Question 1

As a supervisor you have a tendency to rate all employees as "average" in everything.You are guilty of using which perceptual error?

Accepted Answer

A)  halo error 
B)  contrast effect 
C)  central tendency error 
D)  recency effect 
A)  halo error 
B)  contrast effect 
C)  central tendency error 
D)  recency effect C

Question 2

What is the first issue to decide when designing a merit pay system?

Accepted Answer

A)  the objectives of the system 
B)  the amount of money to be distributed 
C)  how appraisals will be linked to pay 
D)  the methods to appraise employee performance 
A)  the objectives of the system 
B)  the amount of money to be distributed 
C)  how appraisals will be linked to pay 
D)  the methods to appraise employee performance A

Question 3

Performance appraisals accurately reflect employees' performance.

Accepted Answer

A) True 
 B)False  False

Question 4

Which of the following is NOT an administrative reason for doing performance appraisals?

Accepted Answer

A)  to identify employees for merit pay 
B)  to identify employees for promotion 
C)  to provide useful feedback to employees 
D)  to monitor the overall quality of performance of the firm 
A)  to identify employees for merit pay 
B)  to identify employees for promotion 
C)  to provide useful feedback to employees 
D)  to monitor the overall quality of performance of the firm

Question 5

ABC Inc.uses "mystery shoppers" to appraise staff at its departmental stores.What type of performance appraisal method is ABC Inc.using?

Accepted Answer

A)  graphic rating scales 
B)  field reviews 
C)  management by objectives 
D)  behavioural observation scales 
A)  graphic rating scales 
B)  field reviews 
C)  management by objectives 
D)  behavioural observation scales

Question 6

Identify and describe the various perceptual errors that can affect appraisal accuracy.

Accepted Answer

Perceptual errors that can undermine app

Question 7

What is NOT a key element of performance management?

Accepted Answer

A)  goal setting 
B)  encouragement and support 
C)  feedback 
D)  multisource input 
A)  goal setting 
B)  encouragement and support 
C)  feedback 
D)  multisource input

Question 8

What is NOT generally a source of employee performance appraisals?

Accepted Answer

A)  supervisors 
B)  board of directors 
C)  subordinates 
D)  professional raters 
A)  supervisors 
B)  board of directors 
C)  subordinates 
D)  professional raters

Question 9

According to research cited in the textbook,which source is used by the majority of Canadian employers?

Accepted Answer

A)  supervisory and self-appraisals 
B)  only supervisory appraisals 
C)  360-degree feedback 
D)  supervisory,self,and peer appraisals 
A)  supervisory and self-appraisals 
B)  only supervisory appraisals 
C)  360-degree feedback 
D)  supervisory,self,and peer appraisals

Question 10

Which statement best describes peer evaluation ratings?

Accepted Answer

A)  Peers tend to be more lenient than superiors. 
B)  Peers tend to be less lenient than superiors. 
C)  There is no difference between peer and superior ratings. 
D)  Peer ratings are the most valid of the sources of appraisals. 
A)  Peers tend to be more lenient than superiors. 
B)  Peers tend to be less lenient than superiors. 
C)  There is no difference between peer and superior ratings. 
D)  Peer ratings are the most valid of the sources of appraisals.

Question 11

XYZ Inc.appraises its employees on key traits such as "initiative",on a scale of 1 to 6,with 1=inferior performance and 6=outstanding.What method of performance appraisals is XYZ Inc.using?

Accepted Answer

A)  graphic rating scales 
B)  management by objectives 
C)  behavioural anchored rating scales 
D)  behavioural observation scales 
A)  graphic rating scales 
B)  management by objectives 
C)  behavioural anchored rating scales 
D)  behavioural observation scales

Question 12

Which performance appraisal method is congruent with a management approach that dictates that no more than 15 percent of employees are to be rated as excellent,commanding a top percentage increase in merit pay?

Accepted Answer

A)  forced distribution 
B)  paired comparison 
C)  behaviourally anchored rating scales 
D)  field review 
A)  forced distribution 
B)  paired comparison 
C)  behaviourally anchored rating scales 
D)  field review

Question 13

Which statement associated with Management by Objectives (MBO)is NOT accurate?

Accepted Answer

A)  Goals should be determined jointly between a manager and an employee. 
B)  To be effective,goals should be realistic. 
C)  Broad general goals are congruent with the MBO approach. 
D)  Regular evaluation and feedback against targets is critical. 
A)  Goals should be determined jointly between a manager and an employee. 
B)  To be effective,goals should be realistic. 
C)  Broad general goals are congruent with the MBO approach. 
D)  Regular evaluation and feedback against targets is critical.

Question 14

From your perspective as a compensation officer,what is the most important category of reasons for doing performance appraisals?

Accepted Answer

A)  supervisory 
B)  administrative 
C)  developmental 
D)  symbolic 
A)  supervisory 
B)  administrative 
C)  developmental 
D)  symbolic

Question 15

Identify and briefly explain the main categories of reasons for doing appraisals.

Accepted Answer

The rationale for having appraisals incl

Question 16

Describe the conditions under which recognizing individual contribution levels may be essential.

Accepted Answer

Evaluating individual performance is nec

Question 17

In an effort to "provide something to everyone," organizations may lump merit pay and cost of living increases together.This action dilutes the relationship between merit pay increases and performance.

Accepted Answer

A) True 
 B)False

Question 18

Define and describe the key elements of performance management.

Accepted Answer

Performance management is a method for i

Question 19

The "beauty effect" is a rating error in performance appraisals.

Accepted Answer

A) True 
 B)False

Question 20

Senior management determines how much money will be available for merit pay against performance metrics identified in the beginning of the fiscal year,and then distributes those funds across departments.Which approach has senior management used to determine the total amount of money available for merit pay?

Accepted Answer

A)  top-down 
B)  across the board 
C)  organizational performance indicators 
D)  bottom-up 
A)  top-down 
B)  across the board 
C)  organizational performance indicators 
D)  bottom-up

As a supervisor you have a tendency to rate all employees as "average" in everything.You are guilty of using which perceptual error?

What is the first issue to decide when designing a merit pay system?

Performance appraisals accurately reflect employees' performance.

Which of the following is NOT an administrative reason for doing performance appraisals?

ABC Inc.uses "mystery shoppers" to appraise staff at its departmental stores.What type of performance appraisal method is ABC Inc.using?

Identify and describe the various perceptual errors that can affect appraisal accuracy.

What is NOT a key element of performance management?

What is NOT generally a source of employee performance appraisals?

According to research cited in the textbook,which source is used by the majority of Canadian employers?

Which statement best describes peer evaluation ratings?

XYZ Inc.appraises its employees on key traits such as "initiative",on a scale of 1 to 6,with 1=inferior performance and 6=outstanding.What method of performance appraisals is XYZ Inc.using?

Which performance appraisal method is congruent with a management approach that dictates that no more than 15 percent of employees are to be rated as excellent,commanding a top percentage increase in merit pay?

Which statement associated with Management by Objectives (MBO)is NOT accurate?

From your perspective as a compensation officer,what is the most important category of reasons for doing performance appraisals?

Identify and briefly explain the main categories of reasons for doing appraisals.

Describe the conditions under which recognizing individual contribution levels may be essential.

In an effort to "provide something to everyone," organizations may lump merit pay and cost of living increases together.This action dilutes the relationship between merit pay increases and performance.

Define and describe the key elements of performance management.

The "beauty effect" is a rating error in performance appraisals.

A Road Map to Effective Compensation

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters

Exam 10: Evaluating Individuals

As a supervisor you have a tendency to rate all employees as "average" in everything.You are guilty of using which perceptual error?

What is the first issue to decide when designing a merit pay system?

Performance appraisals accurately reflect employees' performance.

Which of the following is NOT an administrative reason for doing performance appraisals?

ABC Inc.uses "mystery shoppers" to appraise staff at its departmental stores.What type of performance appraisal method is ABC Inc.using?

Identify and describe the various perceptual errors that can affect appraisal accuracy.

What is NOT a key element of performance management?

What is NOT generally a source of employee performance appraisals?

According to research cited in the textbook,which source is used by the majority of Canadian employers?

Which statement best describes peer evaluation ratings?

XYZ Inc.appraises its employees on key traits such as "initiative",on a scale of 1 to 6,with 1=inferior performance and 6=outstanding.What method of performance appraisals is XYZ Inc.using?

Which performance appraisal method is congruent with a management approach that dictates that no more than 15 percent of employees are to be rated as excellent,commanding a top percentage increase in merit pay?

Which statement associated with Management by Objectives (MBO)is NOT accurate?

From your perspective as a compensation officer,what is the most important category of reasons for doing performance appraisals?

Identify and briefly explain the main categories of reasons for doing appraisals.

Describe the conditions under which recognizing individual contribution levels may be essential.

In an effort to "provide something to everyone," organizations may lump merit pay and cost of living increases together.This action dilutes the relationship between merit pay increases and performance.

Define and describe the key elements of performance management.

The "beauty effect" is a rating error in performance appraisals.

A Road Map to Effective Compensation

A Strategic Framework for Compensation

A Behavioural Framework for Compensation

Components of Compensation Strategy

Performance Pay Choices

Formulating the Reward and Compensation Strategy

Evaluating Jobs: the Job Evaluation Process

Evaluating Jobs: the Point Method of Job Evaluation

Evaluating the Market

Designing Performance Pay Plans

Designing Indirect Pay Plans

Activating and Maintaining an Effective Compensation System

Filters