Exam 11: Performance Appraisals

Of the many factors affecting supervisors' ratings of subordinates,the major influence is actual performance.

The criticism,"different raters have different ideas about what "average work" is,is associated with the ________ rating format.

The most reliable performance ratings are done by:

The traditional performance component of the balanced scorecard is__________

What was Deming's major criticism against performance appraisals?

In situations in which the nature of the task is so uncertain that it may be difficult to specify expected goals,the most appropriate rating format is ______________

In the _____ type of performance evaluation,supervisors answer open-ended questions.

Supervisors' ratings are less likely to terminate employees for performance when unemployment is low.

When a job involves very routine,mechanistic tasks,the best appraisal format that is most appropriate is:

Some companies have dropped the use of "rank and yank" because _____.

Teaching raters what constitutes good,average,and poor performance is _____ training.

All of the following are strengths of 360-degree feedback except that it:

In _____ ranking,raters look at a list of employees,decide who the best employee is,and cross that person's name off the list.From the remaining names,the manager decides who the worst employee is and crosses that name off the list-and so forth.

All of the following are true findings regarding MBO except that:

Among peer raters,the most objective evaluations are given by:

Bosses who are in a good mood give higher performance ratings than those who are grumpy.

A recommended practice for appraisal interviews is to have the employee complete a self-appraisal form prior to the appraisal interview.

Telling raters that sometimes the work environment and system affect job performance more than the individual employee's behavior:

The most common form of outcomes-based appraisal is:

A negative outcome of MBO is ________