Question 1

The primary advantage of the graphics rating scale is:

Accepted Answer

A) the logical way in which it uses direct output measures 
B) the way in which the appraisal format removes all subjectivity from the evaluation process 
C) the ease with which it can be used to define employee performance dimensions 
D) its simplicity 
E) none of the above 
A) the logical way in which it uses direct output measures 
B) the way in which the appraisal format removes all subjectivity from the evaluation process 
C) the ease with which it can be used to define employee performance dimensions 
D) its simplicity 
E) none of the above D

Question 2

According to expectancy theory,people tend to choose behaviors that they believe will help them achieve their personal goals and avoid behaviors that they believe will lead to undesirable consequences.

Accepted Answer

A) True 
 B)False  True

Question 3

The 360-degree appraisal:

Accepted Answer

A) looks to see what the employee contributed to the corporate objective(s)each day 
B) is a multiple-source evaluation 
C) is a complete reversal of the typical evaluation in that it allows employees to evaluate their supervisors 
D) produces less valid results than the focal-point review 
E) is a single-source evaluation 
A) looks to see what the employee contributed to the corporate objective(s)each day 
B) is a multiple-source evaluation 
C) is a complete reversal of the typical evaluation in that it allows employees to evaluate their supervisors 
D) produces less valid results than the focal-point review 
E) is a single-source evaluation B

Question 4

Which of the following is an example of an organizational citizenship behavior?

Accepted Answer

A) Andre normally leaves work at five,but yesterday his boss ordered him to work until eight o'clock. 
B) The manager at the loading dock was instructed to learn a new computer inventory program. 
C) An office administrator volunteered to help a sales manager compile an organizational history. 
D) Six of co-workers went out for hamburgers at noon yesterday to celebrate a birthday. 
E) All of the above are examples of organizational citizenship behaviors. 
A) Andre normally leaves work at five,but yesterday his boss ordered him to work until eight o'clock. 
B) The manager at the loading dock was instructed to learn a new computer inventory program. 
C) An office administrator volunteered to help a sales manager compile an organizational history. 
D) Six of co-workers went out for hamburgers at noon yesterday to celebrate a birthday. 
E) All of the above are examples of organizational citizenship behaviors.

Question 5

Describe the attributes that goals should have in an MBO system.

Accepted Answer

Goals should be objective.They should be

Question 6

For performance evaluation,which of the following is not a personal trait?

Accepted Answer

A) productivity 
B) dependability 
C) intelligence 
D) adaptability 
E) energy 
A) productivity 
B) dependability 
C) intelligence 
D) adaptability 
E) energy

Question 7

According to expectancy theory,people tend to choose behaviors that they believe will help them achieve their personal goals and avoid behaviors that they believe will lead to undesirable consequences.Bill does not call in to report that he will be absent.This will result in an unexcused absence that will lead to disciplinary action.Bill has had unexcused absences in the past for which he has been disciplined.How is this action explained by this theory?

Accepted Answer

A) Bill does not understand the instrumentality of his behavior for the negative consequence 
B) To Bill,the discipline he will incur does not have enough negative valence to offset the positive valence of not calling in. 
C) Expectancy theory only explains positive behaviors,not negative behaviors. 
D) Bill doesn't understand the expectancy built into the situation. 
E) Bill has an inability to process feedback. 
A) Bill does not understand the instrumentality of his behavior for the negative consequence 
B) To Bill,the discipline he will incur does not have enough negative valence to offset the positive valence of not calling in. 
C) Expectancy theory only explains positive behaviors,not negative behaviors. 
D) Bill doesn't understand the expectancy built into the situation. 
E) Bill has an inability to process feedback.

Question 8

When asked by her instructor to rate her fellow group members according to their performance in a class project,Kirsten gave them all a grade of 75 even though it was obvious that some had worked harder on the product than others.Kirsten was guilty of which of the following rating errors?

Accepted Answer

A) horn and halo 
B) recency 
C) central tendency 
D) primacy 
E) leniency 
A) horn and halo 
B) recency 
C) central tendency 
D) primacy 
E) leniency

Question 9

What are the primary criteria for performance appraisals with a results-based format?

Accepted Answer

The answer of What are the primary criteria for performance...

Question 10

One cause of performance rating inaccuracy is a lack of rater motivation.

Accepted Answer

A) True 
 B)False

Question 11

The instrumentality question is "How much do I value the consequences associated with the intended behavior?"

Accepted Answer

A) True 
 B)False

Question 12

Rating accuracy cannot be improved by training a rater to have better observational skills.

Accepted Answer

A) True 
 B)False

Question 13

Performance appraisals using results-based criteria are appropriate for all jobs.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following statements about the timing of feedback for performance appraisals is true?

Accepted Answer

A) Performance expectations should be established at the beginning of the appraisal period and then reinforced with feedback. 
B) In general,immediate feedback is not necessary. 
C) Provide as much information as available when giving feedback-more is better. 
D) Continuous feedback is not as effective as intermittent feedback. 
E) There are no clear-cut rules on the timing of feedback. 
A) Performance expectations should be established at the beginning of the appraisal period and then reinforced with feedback. 
B) In general,immediate feedback is not necessary. 
C) Provide as much information as available when giving feedback-more is better. 
D) Continuous feedback is not as effective as intermittent feedback. 
E) There are no clear-cut rules on the timing of feedback.

Question 15

Expectancy suggests that an employee's satisfaction is determined by perceptions of whether the rewards received for performance are fair.

Accepted Answer

A) True 
 B)False

Question 16

Results-based formats for performance appraisals focus on job products.

Accepted Answer

A) True 
 B)False

Question 17

List the sources of performance data for a retail store manager.

Accepted Answer

His supervisor,other

Question 18

An advantage of behaviorally anchored rating scales over graphic rating scales is that:

Accepted Answer

A) they are easier to develop 
B) they provide results that employees can more easily use to improve performance 
C) they are less time consuming to develop 
D) they are applicable to a wider range of positions 
E) All of the above are advantages of behaviorally-anchored rating scales. 
A) they are easier to develop 
B) they provide results that employees can more easily use to improve performance 
C) they are less time consuming to develop 
D) they are applicable to a wider range of positions 
E) All of the above are advantages of behaviorally-anchored rating scales.

Question 19

In order to use positive reinforcement correctly,an HR professional should:

Accepted Answer

A) reward everyone the same way 
B) focus on job behavior 
C) allow employees to determine what must be done in order to earn rewards 
D) make sure everyone sees what happens when a co-worker is punished for some undesirable behavior 
E) not tell employees what they are doing wrong 
A) reward everyone the same way 
B) focus on job behavior 
C) allow employees to determine what must be done in order to earn rewards 
D) make sure everyone sees what happens when a co-worker is punished for some undesirable behavior 
E) not tell employees what they are doing wrong

Question 20

The graphics rating scale:

Accepted Answer

A) uses a norm-referenced format 
B) was developed in the early 1990s 
C) does not use direct output measures 
D) is very complex and is,therefore,difficult to implement 
E) is accurately described by all of the above 
A) uses a norm-referenced format 
B) was developed in the early 1990s 
C) does not use direct output measures 
D) is very complex and is,therefore,difficult to implement 
E) is accurately described by all of the above

The primary advantage of the graphics rating scale is:

According to expectancy theory,people tend to choose behaviors that they believe will help them achieve their personal goals and avoid behaviors that they believe will lead to undesirable consequences.

The 360-degree appraisal:

Which of the following is an example of an organizational citizenship behavior?

Describe the attributes that goals should have in an MBO system.

For performance evaluation,which of the following is not a personal trait?

When asked by her instructor to rate her fellow group members according to their performance in a class project,Kirsten gave them all a grade of 75 even though it was obvious that some had worked harder on the product than others.Kirsten was guilty of which of the following rating errors?

What are the primary criteria for performance appraisals with a results-based format?

One cause of performance rating inaccuracy is a lack of rater motivation.

The instrumentality question is "How much do I value the consequences associated with the intended behavior?"

Rating accuracy cannot be improved by training a rater to have better observational skills.

Performance appraisals using results-based criteria are appropriate for all jobs.

Which of the following statements about the timing of feedback for performance appraisals is true?

Expectancy suggests that an employee's satisfaction is determined by perceptions of whether the rewards received for performance are fair.

Results-based formats for performance appraisals focus on job products.

List the sources of performance data for a retail store manager.

An advantage of behaviorally anchored rating scales over graphic rating scales is that:

In order to use positive reinforcement correctly,an HR professional should:

The graphics rating scale:

Managing Human Resources

Understanding the External and Organizational Environments

Hr Planning for Alignment and Change

Ensuring Fair Treatment and Legal Compliance

Using Job Analysis and Competency Modeling

Recruiting and Retaining Qualified Employees

Selecting Employees to Fit the Job and the Organization

Training and Developing a Competitive Workforce

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Workplace Safety and Health

Understanding Unionization and Collective Bargaining

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Exam 9: Conducting Performance Management

The primary advantage of the graphics rating scale is:

According to expectancy theory,people tend to choose behaviors that they believe will help them achieve their personal goals and avoid behaviors that they believe will lead to undesirable consequences.

The 360-degree appraisal:

Which of the following is an example of an organizational citizenship behavior?

Describe the attributes that goals should have in an MBO system.

For performance evaluation,which of the following is not a personal trait?

When asked by her instructor to rate her fellow group members according to their performance in a class project,Kirsten gave them all a grade of 75 even though it was obvious that some had worked harder on the product than others.Kirsten was guilty of which of the following rating errors?

What are the primary criteria for performance appraisals with a results-based format?

One cause of performance rating inaccuracy is a lack of rater motivation.

The instrumentality question is "How much do I value the consequences associated with the intended behavior?"

Rating accuracy cannot be improved by training a rater to have better observational skills.

Performance appraisals using results-based criteria are appropriate for all jobs.

Which of the following statements about the timing of feedback for performance appraisals is true?

Expectancy suggests that an employee's satisfaction is determined by perceptions of whether the rewards received for performance are fair.

Results-based formats for performance appraisals focus on job products.

List the sources of performance data for a retail store manager.

An advantage of behaviorally anchored rating scales over graphic rating scales is that:

In order to use positive reinforcement correctly,an HR professional should:

The graphics rating scale:

Managing Human Resources

Understanding the External and Organizational Environments

Hr Planning for Alignment and Change

Ensuring Fair Treatment and Legal Compliance

Using Job Analysis and Competency Modeling

Recruiting and Retaining Qualified Employees

Selecting Employees to Fit the Job and the Organization

Training and Developing a Competitive Workforce

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Workplace Safety and Health

Understanding Unionization and Collective Bargaining

Filters