Exam 11: Performance Appraisals

Recent research shows that performance-irrelevant factors such as political skill influence performance ratings as much as actual performance.

When tasks are highly uncertain and it is not clear how to define successful performance,the most appropriate rating format is:

The most difficult rating error to eliminate is central tendency.

Since peers and co-workers have good knowledge of the work of their peers,peer ratings have become more common than ratings done by supervisors.

Performance appraisals are more accurate when raters are required to provide feedback to subordinates.

First impression error is to _____ error as leniency error is to severity error.

When ratings will be used to determine merit increases,they are more likely to differentiate among subordinates than when the ratings will be used for other purposes.

Which of the following types of rankings would be least preferred by managers of more than 10-15 employees?

The major complaint of both managers and employees regarding the appraisal process is that:

The best appraisal format for employee development is:

Halo error is when performance at the end of a rating period has a large influence on the rating for the entire period.

What is the significance of promotions as a pay-for-performance tool?

Subordinate ratings ___________

In making performance appraisals,managers tend to focus on either good performance,counterproductive performance,or both.

Which of the following is most likely to motivate employees to perform better?

What are the key suggestions for an effective performance appraisal process?

Rankings are more popular among managers than ratings as they are less complex and uni-dimensional.

Deming's major argument regarding performance appraisals is that:

_____ is the best appraisal format across the five criteria for evaluating rating formats.

Unlike employment tests,performance appraisals are not subject to the same EEO regulations.