Question 1

How can managers make appraisal feedback interviews more effective?

Accepted Answer

Appraisal interviews are stressful for b

Question 2

Performance appraisals at Swamp Blossom Designs,Inc.,always occur on the employee's anniversary of employment.A standard protocol is in place to report managerial impressions and observations on employee performance.This is an example of

Accepted Answer

A)  objective evaluation. 
B)  subjective evaluation. 
C)  systematic appraisal. 
D)  informal appraisal. 
A)  objective evaluation. 
B)  subjective evaluation. 
C)  systematic appraisal. 
D)  informal appraisal.

Question 3

Category scaling methods are easy to develop and they help guard against leniency bias by supervisors by forcing the supervisors to rank subordinates against one another on each performance category.

Accepted Answer

A) True 
 B)False

Question 4

Amanda makes notes about each of her subordinates' exceptionally good and poor performance in a performance log.If Amanda subsequently recommends that an employee be terminated,this performance log would serve as documentation in court.

Accepted Answer

A) True 
 B)False

Question 5

If the organization's performance appraisal system is flawed,there are negative effects on the compensation system,job placement decisions,and the ability to defend the organization against charges of discrimination.

Accepted Answer

A) True 
 B)False

Question 6

The trend is for HR performance management specialists to conduct performance appraisals for exempt-level employees because of widespread problems with supervisor-rater bias.

Accepted Answer

A) True 
 B)False

Question 7

In the essay approach to performance appraisal,the manager has more flexibility than in other appraisal methods and can provide highly detailed information about the subordinate being rated.

Accepted Answer

A) True 
 B)False

Question 8

Clementine Import-Export,Inc.,has a language-proficiency test for its sales representatives in Latin America.Part of the test requires that sales representatives to be able to ask and answer in Spanish basic questions about prices,quantities,shipping dates and product characteristics.This performance standard can be classified as all of the following EXCEPT

Accepted Answer

A)  the standard trait-based. 
B)  the standard is job-related. 
C)  the standard is observable. 
D)  the standard is non-numerical. 
A)  the standard trait-based. 
B)  the standard is job-related. 
C)  the standard is observable. 
D)  the standard is non-numerical.

Question 9

The primacy effect occurs when a rater gives greater weight to events that have happened in the near past when appraising an individual's performance.

Accepted Answer

A) True 
 B)False

Question 10

The two general uses of performance appraisal,which are often in conflict,are

Accepted Answer

A)  salary administration and discipline. 
B)  training and development. 
C)  administrative and development. 
D)  coaching and career planning 
A)  salary administration and discipline. 
B)  training and development. 
C)  administrative and development. 
D)  coaching and career planning

Question 11

Traditional ratings of employees by supervisors is based on the assumption that

Accepted Answer

A)  employees are more receptive to criticism from their immediate supervisors than from other sources such as co-workers or managers who are not their direct supervisors. 
B)  supervisors have regular day-to-day opportunities for informal appraisals. 
C)  the supervisor is the person most qualified to evaluate the employee's performance realistically and fairly. 
D)  supervisors are more aware of their subordinates' desires and goals than are other potential evaluators. 
A)  employees are more receptive to criticism from their immediate supervisors than from other sources such as co-workers or managers who are not their direct supervisors. 
B)  supervisors have regular day-to-day opportunities for informal appraisals. 
C)  the supervisor is the person most qualified to evaluate the employee's performance realistically and fairly. 
D)  supervisors are more aware of their subordinates' desires and goals than are other potential evaluators.

Question 12

A performance management system can be effective even if organizational employees do not generally regard it as fair.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following statements is TRUE regarding performance management in a global setting?

Accepted Answer

A)  Because human psychology is the same worldwide, a well-designed performance management system will work in any cultural setting. 
B)  Business organizations in every culture include some type of formal performance feedback for employees. 
C)  U.S.-style performance management systems are becoming more widely used overseas because of their effectiveness in increasing employee performance. 
D)  U.S. companies may need to eliminate their performance management processes in certain countries. 
A)  Because human psychology is the same worldwide, a well-designed performance management system will work in any cultural setting. 
B)  Business organizations in every culture include some type of formal performance feedback for employees. 
C)  U.S.-style performance management systems are becoming more widely used overseas because of their effectiveness in increasing employee performance. 
D)  U.S. companies may need to eliminate their performance management processes in certain countries.

Question 14

The critical incident method can be combined with other performance appraisal methods as a form of documentation.

Accepted Answer

A) True 
 B)False

Question 15

An effective performance management system must have all the following characteristics EXCEPT

Accepted Answer

A)  it must link organizational strategy to ultimate results. 
B)  it must allow individual employees flexibility in how they will achieve ultimate results. 
C)  it must translate organizational strategies into unit-level actions. 
D)  it must assign unit-level actions to individual employees. 
A)  it must link organizational strategy to ultimate results. 
B)  it must allow individual employees flexibility in how they will achieve ultimate results. 
C)  it must translate organizational strategies into unit-level actions. 
D)  it must assign unit-level actions to individual employees.

Question 16

Research has shown that performance-driven organizational cultures

Accepted Answer

A)  are based on eliminating differentiations among employees and commitment to equality of rewards for employees. 
B)  is typically welcomed by employees when it is instituted in a formerly entitlement-based organizational culture. 
C)  require behavior-based performance measures. 
D)  tend to have significantly higher financial results compared with other types of organizational cultures. 
A)  are based on eliminating differentiations among employees and commitment to equality of rewards for employees. 
B)  is typically welcomed by employees when it is instituted in a formerly entitlement-based organizational culture. 
C)  require behavior-based performance measures. 
D)  tend to have significantly higher financial results compared with other types of organizational cultures.

Question 17

If a supervisor is considering recommending that an employee be terminated for poor performance,the supervisor should make certain that performance appraisals of this employee are well-documented.

Accepted Answer

A) True 
 B)False

Question 18

Although BARS systems are time-consuming to develop,they are cost-effective in the long run because the same appraisal form can be used for broad job families in an organization,such as all technical jobs and all administrative jobs.

Accepted Answer

A) True 
 B)False

Question 19

The vice-president of HR for Blue Horizon Mental Health is designing a performance appraisal system that includes subordinate ratings of their supervisors.The supervisors are concerned about this and have raised all of the following objections EXCEPT

Accepted Answer

A)  the supervisors are concerned that they will be rated on how nice they are to subordinates rather than on their true supervisory performance. 
B)  the supervisors believe that employee feedback will be overly focused on objective performance criteria and not intangible leadership qualities. 
C)  the supervisors are most opposed to using the evaluations for administrative purposes, although they are more open to using the evaluations for development purposes. 
D)  the supervisors argue that subordinates will not want to give them negative feedback because of fear of reprisals. 
A)  the supervisors are concerned that they will be rated on how nice they are to subordinates rather than on their true supervisory performance. 
B)  the supervisors believe that employee feedback will be overly focused on objective performance criteria and not intangible leadership qualities. 
C)  the supervisors are most opposed to using the evaluations for administrative purposes, although they are more open to using the evaluations for development purposes. 
D)  the supervisors argue that subordinates will not want to give them negative feedback because of fear of reprisals.

Question 20

Employee performance can be rated by anyone familiar with the performance of the individual.Consequently,customer ratings can provide good sources of performance appraisal information for employees with extensive customer contact.

Accepted Answer

A) True 
 B)False

How can managers make appraisal feedback interviews more effective?

Performance appraisals at Swamp Blossom Designs,Inc.,always occur on the employee's anniversary of employment.A standard protocol is in place to report managerial impressions and observations on employee performance.This is an example of

Category scaling methods are easy to develop and they help guard against leniency bias by supervisors by forcing the supervisors to rank subordinates against one another on each performance category.

Amanda makes notes about each of her subordinates' exceptionally good and poor performance in a performance log.If Amanda subsequently recommends that an employee be terminated,this performance log would serve as documentation in court.

If the organization's performance appraisal system is flawed,there are negative effects on the compensation system,job placement decisions,and the ability to defend the organization against charges of discrimination.

The trend is for HR performance management specialists to conduct performance appraisals for exempt-level employees because of widespread problems with supervisor-rater bias.

In the essay approach to performance appraisal,the manager has more flexibility than in other appraisal methods and can provide highly detailed information about the subordinate being rated.

The primacy effect occurs when a rater gives greater weight to events that have happened in the near past when appraising an individual's performance.

The two general uses of performance appraisal,which are often in conflict,are

Traditional ratings of employees by supervisors is based on the assumption that

A performance management system can be effective even if organizational employees do not generally regard it as fair.

Which of the following statements is TRUE regarding performance management in a global setting?

The critical incident method can be combined with other performance appraisal methods as a form of documentation.

An effective performance management system must have all the following characteristics EXCEPT

Research has shown that performance-driven organizational cultures

If a supervisor is considering recommending that an employee be terminated for poor performance,the supervisor should make certain that performance appraisals of this employee are well-documented.

Although BARS systems are time-consuming to develop,they are cost-effective in the long run because the same appraisal form can be used for broad job families in an organization,such as all technical jobs and all administrative jobs.

The vice-president of HR for Blue Horizon Mental Health is designing a performance appraisal system that includes subordinate ratings of their supervisors.The supervisors are concerned about this and have raised all of the following objections EXCEPT

Employee performance can be rated by anyone familiar with the performance of the individual.Consequently,customer ratings can provide good sources of performance appraisal information for employees with extensive customer contact.

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

How can managers make appraisal feedback interviews more effective?

Performance appraisals at Swamp Blossom Designs,Inc.,always occur on the employee's anniversary of employment.A standard protocol is in place to report managerial impressions and observations on employee performance.This is an example of

Category scaling methods are easy to develop and they help guard against leniency bias by supervisors by forcing the supervisors to rank subordinates against one another on each performance category.

Amanda makes notes about each of her subordinates' exceptionally good and poor performance in a performance log.If Amanda subsequently recommends that an employee be terminated,this performance log would serve as documentation in court.

If the organization's performance appraisal system is flawed,there are negative effects on the compensation system,job placement decisions,and the ability to defend the organization against charges of discrimination.

The trend is for HR performance management specialists to conduct performance appraisals for exempt-level employees because of widespread problems with supervisor-rater bias.

In the essay approach to performance appraisal,the manager has more flexibility than in other appraisal methods and can provide highly detailed information about the subordinate being rated.

The primacy effect occurs when a rater gives greater weight to events that have happened in the near past when appraising an individual's performance.

The two general uses of performance appraisal,which are often in conflict,are

Traditional ratings of employees by supervisors is based on the assumption that

A performance management system can be effective even if organizational employees do not generally regard it as fair.

Which of the following statements is TRUE regarding performance management in a global setting?

The critical incident method can be combined with other performance appraisal methods as a form of documentation.

An effective performance management system must have all the following characteristics EXCEPT

Research has shown that performance-driven organizational cultures

If a supervisor is considering recommending that an employee be terminated for poor performance,the supervisor should make certain that performance appraisals of this employee are well-documented.

Although BARS systems are time-consuming to develop,they are cost-effective in the long run because the same appraisal form can be used for broad job families in an organization,such as all technical jobs and all administrative jobs.

The vice-president of HR for Blue Horizon Mental Health is designing a performance appraisal system that includes subordinate ratings of their supervisors.The supervisors are concerned about this and have raised all of the following objections EXCEPT

Employee performance can be rated by anyone familiar with the performance of the individual.Consequently,customer ratings can provide good sources of performance appraisal information for employees with extensive customer contact.

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