Question 1

Which of the following is an example of the administrative role of performance appraisal?

Accepted Answer

A)  identifying individual subordinate's weaknesses to determine coaching needs 
B)  measuring subordinate's performance for making retention decisions during a layoff 
C)  identifying the organization's training needs 
D)  communicating feedback to the employee 
A)  identifying individual subordinate's weaknesses to determine coaching needs 
B)  measuring subordinate's performance for making retention decisions during a layoff 
C)  identifying the organization's training needs 
D)  communicating feedback to the employee

Question 2

One advantage of having supervisors and managers rated by their subordinates is that this type of rating program can help make the managers more responsive to employees.

Accepted Answer

A) True 
 B)False

Question 3

As an HR director of an organization with a racially-mixed workforce,you have decided to implement multisource appraisals.You anticipate that the biases of the majority group against the two minority groups with "wash out" when the ratings are combined.You are correct in your assumption.

Accepted Answer

A) True 
 B)False

Question 4

The training of raters should center on minimizing rater errors and

Accepted Answer

A)  documenting performance information. 
B)  communicating ratings to subordinates. 
C)  counseling subordinates to improve performance. 
D)  identifying essential performance criteria. 
A)  documenting performance information. 
B)  communicating ratings to subordinates. 
C)  counseling subordinates to improve performance. 
D)  identifying essential performance criteria.

Question 5

The 360° rating method appears to be less threatening to employees when it is used for ____ purposes.

Accepted Answer

A)  administrative 
B)  customer relations 
C)  development 
D)  benchmarking 
A)  administrative 
B)  customer relations 
C)  development 
D)  benchmarking

Question 6

The performance committee of Everyoung Physical Therapy Associates has identified: (1)the progress of the patient according to medical guidelines,(2)patient satisfaction,(3)meeting treatment deadlines,and (4)therapist presence at work as ____ upon which the committee will base the measure of physical therapist performance.

Accepted Answer

A)  job duties 
B)  performance measures 
C)  subjective criteria 
D)  critical incidents 
A)  job duties 
B)  performance measures 
C)  subjective criteria 
D)  critical incidents

Question 7

____ specifies the performance goals that an individual and his or her manager agree to try to attain within an appropriate length of time.

Accepted Answer

A)  Performance counseling 
B)  Strategic performance management 
C)  The critical incident technique (CIT) 
D)  Management by objectives (MBO) 
A)  Performance counseling 
B)  Strategic performance management 
C)  The critical incident technique (CIT) 
D)  Management by objectives (MBO)

Question 8

If an organization does not have clear organizational objectives,it is impossible to have an effective performance management system.

Accepted Answer

A) True 
 B)False

Question 9

Not all of an employee's job duties are equally important.Performance appraisal systems can best take this into account by

Accepted Answer

A)  using results-oriented performance measures for the most important duties and behavior-based or trait-based measures for the lesser-important duties. 
B)  measuring performance only for the most important duties. 
C)  using a critical incident method to measure employee performance. 
D)  weighting the more important duties more highly than the less important duties. 
A)  using results-oriented performance measures for the most important duties and behavior-based or trait-based measures for the lesser-important duties. 
B)  measuring performance only for the most important duties. 
C)  using a critical incident method to measure employee performance. 
D)  weighting the more important duties more highly than the less important duties.

Question 10

George supervises the work of 15 subordinates.These individuals are in a state-subsidized work program for the chronically-unemployed that is intended to help them learn good work habits and job skills that will allow them to move into jobs in the local economy.George is required to appraise his subordinates' performance each month.George

Accepted Answer

A)  should focus on positive feedback because these employees may have a low sense of self-efficacy and will be discouraged by negative feedback. 
B)  must keep in mind that his performance appraisal may negatively affect the employee's ability to continue in this work program and the employee's ability to actually earn a living in the future. 
C)  must emphasize the performance shortfalls of the employees so that they understand the competitive, win/lose environment they will be in when they get jobs in the local economy. 
D)  owes each of these employees a true picture of his/her performance, no matter how difficult the conversation may be or how difficult the employee is. 
A)  should focus on positive feedback because these employees may have a low sense of self-efficacy and will be discouraged by negative feedback. 
B)  must keep in mind that his performance appraisal may negatively affect the employee's ability to continue in this work program and the employee's ability to actually earn a living in the future. 
C)  must emphasize the performance shortfalls of the employees so that they understand the competitive, win/lose environment they will be in when they get jobs in the local economy. 
D)  owes each of these employees a true picture of his/her performance, no matter how difficult the conversation may be or how difficult the employee is.

Question 11

All of the following are requirements for performance appraisal supported by the courts and the EEOC EXCEPT

Accepted Answer

A)  performance criteria must be based on job analysis. 
B)  appraisal activities must be documented. 
C)  the rater must have personal knowledge of and contact with the appraised individual. 
D)  performance criteria must be numerical and objective. 
A)  performance criteria must be based on job analysis. 
B)  appraisal activities must be documented. 
C)  the rater must have personal knowledge of and contact with the appraised individual. 
D)  performance criteria must be numerical and objective.

Question 12

Supervisors who can constructively communicate negative feedback to subordinates is critical to an effective performance appraisal system.

Accepted Answer

A) True 
 B)False

Question 13

All of the following statements are true about team-based performance appraisal EXCEPT

Accepted Answer

A)  team performance appraisal is most effective in the administrative aspect of performance management. 
B)  teams tend to avoid awarding individual team members larger or smaller pay increases based on performance. 
C)  team members are often more familiar with a team member's work performance than the supervisor is. 
D)  team members may use the team performance appraisal as a way to attack other team members. 
A)  team performance appraisal is most effective in the administrative aspect of performance management. 
B)  teams tend to avoid awarding individual team members larger or smaller pay increases based on performance. 
C)  team members are often more familiar with a team member's work performance than the supervisor is. 
D)  team members may use the team performance appraisal as a way to attack other team members.

Question 14

The performance appraisal interview is a type of feedback system.The components of a feedback system include all of the following EXCEPT

Accepted Answer

A)  evaluation of data. 
B)  data. 
C)  acceptance of the evaluation as fair. 
D)  action based on the evaluation. 
A)  evaluation of data. 
B)  data. 
C)  acceptance of the evaluation as fair. 
D)  action based on the evaluation.

Question 15

At Decahedron Software,Inc.,appraisals for non-technical employees are conducted annually.Technical employees receive evaluations every six months.This is probably because the technical employees

Accepted Answer

A)  have many job opportunities and semiannual evaluations allows for raises every six months as a retention tool. 
B)  need more performance guidance from their managers than do non-technical employees. 
C)  tend to be younger employees who require more intense management attention. 
D)  have shorter developmental cycles than non-technical employees because technology changes so rapidly in the software industry. 
A)  have many job opportunities and semiannual evaluations allows for raises every six months as a retention tool. 
B)  need more performance guidance from their managers than do non-technical employees. 
C)  tend to be younger employees who require more intense management attention. 
D)  have shorter developmental cycles than non-technical employees because technology changes so rapidly in the software industry.

Question 16

If the performance appraisal system in an organization is properly designed and administered,it will not be a stressful experience for either managers or their subordinates.

Accepted Answer

A) True 
 B)False

Question 17

One of the items on the performance appraisal form at Bioengineering Devices,Inc.,is "The employee demonstrates creativity,inventiveness and openness to new ideas." This can be considered ____ performance information.

Accepted Answer

A)  results-oriented 
B)  behaviorally-based 
C)  objectively observable 
D)  trait-based 
A)  results-oriented 
B)  behaviorally-based 
C)  objectively observable 
D)  trait-based

Question 18

For negative feedback in a performance appraisal to cause a subordinate to change his/her behavior,it is necessary for an action plan to be devised,with or without the subordinate's input.

Accepted Answer

A) True 
 B)False

Question 19

An artist has been a visiting instructor at a noted art academy for three years.The academy's process for moving a temporary/visiting instructor to regular faculty status is to have the artist's portfolio of work examined by a panel of noted artists who are not affiliated with the academy.This is a version of a/an

Accepted Answer

A)  field review. 
B)  external audit. 
C)  body-of-work appraisal. 
D)  team appraisal. 
A)  field review. 
B)  external audit. 
C)  body-of-work appraisal. 
D)  team appraisal.

Question 20

The performance ratings of an employee given by the various evaluators in a multisource performance appraisal system tend to be remarkably consistent with a narrow range of variability.

Accepted Answer

A) True 
 B)False

Which of the following is an example of the administrative role of performance appraisal?

One advantage of having supervisors and managers rated by their subordinates is that this type of rating program can help make the managers more responsive to employees.

As an HR director of an organization with a racially-mixed workforce,you have decided to implement multisource appraisals.You anticipate that the biases of the majority group against the two minority groups with "wash out" when the ratings are combined.You are correct in your assumption.

The training of raters should center on minimizing rater errors and

The 360° rating method appears to be less threatening to employees when it is used for ____ purposes.

____ specifies the performance goals that an individual and his or her manager agree to try to attain within an appropriate length of time.

If an organization does not have clear organizational objectives,it is impossible to have an effective performance management system.

Not all of an employee's job duties are equally important.Performance appraisal systems can best take this into account by

All of the following are requirements for performance appraisal supported by the courts and the EEOC EXCEPT

Supervisors who can constructively communicate negative feedback to subordinates is critical to an effective performance appraisal system.

All of the following statements are true about team-based performance appraisal EXCEPT

The performance appraisal interview is a type of feedback system.The components of a feedback system include all of the following EXCEPT

At Decahedron Software,Inc.,appraisals for non-technical employees are conducted annually.Technical employees receive evaluations every six months.This is probably because the technical employees

If the performance appraisal system in an organization is properly designed and administered,it will not be a stressful experience for either managers or their subordinates.

One of the items on the performance appraisal form at Bioengineering Devices,Inc.,is "The employee demonstrates creativity,inventiveness and openness to new ideas." This can be considered ____ performance information.

For negative feedback in a performance appraisal to cause a subordinate to change his/her behavior,it is necessary for an action plan to be devised,with or without the subordinate's input.

The performance ratings of an employee given by the various evaluators in a multisource performance appraisal system tend to be remarkably consistent with a narrow range of variability.

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

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Exam 10: Performance Management and Appraisal

Which of the following is an example of the administrative role of performance appraisal?

One advantage of having supervisors and managers rated by their subordinates is that this type of rating program can help make the managers more responsive to employees.

As an HR director of an organization with a racially-mixed workforce,you have decided to implement multisource appraisals.You anticipate that the biases of the majority group against the two minority groups with "wash out" when the ratings are combined.You are correct in your assumption.

The training of raters should center on minimizing rater errors and

The 360° rating method appears to be less threatening to employees when it is used for ____ purposes.

____ specifies the performance goals that an individual and his or her manager agree to try to attain within an appropriate length of time.

If an organization does not have clear organizational objectives,it is impossible to have an effective performance management system.

Not all of an employee's job duties are equally important.Performance appraisal systems can best take this into account by

All of the following are requirements for performance appraisal supported by the courts and the EEOC EXCEPT

Supervisors who can constructively communicate negative feedback to subordinates is critical to an effective performance appraisal system.

All of the following statements are true about team-based performance appraisal EXCEPT

The performance appraisal interview is a type of feedback system.The components of a feedback system include all of the following EXCEPT

At Decahedron Software,Inc.,appraisals for non-technical employees are conducted annually.Technical employees receive evaluations every six months.This is probably because the technical employees

If the performance appraisal system in an organization is properly designed and administered,it will not be a stressful experience for either managers or their subordinates.

One of the items on the performance appraisal form at Bioengineering Devices,Inc.,is "The employee demonstrates creativity,inventiveness and openness to new ideas." This can be considered ____ performance information.

For negative feedback in a performance appraisal to cause a subordinate to change his/her behavior,it is necessary for an action plan to be devised,with or without the subordinate's input.

The performance ratings of an employee given by the various evaluators in a multisource performance appraisal system tend to be remarkably consistent with a narrow range of variability.

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