Question 1

Two factors make the critical incident technique successful.What are they?

Accepted Answer

(1)The supervisor must have enough time to observe each subordinate,so that enough incidents can be observed.(2)The supervisor must be willing to take the time to record the incidents.

Question 2

What does a "recency of events" rating error mean?

Accepted Answer

It means that persons are evaluated more on the results of the previous several weeks than on their average behavior over the prior six months.

Question 3

All of the following are features of a behaviorally anchored rating scale except:

Accepted Answer

A)  Six to 10 performance dimensions are identified and defined by raters and ratees 
B)  The dimensions are anchored with positive and negative critical incidents 
C)  The wording on the form contains jargon commonly used by the ratee 
D)  Ratings are fed back using the terms displayed on the form 
A)  Six to 10 performance dimensions are identified and defined by raters and ratees 
B)  The dimensions are anchored with positive and negative critical incidents 
C)  The wording on the form contains jargon commonly used by the ratee 
D)  Ratings are fed back using the terms displayed on the form C

Question 4

If a supervisor lets another employee's performance influence the ratings that are given to someone else,then a ________ has occurred.

Accepted Answer

A)  halo effect 
B)  contrast effect 
C)  recency of events error 
D)  central tendency error 
A)  halo effect 
B)  contrast effect 
C)  recency of events error 
D)  central tendency error

Question 5

When using the paired comparison method,there must be _________ paired comparisons,when n equals the number of employees to be ranked.

Accepted Answer

A)  n*(n - 1) 
B)  n*(n - 1)/2 
C)  n squared/2 
D)  (n - 1)/2 
A)  n*(n - 1) 
B)  n*(n - 1)/2 
C)  n squared/2 
D)  (n - 1)/2

Question 6

In the BARS technique,each dimension is anchored with ___________.

Accepted Answer

A)  degrees of negative critical incidents 
B)  positive and negative critical incidents 
C)  degrees of positive incidents 
D)  never to almost always 
A)  degrees of negative critical incidents 
B)  positive and negative critical incidents 
C)  degrees of positive incidents 
D)  never to almost always

Question 7

A supervisor should open a performance review with _______________ remarks.

Accepted Answer

A)  neutral 
B)  positive 
C)  personal 
D)  negative 
A)  neutral 
B)  positive 
C)  personal 
D)  negative

Question 8

In many organizations,two evaluation systems exist side by side:

Accepted Answer

A)  the formal and the informal. 
B)  the political and interpersonal. 
C)  the linked and abstract. 
D)  the process and interpersonal. 
A)  the formal and the informal. 
B)  the political and interpersonal. 
C)  the linked and abstract. 
D)  the process and interpersonal.

Question 9

What steps are typical in an MBO program?

Accepted Answer

1.The superior and subordinate conduct m

Question 10

Raters who see everything as good are considered _______________ raters.

Accepted Answer

A)  inexperienced 
B)  optimistic 
C)  lenient 
D)  near-sighted 
A)  inexperienced 
B)  optimistic 
C)  lenient 
D)  near-sighted

Question 11

A BARS rating form usually contains _____ specifically defined performance dimensions

Accepted Answer

A)  3-5 
B)  4-8 
C)  6-10 
D)  at least 10 
A)  3-5 
B)  4-8 
C)  6-10 
D)  at least 10

Question 12

List five suggestions for developing and implementing legally defensible appraisal systems.

Accepted Answer

1.Procedures for human resource decision

Question 13

Identify the six steps required to develop a systematic evaluation system that will provide accurate and reliable data.

Accepted Answer

(1)Establish performance standards for e

Question 14

Managers are more likely to accept being rated by subordinates if the information is going to be used for administrative purposes,rather than for development.

Accepted Answer

A) True 
 B)False

Question 15

_____________ within the performance evaluation means that the criterion must be measurable,and data collection cannot be inefficient or too disruptive.

Accepted Answer

A)  Reliability 
B)  Sensitivity 
C)  Relevance 
D)  Practicality 
A)  Reliability 
B)  Sensitivity 
C)  Relevance 
D)  Practicality

Question 16

The rater should budget their time so that the employee has approximately _______________ of the time to discuss the evaluation and his or her future behavior.

Accepted Answer

A)  zero percent 
B)  10 percent 
C)  25 percent 
D)  50 percent 
A)  zero percent 
B)  10 percent 
C)  25 percent 
D)  50 percent

Question 17

What problems are associated with the evaluation of employees or near a single calendar date?

Accepted Answer

The single-day approach requires raters

Question 18

Single-person evaluations require the supervisor to compare the performance of one employee with that of other employees.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is not presented in the text as a step in a systematic performance evaluation process?

Accepted Answer

A)  Establish performance standards for benchmark position and the criteria for evaluation. 
B)  Establish performance evaluation policies on when to rate,how often to rate,and who should rate. 
C)  Have raters gather data on employees' performance. 
D)  All of the above are correct. 
A)  Establish performance standards for benchmark position and the criteria for evaluation. 
B)  Establish performance evaluation policies on when to rate,how often to rate,and who should rate. 
C)  Have raters gather data on employees' performance. 
D)  All of the above are correct.

Question 20

Because it is often costly,which of the following methods is generally used only for exceptionally important jobs?

Accepted Answer

A)  Rating by a committee of supervisors 
B)  Rating by coworkers 
C)  Rating by someone outside the job setting 
D)  Rating by subordinates 
A)  Rating by a committee of supervisors 
B)  Rating by coworkers 
C)  Rating by someone outside the job setting 
D)  Rating by subordinates

Two factors make the critical incident technique successful.What are they?

What does a "recency of events" rating error mean?

All of the following are features of a behaviorally anchored rating scale except:

If a supervisor lets another employee's performance influence the ratings that are given to someone else,then a ________ has occurred.

When using the paired comparison method,there must be _________ paired comparisons,when n equals the number of employees to be ranked.

In the BARS technique,each dimension is anchored with ___________.

A supervisor should open a performance review with _______________ remarks.

In many organizations,two evaluation systems exist side by side:

What steps are typical in an MBO program?

Raters who see everything as good are considered _______________ raters.

A BARS rating form usually contains _____ specifically defined performance dimensions

List five suggestions for developing and implementing legally defensible appraisal systems.

Identify the six steps required to develop a systematic evaluation system that will provide accurate and reliable data.

Managers are more likely to accept being rated by subordinates if the information is going to be used for administrative purposes,rather than for development.

_____________ within the performance evaluation means that the criterion must be measurable,and data collection cannot be inefficient or too disruptive.

The rater should budget their time so that the employee has approximately _______________ of the time to discuss the evaluation and his or her future behavior.

What problems are associated with the evaluation of employees or near a single calendar date?

Single-person evaluations require the supervisor to compare the performance of one employee with that of other employees.

Which of the following is not presented in the text as a step in a systematic performance evaluation process?

Because it is often costly,which of the following methods is generally used only for exceptionally important jobs?

Human Resource Management

A Strategic Management Approach to Human Resource Management

Legal Environment of Human Resource Management Equal Employment Opportunity

Global Human Resource Management

Human Resource Planning

Job Analysis and Design

Recruitment

Selecting Effective Employees

Compensation: An Overview

Compensation: Methods and Policies

Employee Benefits and Services

Training and Development

Career Planning and Development

Labor Relations and Collective Bargaining

Managing Employee Discipline

Promoting Safety and Health

Filters

Exam 9: Performance Evaluation and Management

Two factors make the critical incident technique successful.What are they?

What does a "recency of events" rating error mean?

All of the following are features of a behaviorally anchored rating scale except:

If a supervisor lets another employee's performance influence the ratings that are given to someone else,then a ________ has occurred.

When using the paired comparison method,there must be _________ paired comparisons,when n equals the number of employees to be ranked.

In the BARS technique,each dimension is anchored with ___________.

A supervisor should open a performance review with _______________ remarks.

In many organizations,two evaluation systems exist side by side:

What steps are typical in an MBO program?

Raters who see everything as good are considered _______________ raters.

A BARS rating form usually contains _____ specifically defined performance dimensions

List five suggestions for developing and implementing legally defensible appraisal systems.

Identify the six steps required to develop a systematic evaluation system that will provide accurate and reliable data.

Managers are more likely to accept being rated by subordinates if the information is going to be used for administrative purposes,rather than for development.

_____________ within the performance evaluation means that the criterion must be measurable,and data collection cannot be inefficient or too disruptive.

The rater should budget their time so that the employee has approximately _______________ of the time to discuss the evaluation and his or her future behavior.

What problems are associated with the evaluation of employees or near a single calendar date?

Single-person evaluations require the supervisor to compare the performance of one employee with that of other employees.

Which of the following is not presented in the text as a step in a systematic performance evaluation process?

Because it is often costly,which of the following methods is generally used only for exceptionally important jobs?

Human Resource Management

A Strategic Management Approach to Human Resource Management

Legal Environment of Human Resource Management Equal Employment Opportunity

Global Human Resource Management

Human Resource Planning

Job Analysis and Design

Recruitment

Selecting Effective Employees

Compensation: An Overview

Compensation: Methods and Policies

Employee Benefits and Services

Training and Development

Career Planning and Development

Labor Relations and Collective Bargaining

Managing Employee Discipline

Promoting Safety and Health

Filters