ranking 
A) Straight ranking 
B) Alternation ranking 
C) Paired-comparison ranking 
D) Forced distribution ranking

Question 15

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

Accepted Answer

Only for highly routine, mechanistic tas

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

A study of ratings of managers found that approximately only _____ percent of the managers were rated below average.

Accepted Answer

A) 30 
B) 20 
C) 10 
D) 5 
A) 30 
B) 20 
C) 10 
D) 5

Question 18

Some experts argue that applying total-quality-management principles to performance appraisals can improve them.

Accepted Answer

A) True 
 B)False

Question 19

When raters must justify their scoring of subordinates in writing, the rating is less accurate.

Accepted Answer

A) True 
 B)False

Question 20

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

Accepted Answer

A) workers who are friends of the ratees. 
B) workers who are not close friends with ratees. 
C) high-performing workers. 
D) low-performing workers. 
A) workers who are friends of the ratees. 
B) workers who are not close friends with ratees. 
C) high-performing workers. 
D) low-performing workers.

Keeping a performance diary can help employers defend against discrimination charges stemming from performance ratings.

During the performance review of her employees, Sarah gives higher ratings to employees from her hometown, Oklahoma, as she believes that people from Oklahoma are hard working and trustworthy.Which of the following rating errors is Sarah exhibiting?

Supervisors tend to weigh negative attributes more heavily than positive attributes.

Which of the following is statements is true of leniency errors?

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

Jake's new car was dented by his employee, Steve.Ever since then, Jake has been consistently giving lower ratings to Steve during performance reviews to get back at him.Which of the following errors has been exhibited by Jake?

Which of the following is the best appraisal format in terms of legal defensibility?

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

The central issue involving merit pay is how to get employees to view raises as a reward for performance.

What are the types of pay systems that have low-motivation potential but provide equal increases to all employees regardless of performance?

Which of the following is a negative outcome of the management by objectives method?

The performance of hourly workers is more accurately tied to quantifiable measures than the performance of managerial workers.

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

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

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

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

A study of ratings of managers found that approximately only _____ percent of the managers were rated below average.

Some experts argue that applying total-quality-management principles to performance appraisals can improve them.

When raters must justify their scoring of subordinates in writing, the rating is less accurate.

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

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

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

Keeping a performance diary can help employers defend against discrimination charges stemming from performance ratings.

During the performance review of her employees, Sarah gives higher ratings to employees from her hometown, Oklahoma, as she believes that people from Oklahoma are hard working and trustworthy.Which of the following rating errors is Sarah exhibiting?

Supervisors tend to weigh negative attributes more heavily than positive attributes.

Which of the following is statements is true of leniency errors?

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

Jake's new car was dented by his employee, Steve.Ever since then, Jake has been consistently giving lower ratings to Steve during performance reviews to get back at him.Which of the following errors has been exhibited by Jake?

Which of the following is the best appraisal format in terms of legal defensibility?

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

The central issue involving merit pay is how to get employees to view raises as a reward for performance.

What are the types of pay systems that have low-motivation potential but provide equal increases to all employees regardless of performance?

Which of the following is a negative outcome of the management by objectives method?

The performance of hourly workers is more accurately tied to quantifiable measures than the performance of managerial workers.

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

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

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

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

A study of ratings of managers found that approximately only _____ percent of the managers were rated below average.

Some experts argue that applying total-quality-management principles to performance appraisals can improve them.

When raters must justify their scoring of subordinates in writing, the rating is less accurate.

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

Pay-For-Performance: The Evidence

Strategy: The Totality of Decisions

Defining Internal Alignment

R: Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

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