Question 1

When a job involves less routine tasks,but an outcome can be specified,an excellent rating format is:

Accepted Answer

A)  BARS 
B)  MBO 
C)  standard rating scales 
D)  essay 
A)  BARS 
B)  MBO 
C)  standard rating scales 
D)  essay B

Question 2

Some experts argue applying the principles of Total Quality Management can improve performance appraisals.

Accepted Answer

A) True 
 B)False  True

Question 3

Which is the most popular appraisal method which uses outcomes as a standard?

Accepted Answer

The most common form is management by objectives (MBO).As a first step,organization objectives are identified from the strategic plan of the company.Each successively lower level in the organizational hierarchy is charged with identifying work objectives that will support attainment of organizational goals.It should be noted that the emphasis is on outcomes achieved by employees.

Question 4

Last year your performance was not very good and your performance rating was below average,but this year you have done very well 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 
B)  Halo 
C)  Severity 
D)  Spillover 
A)  Horn 
B)  Halo 
C)  Severity 
D)  Spillover

Question 5

The first question in designing merit guidelines is how much of an increase does it take for employees to recognize the raise as a real increase.

Accepted Answer

A) True 
 B)False

Question 6

All of the following are categories of rater training except _____ training.

Accepted Answer

A)  rater-error 
B)  performance-standard 
C)  behavior modeling 
D)  performance-dimension 
A)  rater-error 
B)  performance-standard 
C)  behavior modeling 
D)  performance-dimension

Question 7

The greatest amount of research on rating formats has focused on reducing error and improving accuracy.

Accepted Answer

A) True 
 B)False

Question 8

As the compensation manager for a small company,the CEO has asked you to explain why an experienced supervisor gave many employees who reported to her inaccurate performance ratings this year.Which of the following factor is not a likely cause for the behavior? The supervisor:

Accepted Answer

A)  spent too much time preparing the ratings. 
B)  feels guilty. 
C)  dislikes confrontation. 
D)  failed to observe actual performance. 
A)  spent too much time preparing the ratings. 
B)  feels guilty. 
C)  dislikes confrontation. 
D)  failed to observe actual performance.

Question 9

Which of the following is not one of the dimensions on which an appraisal format is evaluated?

Accepted Answer

A)  Cost 
B)  Personnel research potential 
C)  Employee agreement 
D)  Administrative ease 
A)  Cost 
B)  Personnel research potential 
C)  Employee agreement 
D)  Administrative ease

Question 10

Subordinate ratings are more accurate when they are not anonymous.

Accepted Answer

A) True 
 B)False

Question 11

360-degree feedback is used primarily with managers and other high-level employees.

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

Only for highly routine,mechanistic task

Question 13

_____ is one of the best appraisal formats in terms of legal defensibility.

Accepted Answer

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

Question 14

Louie received the highest performance rating and is in the second quartile of his pay range,and received a pay increase of 8 percent.Bart also received the highest performance rating
And is in the third quartile.Given the way most merit increase grids work,what size 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 15

What are the various factors that influence performance ratings?

Accepted Answer

The various factors that influ

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

In merit guidelines,employees low in the pay range receive higher percentage increases than employees higher in the range.

Accepted Answer

A) True 
 B)False

Question 18

What are the types of pay systems that do not have high motivational potential,but provide equal increases to all employees regardless of performance?

Accepted Answer

Two types of pay increase guidelines wit

Question 19

Since much of performance may be explained by one performance factor,it may not be useful to rate performance on many dimensions.

Accepted Answer

A) True 
 B)False

Question 20

Surveys find 360-degree ratings are used for both development and pay decisions.

Accepted Answer

A) True 
 B)False

When a job involves less routine tasks,but an outcome can be specified,an excellent rating format is:

Some experts argue applying the principles of Total Quality Management can improve performance appraisals.

Which is the most popular appraisal method which uses outcomes as a standard?

Last year your performance was not very good and your performance rating was below average,but this year you have done very well 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 first question in designing merit guidelines is how much of an increase does it take for employees to recognize the raise as a real increase.

All of the following are categories of rater training except _____ training.

The greatest amount of research on rating formats has focused on reducing error and improving accuracy.

As the compensation manager for a small company,the CEO has asked you to explain why an experienced supervisor gave many employees who reported to her inaccurate performance ratings this year.Which of the following factor is not a likely cause for the behavior? The supervisor:

Which of the following is not one of the dimensions on which an appraisal format is evaluated?

Subordinate ratings are more accurate when they are not anonymous.

360-degree feedback is used primarily with managers and other high-level employees.

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

_____ is one of the best appraisal formats in terms of legal defensibility.

What are the various factors that influence performance ratings?

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

In merit guidelines,employees low in the pay range receive higher percentage increases than employees higher in the range.

What are the types of pay systems that do not have high motivational potential,but provide equal increases to all employees regardless of performance?

Since much of performance may be explained by one performance factor,it may not be useful to rate performance on many dimensions.

Surveys find 360-degree ratings are used for both development and pay decisions.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

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

When a job involves less routine tasks,but an outcome can be specified,an excellent rating format is:

Some experts argue applying the principles of Total Quality Management can improve performance appraisals.

Which is the most popular appraisal method which uses outcomes as a standard?

Last year your performance was not very good and your performance rating was below average,but this year you have done very well 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 first question in designing merit guidelines is how much of an increase does it take for employees to recognize the raise as a real increase.

All of the following are categories of rater training except _____ training.

The greatest amount of research on rating formats has focused on reducing error and improving accuracy.

As the compensation manager for a small company,the CEO has asked you to explain why an experienced supervisor gave many employees who reported to her inaccurate performance ratings this year.Which of the following factor is not a likely cause for the behavior? The supervisor:

Which of the following is not one of the dimensions on which an appraisal format is evaluated?

Subordinate ratings are more accurate when they are not anonymous.

360-degree feedback is used primarily with managers and other high-level employees.

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

_____ is one of the best appraisal formats in terms of legal defensibility.

What are the various factors that influence performance ratings?

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

In merit guidelines,employees low in the pay range receive higher percentage increases than employees higher in the range.

What are the types of pay systems that do not have high motivational potential,but provide equal increases to all employees regardless of performance?

Since much of performance may be explained by one performance factor,it may not be useful to rate performance on many dimensions.

Surveys find 360-degree ratings are used for both development and pay decisions.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

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