Exam 9: Performance Management and Appraisal

During an exit interview,a supervisor and a subordinate review the appraisal and make plans to correct deficiencies and reinforce strengths.

Management by objectives cannot be used as a primary performance appraisal tool,but it is useful as a supplement to the graphic rating method.

Kendra needs to rate five of her subordinates.She makes a chart of all possible pairs of employees for each trait being evaluated.Then,she indicates the better employee of each pair with a positive symbol on the chart.Finally,she totals the number of positive symbols for each employee.Which method of performance appraisal has Kendra most likely used?

Oshman manufactures small kitchen appliances,such as blenders,toasters,and mixers.The firm has nearly 80,000 employees in 22 countries.Employees receive annual performance appraisals from their supervisors that combine critical incidents with a graphic rating scale.However,the firm's CEO advocates shifting from performance appraisals to performance management in an attempt to make Oshman more competitive and performance driven. -Which of the following,if true,supports the argument to replace Oshman's traditional appraisal methods with the performance management approach?

Although performance management can benefit a firm in its strategic planning,the method is considered ineffective for firms that want to implement total quality management.

In a brief essay,discuss how a supervisor can develop and conduct a performance appraisal that is legally defensible.

The most popular method for ranking employees is the ________ method.

The HR department monitors the performance appraisal system,but it is typically not involved in rating employees.

Job descriptions serve as the primary tool for developing performance standards because they already include specific job goals.

Describe the four basic types of appraisal interviews.

Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?

Central tendency is a problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits.

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 the critical incident method to evaluate the performance of her subordinates. Which of the following,if true,undermines the argument that the critical incident method is the most appropriate performance appraisal tool for Suzanne to use?

Which of the following has most likely occurred when a supervisor conducting a performance appraisal is influenced by a subordinate's individual differences such as age,sex,and race?

The best method for reducing the problems of leniency or strictness in performance appraisals is to ________.

Which of the following is most likely NOT a role played by the HR department in the performance appraisal process?

In order to ensure that performance goals are challenging and relevant,Matthew,a marketing manager,should independently set goals for his subordinates because participatively set goals usually produce lower job performance.

All of the following are reasons for appraising an employee's performance EXCEPT ________.

Which of the following is NOT one of the recommended guidelines for setting effective employee goals?

All of the following are usually measured by a graphic rating scale EXCEPT ________.