Question 1

Performance appraisals are widely used for all the following types of employees EXCEPT

Accepted Answer

A)  non-exempt employees. 
B)  professional employees. 
C)  managers in service industries. 
D)  unionized production employees. 
A)  non-exempt employees. 
B)  professional employees. 
C)  managers in service industries. 
D)  unionized production employees.

Question 2

Which of the following best describes the manager's role in the developmental aspect of performance appraisal?

Accepted Answer

A)  judge 
B)  parent 
C)  antagonist 
D)  coach 
A)  judge 
B)  parent 
C)  antagonist 
D)  coach

Question 3

The HR director feels it is necessary for each individual employee to analyze his or her personal strengths and weaknesses and set concrete goals for improvement.Consequently,the HR director is designing a ____ program.

Accepted Answer

A)  facilitated appraisal 
B)  self-appraisal 
C)  team evaluation 
D)  introspective analysis 
A)  facilitated appraisal 
B)  self-appraisal 
C)  team evaluation 
D)  introspective analysis

Question 4

All of the following are common criteria of employee performance EXCEPT

Accepted Answer

A)  meeting deadlines. 
B)  achieving quality standards. 
C)  being present at work. 
D)  acting in accordance with ethical principles. 
A)  meeting deadlines. 
B)  achieving quality standards. 
C)  being present at work. 
D)  acting in accordance with ethical principles.

Question 5

The auditors in a public accounting firm are assigned to new project teams as their current projects end.Consequently,an auditor may work on one project for an entire year or the auditor may be assigned to several different shorter-term projects during a year.All of the following are behaviors that would be important to encourage through the performance appraisal system EXCEPT

Accepted Answer

A)  competitiveness. 
B)  achievement orientation. 
C)  initiative. 
D)  information-seeking. 
A)  competitiveness. 
B)  achievement orientation. 
C)  initiative. 
D)  information-seeking.

Question 6

Phrases such as "Greeted customer within 10 seconds of customer's entry into store," and "Failed to greet customer until customer addressed employee," would be typical of a ____ performance appraisal method.

Accepted Answer

A)  forced distribution 
B)  a management by objectives 
C)  behaviorally-anchored rating scale 
D)  ranking 
A)  forced distribution 
B)  a management by objectives 
C)  behaviorally-anchored rating scale 
D)  ranking

Question 7

At Evergreen Cosmetics,the top executive team's bonus is based on the profitability of the firm.Each executive receives the same percentage bonus as the increase in profits over the previous year.This shows

Accepted Answer

A)  a lack of ambition on the part of the executive team. 
B)  a disconnect between executive compensation and the compensation of regular employees. 
C)  the pervasiveness of an entitlement culture even into top management ranks. 
D)  executive commitment to performance management. 
A)  a lack of ambition on the part of the executive team. 
B)  a disconnect between executive compensation and the compensation of regular employees. 
C)  the pervasiveness of an entitlement culture even into top management ranks. 
D)  executive commitment to performance management.

Question 8

The simplest methods for appraising performance are the

Accepted Answer

A)  behaviorally anchored rating scales (BARS). 
B)  category scaling methods. 
C)  comparative methods. 
D)  written methods. 
A)  behaviorally anchored rating scales (BARS). 
B)  category scaling methods. 
C)  comparative methods. 
D)  written methods.

Question 9

In the ____ method,the manager keeps a written record of both highly favorable and unfavorable actions in an employee's performance during the entire rating period.

Accepted Answer

A)  checklist 
B)  paired comparisons 
C)  essay 
D)  critical incident 
A)  checklist 
B)  paired comparisons 
C)  essay 
D)  critical incident

Question 10

Results-based information,used for evaluating performance,

Accepted Answer

A)  is effective in promoting ethical behavior since lawsuits and regulatory fines are easy to measure. 
B)  is difficult to use for most jobs since few jobs have observable and measurable results. 
C)  is best used on a group or organization-wide basis since few individual employees have a direct effect on organizational success.. 
D)  may cause difficult-to-measure aspects of the work to be neglected by employees. 
A)  is effective in promoting ethical behavior since lawsuits and regulatory fines are easy to measure. 
B)  is difficult to use for most jobs since few jobs have observable and measurable results. 
C)  is best used on a group or organization-wide basis since few individual employees have a direct effect on organizational success.. 
D)  may cause difficult-to-measure aspects of the work to be neglected by employees.

Question 11

Which of the following is true about using behavior-based information for evaluating job performance?

Accepted Answer

A)  The aim is to identify the one critical employee behavior which will lead to job success. 
B)  In effect, behavior-based performance appraisal systems penalize employees who use unusual approaches to gain successful results. 
C)  Behavior-based performance appraisal systems are the easiest to develop. 
D)  Behavior-based information looks at what the outcomes the employee has achieved. 
A)  The aim is to identify the one critical employee behavior which will lead to job success. 
B)  In effect, behavior-based performance appraisal systems penalize employees who use unusual approaches to gain successful results. 
C)  Behavior-based performance appraisal systems are the easiest to develop. 
D)  Behavior-based information looks at what the outcomes the employee has achieved.

Question 12

Which of the following statements is TRUE regarding informal appraisals?

Accepted Answer

A)  Frequent informal feedback to employees can prevent surprises later when the formal evaluation is communicated. 
B)  Well-done and frequent informal appraisals are more easily defended in court than traditional annual performance appraisals. 
C)  Frequent informal performance appraisal can make an annual formal performance appraisal unnecessary. 
D)  The day-to-day working relationship between a manager and an employee is disrupted by unscheduled informal appraisals, so these should be minimized. 
A)  Frequent informal feedback to employees can prevent surprises later when the formal evaluation is communicated. 
B)  Well-done and frequent informal appraisals are more easily defended in court than traditional annual performance appraisals. 
C)  Frequent informal performance appraisal can make an annual formal performance appraisal unnecessary. 
D)  The day-to-day working relationship between a manager and an employee is disrupted by unscheduled informal appraisals, so these should be minimized.

Question 13

Brownbrass,Inc.,has instituted a multisource rating system.The results will be used for both developmental and administrative purposes,such as compensation and promotion decisions.As an HR consultant hired by the organization,you can predict that

Accepted Answer

A)  there will be fewer legal issues with this system than with a supervisory rating system. 
B)  the employees will view the multisource ratings as more valid than if they were rated only by their supervisors. 
C)  there will be little variation in performance ratings across sources. 
D)  the performance ratings will be inflated. 
A)  there will be fewer legal issues with this system than with a supervisory rating system. 
B)  the employees will view the multisource ratings as more valid than if they were rated only by their supervisors. 
C)  there will be little variation in performance ratings across sources. 
D)  the performance ratings will be inflated.

Question 14

All of the following are reasons to have subordinates evaluate the performance of their supervisors EXCEPT

Accepted Answer

A)  compensation for managers tends to be more equitable when subordinates have input into these decisions. 
B)  employee ratings can identify competent managers. 
C)  when subordinates rate managers, managers become more responsive to their subordinates. 
D)  subordinates can identify areas for growth for their managers. 
A)  compensation for managers tends to be more equitable when subordinates have input into these decisions. 
B)  employee ratings can identify competent managers. 
C)  when subordinates rate managers, managers become more responsive to their subordinates. 
D)  subordinates can identify areas for growth for their managers.

Question 15

In most companies and for most employees,the typical time period for formal performance appraisals is

Accepted Answer

A)  semi-annual. 
B)  monthly 
C)  annual 
D)  continuous 
A)  semi-annual. 
B)  monthly 
C)  annual 
D)  continuous

Question 16

At the end of a negative performance appraisal interview,it is essential that both the manager and the subordinate agree in all areas of the review,otherwise a true "meeting of the minds" has not occurred and the employee will not change his or her behavior.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is FALSE?

Accepted Answer

A)  Narrative methods and MBO work better for higher-level jobs than for lower-level jobs. 
B)  Category scaling methods are not helpful in measuring strategic accomplishments of employees. 
C)  The MBO method takes quite a bit of time to define expectations and explain the process to employees. 
D)  It is important to use only one type of performance appraisal method for each category of employee. 
A)  Narrative methods and MBO work better for higher-level jobs than for lower-level jobs. 
B)  Category scaling methods are not helpful in measuring strategic accomplishments of employees. 
C)  The MBO method takes quite a bit of time to define expectations and explain the process to employees. 
D)  It is important to use only one type of performance appraisal method for each category of employee.

Question 18

All of the following are common reasons why performance appraisal systems are ineffective EXCEPT

Accepted Answer

A)  managers lack the courage to tell subordinates they are performing inadequately. 
B)  managers and subordinates collude to inflate performance appraisals. 
C)  managers inflate evaluations to protect subordinates from being fired or losing promotions. 
D)  managers use the performance appraisal system to achieve political goals. 
A)  managers lack the courage to tell subordinates they are performing inadequately. 
B)  managers and subordinates collude to inflate performance appraisals. 
C)  managers inflate evaluations to protect subordinates from being fired or losing promotions. 
D)  managers use the performance appraisal system to achieve political goals.

Question 19

____ is the process of determining how well employees do their jobs relative to a standard and communicating that information to the employee.

Accepted Answer

A)  Employee development 
B)  Performance management 
C)  Process improvement 
D)  Performance appraisal 
A)  Employee development 
B)  Performance management 
C)  Process improvement 
D)  Performance appraisal

Question 20

Bringing in an outside consultant to interpret peer/team ratings is one way to overcome the tendency of some employees to attack one another in the ratings.

Accepted Answer

A) True 
 B)False

Performance appraisals are widely used for all the following types of employees EXCEPT

Which of the following best describes the manager's role in the developmental aspect of performance appraisal?

The HR director feels it is necessary for each individual employee to analyze his or her personal strengths and weaknesses and set concrete goals for improvement.Consequently,the HR director is designing a ____ program.

All of the following are common criteria of employee performance EXCEPT

Phrases such as "Greeted customer within 10 seconds of customer's entry into store," and "Failed to greet customer until customer addressed employee," would be typical of a ____ performance appraisal method.

At Evergreen Cosmetics,the top executive team's bonus is based on the profitability of the firm.Each executive receives the same percentage bonus as the increase in profits over the previous year.This shows

The simplest methods for appraising performance are the

In the ____ method,the manager keeps a written record of both highly favorable and unfavorable actions in an employee's performance during the entire rating period.

Results-based information,used for evaluating performance,

Which of the following is true about using behavior-based information for evaluating job performance?

Which of the following statements is TRUE regarding informal appraisals?

Brownbrass,Inc.,has instituted a multisource rating system.The results will be used for both developmental and administrative purposes,such as compensation and promotion decisions.As an HR consultant hired by the organization,you can predict that

All of the following are reasons to have subordinates evaluate the performance of their supervisors EXCEPT

In most companies and for most employees,the typical time period for formal performance appraisals is

At the end of a negative performance appraisal interview,it is essential that both the manager and the subordinate agree in all areas of the review,otherwise a true "meeting of the minds" has not occurred and the employee will not change his or her behavior.

Which of the following is FALSE?

All of the following are common reasons why performance appraisal systems are ineffective EXCEPT

____ is the process of determining how well employees do their jobs relative to a standard and communicating that information to the employee.

Bringing in an outside consultant to interpret peer/team ratings is one way to overcome the tendency of some employees to attack one another in the ratings.

Human Resource Management in Organizations

Strategic HR Management and Planning

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent Management

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 10: Performance Management and Appraisal

Performance appraisals are widely used for all the following types of employees EXCEPT

Which of the following best describes the manager's role in the developmental aspect of performance appraisal?

The HR director feels it is necessary for each individual employee to analyze his or her personal strengths and weaknesses and set concrete goals for improvement.Consequently,the HR director is designing a ____ program.

All of the following are common criteria of employee performance EXCEPT

Phrases such as "Greeted customer within 10 seconds of customer's entry into store," and "Failed to greet customer until customer addressed employee," would be typical of a ____ performance appraisal method.

At Evergreen Cosmetics,the top executive team's bonus is based on the profitability of the firm.Each executive receives the same percentage bonus as the increase in profits over the previous year.This shows

The simplest methods for appraising performance are the

In the ____ method,the manager keeps a written record of both highly favorable and unfavorable actions in an employee's performance during the entire rating period.

Results-based information,used for evaluating performance,

Which of the following is true about using behavior-based information for evaluating job performance?

Which of the following statements is TRUE regarding informal appraisals?

Brownbrass,Inc.,has instituted a multisource rating system.The results will be used for both developmental and administrative purposes,such as compensation and promotion decisions.As an HR consultant hired by the organization,you can predict that

All of the following are reasons to have subordinates evaluate the performance of their supervisors EXCEPT

In most companies and for most employees,the typical time period for formal performance appraisals is

At the end of a negative performance appraisal interview,it is essential that both the manager and the subordinate agree in all areas of the review,otherwise a true "meeting of the minds" has not occurred and the employee will not change his or her behavior.

Which of the following is FALSE?

All of the following are common reasons why performance appraisal systems are ineffective EXCEPT

____ is the process of determining how well employees do their jobs relative to a standard and communicating that information to the employee.

Bringing in an outside consultant to interpret peer/team ratings is one way to overcome the tendency of some employees to attack one another in the ratings.

Human Resource Management in Organizations

Strategic HR Management and Planning

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent Management

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters