Question 1

Which of the following rating formats has the lowest rating errors?

Accepted Answer

A) Standard rating scales 
B) BARS 
C) MBO 
D) Ranking 
A) Standard rating scales 
B) BARS 
C) MBO 
D) Ranking

Question 2

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

Accepted Answer

A) makes the ratings completely accurate. 
B) leads to higher ratings. 
C) has no effect on the ratings. 
D) leads to lower ratings. 
A) makes the ratings completely accurate. 
B) leads to higher ratings. 
C) has no effect on the ratings. 
D) leads to lower ratings.

Question 3

Which of the following statements is NOT true?

Accepted Answer

A) Workers who start out high in performance and then get worse are rated lower than workers who remain consistently low. 
B) Workers whose performance improves over time are seen as more motivated. 
C) Workers whose performance is consistently average are rated higher than those who perform better at the end of a rating cycle. 
D) Workers whose performance varies over time are seen as less motivated. 
A) Workers who start out high in performance and then get worse are rated lower than workers who remain consistently low. 
B) Workers whose performance improves over time are seen as more motivated. 
C) Workers whose performance is consistently average are rated higher than those who perform better at the end of a rating cycle. 
D) Workers whose performance varies over time are seen as less motivated.

Question 4

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 5

The best appraisal format for employee development is:

Accepted Answer

A) the BARS format. 
B) the MBO format. 
C) the essay format. 
D) the ranking format. 
A) the BARS format. 
B) the MBO format. 
C) the essay format. 
D) the ranking format.

Question 6

The total-quality-management advocates contend that informing raters that the work environment has more influence on performance than individual employee behavior will make the raters' rate lower.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following is NOT true regarding self-ratings?

Accepted Answer

A) They are done by someone who has the most complete knowledge about the ratee's performance. 
B) They are best used for development. 
C) They are often used as the first step in the appraisal process. 
D) They are immune to leniency errors. 
A) They are done by someone who has the most complete knowledge about the ratee's performance. 
B) They are best used for development. 
C) They are often used as the first step in the appraisal process. 
D) They are immune to leniency errors.

Question 8

Louie received the highest performance rating and is in the second quartile of his pay range.He received a pay increase of 8 percent.Bart also received the highest performance rating and is in the fourth quartile.Given the way most merit increase grids work, what size of pay increase would you expect Bart to receive?

Accepted Answer

A) Less than 8 percent 
B) More than 8 percent 
C) 8 percent 
D) There is no relationship between ratings and position in pay range. 
A) Less than 8 percent 
B) More than 8 percent 
C) 8 percent 
D) There is no relationship between ratings and position in pay range.

Question 9

MBO is particularly well suited as a basis for administrative decisions such as pay raises.

Accepted Answer

A) True 
 B)False

Question 10

In contrast to ranking formats, rating formats require raters to evaluate employees on some absolute standard rather than relative to other employees.

Accepted Answer

A) True 
 B)False

Question 11

Rankings are more popular among managers than ratings as they are less complex.

Accepted Answer

A) True 
 B)False

Question 12

In which of the following jobs is it most appropriate to use behaviorally anchored rating scales?

Accepted Answer

A) The job of a trainer that requires training new employees every month 
B) The job of a web designer that requires designing websites according to client expectations 
C) An assembly line job that requires tightening nuts on an engine 
D) A client relations job that requires bringing in new clients to a firm 
A) The job of a trainer that requires training new employees every month 
B) The job of a web designer that requires designing websites according to client expectations 
C) An assembly line job that requires tightening nuts on an engine 
D) A client relations job that requires bringing in new clients to a firm

Question 13

Which of the following statements is true regarding rater training?

Accepted Answer

A) Training programs lasting over two hours are less successful than shorter ones. 
B) Rater-error training is more effective than performance-standard or performance-dimension training. 
C) Lectures to raters on how to improve ratings are always ineffective. 
D) Training to reduce halo errors and improve accuracy has been most successful. 
A) Training programs lasting over two hours are less successful than shorter ones. 
B) Rater-error training is more effective than performance-standard or performance-dimension training. 
C) Lectures to raters on how to improve ratings are always ineffective. 
D) Training to reduce halo errors and improve accuracy has been most successful.

Question 14

Deming's major argument regarding performance appraisals is that:

Accepted Answer

A) the work situation is the major determinant of performance. 
B) performance appraisals reduce teamwork. 
C) peer ratings are better than supervisor ratings. 
D) lack of training makes performance appraisals redundant. 
A) the work situation is the major determinant of performance. 
B) performance appraisals reduce teamwork. 
C) peer ratings are better than supervisor ratings. 
D) lack of training makes performance appraisals redundant.

Question 15

Central tendency errors are the most difficult form of error to eliminate.

Accepted Answer

A) True 
 B)False

Which of the following rating formats has the lowest rating errors?

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

Which of the following statements is NOT true?

The most common form of outcomes-based appraisal is:

The best appraisal format for employee development is:

The total-quality-management advocates contend that informing raters that the work environment has more influence on performance than individual employee behavior will make the raters' rate lower.

Which of the following is NOT true regarding self-ratings?

MBO is particularly well suited as a basis for administrative decisions such as pay raises.

In contrast to ranking formats, rating formats require raters to evaluate employees on some absolute standard rather than relative to other employees.

Rankings are more popular among managers than ratings as they are less complex.

In which of the following jobs is it most appropriate to use behaviorally anchored rating scales?

Which of the following statements is true regarding rater training?

Deming's major argument regarding performance appraisals is that:

Central tendency errors are the most difficult form of error to eliminate.

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

Which of the following rating formats has the lowest rating errors?

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

Which of the following statements is NOT true?

The most common form of outcomes-based appraisal is:

The best appraisal format for employee development is:

The total-quality-management advocates contend that informing raters that the work environment has more influence on performance than individual employee behavior will make the raters' rate lower.

Which of the following is NOT true regarding self-ratings?

MBO is particularly well suited as a basis for administrative decisions such as pay raises.

In contrast to ranking formats, rating formats require raters to evaluate employees on some absolute standard rather than relative to other employees.

Rankings are more popular among managers than ratings as they are less complex.

In which of the following jobs is it most appropriate to use behaviorally anchored rating scales?

Which of the following statements is true regarding rater training?

Deming's major argument regarding performance appraisals is that:

Central tendency errors are the most difficult form of error to eliminate.

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