Exam 9: Performance Management and Appraisal

Supervisors at Sun Microsystems use the forced distribution method to evaluate performance,so they must ensure that the proportions in each category are symmetrical.

While formal written warnings are provided too late to salvage an employee's performance and position at the company,they are useful in court proceedings.

When a supervisor must criticize a subordinate in an appraisal interview,it is most important for the supervisor to ________.

What is a behaviorally anchored rating scale (BARS)? How would a manager develop a BARS?

Wilson Consulting is a management consulting firm with seventy employees.As associate vice president of marketing,Suzanne Boyle is responsible for conducting performance appraisals of the twelve employees under her direct supervision.Suzanne plans to use a graphic rating scale to evaluate the performance of her subordinates. Which of the following,if true,best supports the argument that a graphic rating scale is the most appropriate performance appraisal tool for Suzanne to use?

The continuous process of identifying,measuring,and developing the performance of individuals and teams and aligning their performance with the organization's goals is known as ________.

Stephanie manages the accounting department at an advertising agency.She needs to conduct performance appraisals for the eight employees in her department.Stephanie wants a performance appraisal tool that is highly accurate,ranks employees,and uses critical incidents to help explain ratings to appraisees.Which performance appraisal tool is best suited for Stephanie?

Which of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously?

Which of the following terms refers to a performance appraisal based on surveys from peers,supervisors,subordinates,and customers?

Ongoing performance monitoring is an element of performance management that involves the use of computer-based systems that measure an employee's progress and send out reports regarding an employee's performance.

Which of the following is NOT a characteristic of the critical incident method for performance appraisal?

Which of the following would most likely result in a legally questionable appraisal process?

When an employee's performance is so poor that a written warning is required,the warning should ________.

Which of the following terms refers to an appraisal that is too open to interpretation?

The basic problem with using a ranking method for performance appraisals is not identifying the extreme good and bad performers but differentiating meaningfully between the others.

The forced distribution method is the simplest and most popular technique for appraising performance.

In most organizations,which of the following is primarily responsible for appraising an employee's performance?

Which component of performance management refers to communicating a firm's higher-level goals throughout the organization and then translating them into departmental and individual goals?

360-degree feedback is generally used for development purposes rather than for pay increases.

The advantages of using BARS as a performance appraisal tool is the method's accuracy,clear standards,and consistency.