Exam 9: Performance Management and Appraisal

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

Which appraisal method combines the benefits of narrative critical incidents and quantified scales by assigning scale points with specific examples of good or poor performance?

Which performance appraisal tools require a supervisor to maintain a log of positive and negative examples of a subordinate's work-related behavior?

A supervisor working for a firm that uses performance management should most likely expect to ________.

Jason is a conscientious employee,but he is viewed by most of his co-workers as unfriendly.Jason's supervisor rates him low on the traits "gets along well with others" and "quality of work." Which of the following problems has most likely affected Jason's performance appraisal?

In order to ensure that performance appraisals are effective,Felicia,a line supervisor,should make sure to schedule a feedback session to address each subordinate's performance,progress,and future development plans.

The ________ problem occurs when supervisors tend to rate all their subordinates consistently low.

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.

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

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. All of the following questions are relevant to Oshman's decision to replace its traditional appraisal methods with the performance management approach EXCEPT ________.

Which of the following is the primary advantage of using graphic rating scales as performance appraisal tools?

A talent management philosophy involves segmenting employees based on their value to the firm's success and providing those employees with special coaching,feedback,and development opportunities.

Sam supervises a team of data entry clerks at Geico.The firm's electronic performance monitoring system enables Sam to electronically monitor the amount of computerized data an employee processes each day.

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?

Performance appraisals are a link between corporate strategy,departmental goals,employee goals and employee performance in the overall performance management process.

What is the first step of any performance appraisal?

Which of the following is LEAST likely to cause a supervisor's performance appraisal of a subordinate to be biased?

All of the following are considered best practices for administering fair performance appraisals EXCEPT ________.

Unclear standards on a performance appraisal tool will most likely lead to unfair appraisals because performance traits are too open for interpretation.

Formal performance appraisals have been eliminated by almost all major firms and replaced by daily assessments by peers in addition to extensive training opportunities.