Question 1

What are the advantages and disadvantages of completing performance reviews on or around an employee's anniversary date?

Accepted Answer

The advantages and disadvantages of comp

Question 2

What are the motivations for rating deflation?

Accepted Answer

Motivations for rating deflation include

Question 3

Suggestions to improve the quality of self-appraisals include all of the following,EXCEPT:

Accepted Answer

A) Use comparative as opposed to absolute measurement systems. 
B) Allow employees to practice their self-rating skills. 
C) Assure confidentiality. 
D) Focus on the past. 
A) Use comparative as opposed to absolute measurement systems. 
B) Allow employees to practice their self-rating skills. 
C) Assure confidentiality. 
D) Focus on the past.

Question 4

______________ rating errors result because of the complexities involved in observing performance,storing that information in memory,and then recalling that information while rating an employee.

Accepted Answer

A) Intentional 
B) Unintentional 
C) Negative 
D) Positive 
A) Intentional 
B) Unintentional 
C) Negative 
D) Positive

Question 5

Peers are in the best position to evaluate performance in relation to strategic organizational goals.

Accepted Answer

A) True 
 B)False

Question 6

What is the overall objective of a rater training program?

Accepted Answer

A) To ensure that raters know the consequences of making errors in evaluations 
B) To provide raters with tools that will allow them to implement the performance management system effectively 
C) To introduce raters to an overall view of performance management systems 
D) To give raters an opportunity to network with other raters 
A) To ensure that raters know the consequences of making errors in evaluations 
B) To provide raters with tools that will allow them to implement the performance management system effectively 
C) To introduce raters to an overall view of performance management systems 
D) To give raters an opportunity to network with other raters

Question 7

Regardless of who rates performance,the rater is likely to be affected by biases that could distort the resulting ratings.

Accepted Answer

A) True 
 B)False

Question 8

What is the purpose of using weights?

Accepted Answer

A) To gain strength 
B) To allow a supervisor to come to an objective and clear overall performance score 
C) To identify strengths and weaknesses 
D) To allow a supervisor to use his/her own subjective ideas when coming to a clear overall performance score 
A) To gain strength 
B) To allow a supervisor to come to an objective and clear overall performance score 
C) To identify strengths and weaknesses 
D) To allow a supervisor to use his/her own subjective ideas when coming to a clear overall performance score

Question 9

Only forms adopting a results-oriented approach need the following features: simplicity,relevancy,descriptiveness,adaptability,comprehensiveness,clarity,communication,and time orientation.

Accepted Answer

A) True 
 B)False

Question 10

The two main reasons that open-ended i.e. ,comments sections are typically not used effectively are that 
1)it is not easy to systematically categorize and analyze such comments and that 2)quality,length,and content may vary.

Accepted Answer

A) True 
 B)False

Question 11

All six appraisal meetings should be held as separate meetings.

Accepted Answer

A) True 
 B)False

Question 12

What are the advantages and disadvantages of using customers as a source of performance information?

Accepted Answer

The advantages and disadvantages of usin

Question 13

To maximize merit increases,to encourage employees,to promote undesired employees out of the unit,and to make managers look good to their supervisors are all reasons to __________ employee ratings.

Accepted Answer

A) inflate 
B) not give 
C) deflate 
D) none of the above 
A) inflate 
B) not give 
C) deflate 
D) none of the above

Question 14

During the formal performance review meeting the employee's performance is discussed from the employee and supervisor's perspective.

Accepted Answer

A) True 
 B)False

Question 15

Provide two recommendations for reducing intentional rating distortion.

Accepted Answer

Two recommendations for reduci

Question 16

Describe the challenges associated with including an open-ended i.e. ,comments section in performance appraisal forms.

Accepted Answer

Open-ended sections such as the comments

Question 17

Training programs that explain the reasons for implementing performance management systems;how to observe,record,and measure performance;and how to use the appraisal form should ________________.

Accepted Answer

A) decrease intentional rating errors 
B) decrease unintentional rating errors 
C) A and B 
D) none of the above 
A) decrease intentional rating errors 
B) decrease unintentional rating errors 
C) A and B 
D) none of the above

Question 18

Self-appraisals should not be used as the only source of performance data because they may be more lenient and biased than other ratings.

Accepted Answer

A) True 
 B)False

What are the advantages and disadvantages of completing performance reviews on or around an employee's anniversary date?

What are the motivations for rating deflation?

Suggestions to improve the quality of self-appraisals include all of the following,EXCEPT:

______________ rating errors result because of the complexities involved in observing performance,storing that information in memory,and then recalling that information while rating an employee.

Peers are in the best position to evaluate performance in relation to strategic organizational goals.

What is the overall objective of a rater training program?

Regardless of who rates performance,the rater is likely to be affected by biases that could distort the resulting ratings.

What is the purpose of using weights?

Only forms adopting a results-oriented approach need the following features: simplicity,relevancy,descriptiveness,adaptability,comprehensiveness,clarity,communication,and time orientation.

The two main reasons that open-ended i.e. ,comments sections are typically not used effectively are that 1)it is not easy to systematically categorize and analyze such comments and that 2)quality,length,and content may vary.

All six appraisal meetings should be held as separate meetings.

What are the advantages and disadvantages of using customers as a source of performance information?

To maximize merit increases,to encourage employees,to promote undesired employees out of the unit,and to make managers look good to their supervisors are all reasons to __________ employee ratings.

During the formal performance review meeting the employee's performance is discussed from the employee and supervisor's perspective.

Provide two recommendations for reducing intentional rating distortion.

Describe the challenges associated with including an open-ended i.e. ,comments section in performance appraisal forms.

Training programs that explain the reasons for implementing performance management systems;how to observe,record,and measure performance;and how to use the appraisal form should ________________.

Self-appraisals should not be used as the only source of performance data because they may be more lenient and biased than other ratings.

Performance Management and Reward Systems in Context

Performance Management Process

Performance Management and Strategic Planning

Defining Performance and Choosing a Measurement Approach

Measuring Results and Behaviors

Implementing a Performance Management System

Performance Management and Employee Development

Performance Management Skills

Reward Systems and Legal Issues

Managing Team Performance

Filters

Exam 6: Gathering Performance Information

What are the advantages and disadvantages of completing performance reviews on or around an employee's anniversary date?

What are the motivations for rating deflation?

Suggestions to improve the quality of self-appraisals include all of the following,EXCEPT:

______________ rating errors result because of the complexities involved in observing performance,storing that information in memory,and then recalling that information while rating an employee.

Peers are in the best position to evaluate performance in relation to strategic organizational goals.

What is the overall objective of a rater training program?

Regardless of who rates performance,the rater is likely to be affected by biases that could distort the resulting ratings.

What is the purpose of using weights?

Only forms adopting a results-oriented approach need the following features: simplicity,relevancy,descriptiveness,adaptability,comprehensiveness,clarity,communication,and time orientation.

The two main reasons that open-ended i.e. ,comments sections are typically not used effectively are that 1)it is not easy to systematically categorize and analyze such comments and that 2)quality,length,and content may vary.

All six appraisal meetings should be held as separate meetings.

What are the advantages and disadvantages of using customers as a source of performance information?

To maximize merit increases,to encourage employees,to promote undesired employees out of the unit,and to make managers look good to their supervisors are all reasons to __________ employee ratings.

During the formal performance review meeting the employee's performance is discussed from the employee and supervisor's perspective.

Provide two recommendations for reducing intentional rating distortion.

Describe the challenges associated with including an open-ended i.e. ,comments section in performance appraisal forms.

Training programs that explain the reasons for implementing performance management systems;how to observe,record,and measure performance;and how to use the appraisal form should ________________.

Self-appraisals should not be used as the only source of performance data because they may be more lenient and biased than other ratings.

Performance Management and Reward Systems in Context

Performance Management Process

Performance Management and Strategic Planning

Defining Performance and Choosing a Measurement Approach

Measuring Results and Behaviors

Implementing a Performance Management System

Performance Management and Employee Development

Performance Management Skills

Reward Systems and Legal Issues

Managing Team Performance

Filters