Exam 9: Performance Management and Appraisal

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

Three hundred and sixty-degree feedback is generally used for development purposes rather than for pay increases.

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,best supports the argument to replace Oshman's traditional appraisal methods with the performance management approach?

Which performance appraisal tool is being used when a supervisor places predetermined percentages of appraisees into various performance categories?

The goal for a supervisor conducting a satisfactory-not promotable appraisal interview is to maintain satisfactory performance by finding incentives that are important to the person.

Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal?

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.

Which of the following terms refers to the process of evaluating an employee's current and/or past performance relative to his or her performance standards?

Peer appraisals have been shown to result in a(n)________.

Which of the following best describes a behaviorally anchored rating scale?

Tyler,an accounting manager at Firestone,is preparing for an appraisal interview with an employee whose performance is unsatisfactory but correctable.Tyler's primary objective during the interview should be to encourage the employee with positive reinforcements like job enlargement and compliments.

The primary purpose of providing employees with feedback during a performance appraisal is to motivate employees to ________.

Which of the following is a performance appraisal problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on other traits?

Stacey is using a behaviorally anchored rating scale as a performance appraisal tool.She has already asked employees and supervisors to describe critical incidents of effective and ineffective job performance.What should Stacey most likely do next?

The first step in developing a behaviorally anchored rating scale is to ________.

As a manager,how can you set effective performance appraisal standards for your employees? Explain your answer in a brief essay.

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

In a brief essay,describe the forced distribution method.What are the advantages and disadvantages of the forced distribution method?

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.

Graphic rating scales are subject to all of the following problems EXCEPT ________.