Question 1

Behaviorally anchored rating scales can quickly be modified to reflect job changes and performance expectation shifts.

Accepted Answer

A) True 
 B)False

Question 2

Straight-ranking and forced distribution are two types of:

Accepted Answer

A) norm-referenced appraisals 
B) out-based formats for appraisals 
C) absolute standard formats used for appraisals 
D) input-based rating formats 
E) subordinate-determined appraisals 
A) norm-referenced appraisals 
B) out-based formats for appraisals 
C) absolute standard formats used for appraisals 
D) input-based rating formats 
E) subordinate-determined appraisals

Question 3

Which of the following guidelines should be used for creating legally defensible performance appraisals?

Accepted Answer

A) Employees should be given an opportunity to review their appraisals. 
B) Objective and uncontaminated data should be used whenever possible. 
C) Employees should be evaluated on specific work dimensions rather than a single global measure. 
D) A formal system of appeal should be available for appraisal disagreements. 
E) All of the above guidelines should be used if the organization wants a legally defensible performance evaluation system. 
A) Employees should be given an opportunity to review their appraisals. 
B) Objective and uncontaminated data should be used whenever possible. 
C) Employees should be evaluated on specific work dimensions rather than a single global measure. 
D) A formal system of appeal should be available for appraisal disagreements. 
E) All of the above guidelines should be used if the organization wants a legally defensible performance evaluation system.

Question 4

As organizations restructure around teams,responsibility for performance management is shifting from supervisors to team members.

Accepted Answer

A) True 
 B)False

Question 5

An advantage of behavioral observation scales (BOS)over BARS is that raters find it easier to use.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following sources of performance data typically provides the most reliable performance judgments?

Accepted Answer

A) the employee herself 
B) the employee's peers or team members 
C) the employee's subordinates 
D) the employee's supervisor 
E) the employee's customers 
A) the employee herself 
B) the employee's peers or team members 
C) the employee's subordinates 
D) the employee's supervisor 
E) the employee's customers

Question 7

An effective approach for all parties is to use the feedback session to solve problems and plan for the future.

Accepted Answer

A) True 
 B)False

Question 8

The culture at Dell,Inc.is driven by the philosophies of its founder,Michael Dell.

Accepted Answer

A) True 
 B)False

Question 9

Performance-driven cultures often reflect the philosophies of the company's founder.

Accepted Answer

A) True 
 B)False

Question 10

Performance-driven cultures:

Accepted Answer

A) have performance measurement and feedback as central elements of the HRM system 
B) focus on monitoring and improving performance 
C) often reflect the philosophies of the company's CEO and/or founder 
D) often reward only the highest performing employees 
E) all of the above are correct 
A) have performance measurement and feedback as central elements of the HRM system 
B) focus on monitoring and improving performance 
C) often reflect the philosophies of the company's CEO and/or founder 
D) often reward only the highest performing employees 
E) all of the above are correct

Question 11

If the performance appraisal for a sales representative evaluated her skill as a driver as well as her selling skills,the appraisal could be correctly described as:

Accepted Answer

A) contaminated 
B) flawed 
C) faulty 
D) defective 
E) deficient 
A) contaminated 
B) flawed 
C) faulty 
D) defective 
E) deficient

Question 12

One of the most common problems in an effective performance measurement and feedback system is that:

Accepted Answer

A) most HR managers believe that performance problems are purely a line manager issue 
B) employees resist performance measurement and feedback 
C) most HR managers want total control of the performance measurement and feedback process 
D) most line managers have no incentive for conducting performance measurement and feedback 
E) a reliable,valid and legal performance management system is nearly impossible to design 
A) most HR managers believe that performance problems are purely a line manager issue 
B) employees resist performance measurement and feedback 
C) most HR managers want total control of the performance measurement and feedback process 
D) most line managers have no incentive for conducting performance measurement and feedback 
E) a reliable,valid and legal performance management system is nearly impossible to design

Question 13

In a focal-point review system,all employees are evaluated at approximately the same time.

Accepted Answer

A) True 
 B)False

Question 14

Termination is generally warranted for dishonesty,habitual absenteeism,substance abuse,insubordination including flat refusals to do certain things requested,unethical behavior,and consistently low productivity that can't be corrected through training.

Accepted Answer

A) True 
 B)False

Question 15

Management by objectives (MBO)

Accepted Answer

A) is a norm-referenced format for performance appraisals 
B) uses an absolute standard against which each employee is rated 
C) begins with the establishment of employee objectives for the upcoming performance period 
D) is an input-based format for performance appraisals 
E) produces immediate increases in productivity for every company that has implemented the system 
A) is a norm-referenced format for performance appraisals 
B) uses an absolute standard against which each employee is rated 
C) begins with the establishment of employee objectives for the upcoming performance period 
D) is an input-based format for performance appraisals 
E) produces immediate increases in productivity for every company that has implemented the system

Question 16

The primary advantage of the graphics rating scale is its clean job definitions.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following does NOT describe a legally defensible comment for employee evaluation and feedback?

Accepted Answer

A) "I gave you a 'Below Average' on your performance appraisal because you have a bad attitude." 
B) "You missed three days last quarter,but you produced at 110% of your goal with an acceptable proportion of nonconforming units. 
C) "As you know,it has been 12 months since your last appraisal." 
D) "If you do not agree with this appraisal,do you understand the procedures for appeal?" 
E) All of these are legally defensiblE. 
A) "I gave you a 'Below Average' on your performance appraisal because you have a bad attitude." 
B) "You missed three days last quarter,but you produced at 110% of your goal with an acceptable proportion of nonconforming units. 
C) "As you know,it has been 12 months since your last appraisal." 
D) "If you do not agree with this appraisal,do you understand the procedures for appeal?" 
E) All of these are legally defensiblE.

Question 18

The two most commonly used norm-referenced appraisals are straight rankings and graphic rating scales.

Accepted Answer

A) True 
 B)False

Question 19

Sources of performance data for a retail clerk may include:

Accepted Answer

A) the employee's supervisor 
B) the employee herself 
C) the employee's customers 
D) the employee's peers 
E) all of the above 
A) the employee's supervisor 
B) the employee herself 
C) the employee's customers 
D) the employee's peers 
E) all of the above

Question 20

If after repeated warnings and counseling,an employee's performance does not improve,the organization can:

Accepted Answer

A) transfer the individual to another job 
B) temporarily structure a job in such a way that the employee only performs noncritical tasks 
C) terminate the employee 
D) neutralize the employee 
E) do all of the above 
A) transfer the individual to another job 
B) temporarily structure a job in such a way that the employee only performs noncritical tasks 
C) terminate the employee 
D) neutralize the employee 
E) do all of the above

Behaviorally anchored rating scales can quickly be modified to reflect job changes and performance expectation shifts.

Straight-ranking and forced distribution are two types of:

Which of the following guidelines should be used for creating legally defensible performance appraisals?

As organizations restructure around teams,responsibility for performance management is shifting from supervisors to team members.

An advantage of behavioral observation scales (BOS)over BARS is that raters find it easier to use.

Which of the following sources of performance data typically provides the most reliable performance judgments?

An effective approach for all parties is to use the feedback session to solve problems and plan for the future.

The culture at Dell,Inc.is driven by the philosophies of its founder,Michael Dell.

Performance-driven cultures often reflect the philosophies of the company's founder.

Performance-driven cultures:

If the performance appraisal for a sales representative evaluated her skill as a driver as well as her selling skills,the appraisal could be correctly described as:

One of the most common problems in an effective performance measurement and feedback system is that:

In a focal-point review system,all employees are evaluated at approximately the same time.

Termination is generally warranted for dishonesty,habitual absenteeism,substance abuse,insubordination including flat refusals to do certain things requested,unethical behavior,and consistently low productivity that can't be corrected through training.

Management by objectives (MBO)

The primary advantage of the graphics rating scale is its clean job definitions.

Which of the following does NOT describe a legally defensible comment for employee evaluation and feedback?

The two most commonly used norm-referenced appraisals are straight rankings and graphic rating scales.

Sources of performance data for a retail clerk may include:

If after repeated warnings and counseling,an employee's performance does not improve,the organization can:

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

Exam 9: Conducting Performance Management

Behaviorally anchored rating scales can quickly be modified to reflect job changes and performance expectation shifts.

Straight-ranking and forced distribution are two types of:

Which of the following guidelines should be used for creating legally defensible performance appraisals?

As organizations restructure around teams,responsibility for performance management is shifting from supervisors to team members.

An advantage of behavioral observation scales (BOS)over BARS is that raters find it easier to use.

Which of the following sources of performance data typically provides the most reliable performance judgments?

An effective approach for all parties is to use the feedback session to solve problems and plan for the future.

The culture at Dell,Inc.is driven by the philosophies of its founder,Michael Dell.

Performance-driven cultures often reflect the philosophies of the company's founder.

Performance-driven cultures:

If the performance appraisal for a sales representative evaluated her skill as a driver as well as her selling skills,the appraisal could be correctly described as:

One of the most common problems in an effective performance measurement and feedback system is that:

In a focal-point review system,all employees are evaluated at approximately the same time.

Termination is generally warranted for dishonesty,habitual absenteeism,substance abuse,insubordination including flat refusals to do certain things requested,unethical behavior,and consistently low productivity that can't be corrected through training.

Management by objectives (MBO)

The primary advantage of the graphics rating scale is its clean job definitions.

Which of the following does NOT describe a legally defensible comment for employee evaluation and feedback?

The two most commonly used norm-referenced appraisals are straight rankings and graphic rating scales.

Sources of performance data for a retail clerk may include:

If after repeated warnings and counseling,an employee's performance does not improve,the organization can:

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