Question 1

The fourth and last step of the appraisal process is to compare actual performance with standards.

Accepted Answer

A) True 
 B)False

Question 2

Kenyatta, a new manager with an outstanding performance appraisal for her first year, received an average raise and an average performance rating. When she questioned her boss, she was told that her new job was easy and that only an idiot would not perform as well. What rating error is evident?

Accepted Answer

A)  Attribution theory 
B)  Halo error 
C)  Similarity error 
D)  Low appraiser motivation 
E)  Inappropriate substitutes for performance 
A)  Attribution theory 
B)  Halo error 
C)  Similarity error 
D)  Low appraiser motivation 
E)  Inappropriate substitutes for performance

Question 3

Annabel is an information specialist. Last year her boss evaluated her with an essay appraisal. She and several of her coworkers were so dissatisfied with the general and qualitative nature of the process that they requested a change. This year he wrote about several key behaviors that she exhibited throughout the year that were very important for her job performance. For instance, he described how she spent extra time evaluating network security protocol options. What appraisal technique is he using?

Accepted Answer

A)  Graphic rating scale 
B)  BARS 
C)  Critical incident 
D)  Checklist appraisal 
E)  Essay appraisal 
A)  Graphic rating scale 
B)  BARS 
C)  Critical incident 
D)  Checklist appraisal 
E)  Essay appraisal

Question 4

MATCHING KEY TERMS AND DEFINITIONS
-Performance appraisal distortion caused by evaluating employees against one's own value system.

Accepted Answer

A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal 
A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal

Question 5

MATCHING KEY TERMS AND DEFINITIONS
-A performance appraisal method that lists traits and a range of performance for each.

Accepted Answer

A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal 
A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal

Question 6

Which of the following is a major drawback associated with absolute standard methods?

Accepted Answer

A)  Absolute standard methods are very expensive. 
B)  Absolute standard methods are unpopular among employees. 
C)  Absolute standard methods force managers to rank employees into specific performance categories. 
D)  Absolute standard methods tend to be biased by positive leniency. 
E)  Absolute standard methods require the use of multiple raters. 
A)  Absolute standard methods are very expensive. 
B)  Absolute standard methods are unpopular among employees. 
C)  Absolute standard methods force managers to rank employees into specific performance categories. 
D)  Absolute standard methods tend to be biased by positive leniency. 
E)  Absolute standard methods require the use of multiple raters.

Question 7

Irina is a manager at Company ABC. She is dissatisfied with the performance evaluation system and would like to change it. She wants to develop an evaluation system in which supervisors, peers, employees, and customers evaluate the employees. Which appraisal system should Irina use?

Accepted Answer

A)  Upward appraisal 
B)  BARS 
C)  360-degree appraisal 
D)  MBO 
E)  Forced-choice appraisal 
A)  Upward appraisal 
B)  BARS 
C)  360-degree appraisal 
D)  MBO 
E)  Forced-choice appraisal

Question 8

Given that personality plays a major role in appraising performance, evidence suggests that training appraisers does not make them more accurate raters.

Accepted Answer

A) True 
 B)False

Question 9

MATCHING KEY TERMS AND DEFINITIONS
-Ranking individuals' performance by counting the times any one individual is the preferred member when compared with all other employees.

Accepted Answer

A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal 
A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal

Question 10

Davon, a college financial aid office manager, is involved in the appraisal process for his 40 student employees. He spends 15 minutes with each student individually. Typical comments in these sessions are "You improved your service rate this semester from 1 student per hour to 17 students per hour. That's good progress toward the standard 50 students per hour." Or, "I have numerous complaints from students that your work is inaccurate." What part of the appraisal process is he performing?

Accepted Answer

A)  These actions are not part of the appraisal process 
B)  Initiating corrective action 
C)  Discussing the appraisal with employees 
D)  Establishing performance standards 
E)  Measuring actual performance 
A)  These actions are not part of the appraisal process 
B)  Initiating corrective action 
C)  Discussing the appraisal with employees 
D)  Establishing performance standards 
E)  Measuring actual performance

Question 11

When evaluators rate other people in the same way that the evaluators perceive themselves, they make a halo error.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following is NOT a factor that can distort performance appraisals?

Accepted Answer

A)  Leniency error 
B)  Central tendency 
C)  Efficiency bias 
D)  Similarity error 
E)  Halo error 
A)  Leniency error 
B)  Central tendency 
C)  Efficiency bias 
D)  Similarity error 
E)  Halo error

Question 13

________ is a theory of performance evaluation based on the perception of who is in control of an employee's performance.

Accepted Answer

The answer of ________ is a theory of performance evaluation...

Question 14

Wherever performance evaluations are conducted, a particular structure must be followed. This structure exists to facilitate documentation that often allows for quantifiable evaluation.

Accepted Answer

A) True 
 B)False

Question 15

A(n) _______ is a type of appraisal in which employees provide frank and constructive feedback to their supervisors.

Accepted Answer

The answer of A(n) _______ is a type of appraisal...

Question 16

MATCHING KEY TERMS AND DEFINITIONS
-Employees are evaluated on how well they accomplish a specific set of objectives determined as critical in the successful completion of their job.

Accepted Answer

A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal 
A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal

Question 17

Amit is a manager for a software company in Palo Alto, California. He wants to use an appraisal system that includes mutual objective setting and evaluation based on the attainment of specific objectives. Which appraisal method should Amit use?

Accepted Answer

A)  Forced-choice appraisal 
B)  BARS 
C)  Graphic rating scale appraisal 
D)  Paired comparison 
E)  MBO 
A)  Forced-choice appraisal 
B)  BARS 
C)  Graphic rating scale appraisal 
D)  Paired comparison 
E)  MBO

Question 18

Which of the following is NOT an appraisal method that uses absolute standards?

Accepted Answer

A)  Critical incident appraisal 
B)  Checklist appraisal 
C)  Paired comparison 
D)  Graphic rating scale appraisal 
E)  Forced-choice appraisal 
A)  Critical incident appraisal 
B)  Checklist appraisal 
C)  Paired comparison 
D)  Graphic rating scale appraisal 
E)  Forced-choice appraisal

Question 19

MATCHING KEY TERMS AND DEFINITIONS
-A performance evaluation theory that attempts to differentiate between elements the employee controls (internal) versus those the employee cannot control (external).

Accepted Answer

A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal 
A) Absolute standards 
B) Relative standards 
C) Individual ranking 
D) 360-degree appraisals 
E) Peer evaluation
F)Performance measurement
G)Halo error
H)Graphic rating scale
I)Leniency error
J)Documentation
K)Paired comparison
L)Similarity error
M)Attribution theory
N)Management by objectives (MBO)
O)Forced-choice appraisal

Question 20

Elaine supervises 30 sanitation engineers. She fills out a form that rates such factors as loyalty, cooperation, attendance, and job knowledge. She checks off the answer for each item, which usually has 5 to 10 options. "Job knowledge is information pertinent to the job that an individual should have for satisfactory job performance" is one of the performance factors. The choices, one of which she must check, are "poorly informed about work duties, occasionally unsatisfactory, can answer most questions about the job, understands all phases of the job, has complete mastery of all phases of the job." Which method is she using?

Accepted Answer

A)  Graphic rating scale 
B)  BARS 
C)  Critical incident 
D)  Checklist appraisal 
E)  Forced-choice comparison 
A)  Graphic rating scale 
B)  BARS 
C)  Critical incident 
D)  Checklist appraisal 
E)  Forced-choice comparison

The fourth and last step of the appraisal process is to compare actual performance with standards.

Kenyatta, a new manager with an outstanding performance appraisal for her first year, received an average raise and an average performance rating. When she questioned her boss, she was told that her new job was easy and that only an idiot would not perform as well. What rating error is evident?

MATCHING KEY TERMS AND DEFINITIONS -Performance appraisal distortion caused by evaluating employees against one's own value system.

MATCHING KEY TERMS AND DEFINITIONS -A performance appraisal method that lists traits and a range of performance for each.

Which of the following is a major drawback associated with absolute standard methods?

Irina is a manager at Company ABC. She is dissatisfied with the performance evaluation system and would like to change it. She wants to develop an evaluation system in which supervisors, peers, employees, and customers evaluate the employees. Which appraisal system should Irina use?

Given that personality plays a major role in appraising performance, evidence suggests that training appraisers does not make them more accurate raters.

MATCHING KEY TERMS AND DEFINITIONS -Ranking individuals' performance by counting the times any one individual is the preferred member when compared with all other employees.

When evaluators rate other people in the same way that the evaluators perceive themselves, they make a halo error.

Which of the following is NOT a factor that can distort performance appraisals?

________ is a theory of performance evaluation based on the perception of who is in control of an employee's performance.

Wherever performance evaluations are conducted, a particular structure must be followed. This structure exists to facilitate documentation that often allows for quantifiable evaluation.

A(n) _______ is a type of appraisal in which employees provide frank and constructive feedback to their supervisors.

MATCHING KEY TERMS AND DEFINITIONS -Employees are evaluated on how well they accomplish a specific set of objectives determined as critical in the successful completion of their job.

Amit is a manager for a software company in Palo Alto, California. He wants to use an appraisal system that includes mutual objective setting and evaluation based on the attainment of specific objectives. Which appraisal method should Amit use?

Which of the following is NOT an appraisal method that uses absolute standards?

MATCHING KEY TERMS AND DEFINITIONS -A performance evaluation theory that attempts to differentiate between elements the employee controls (internal) versus those the employee cannot control (external).

Hrm in a Changing Environment

Introduction to HR Functions

Employment Laws

Employer and Employee Rights

Effective Job Analysis

Employee Recruitment

Selecting Employees

Training and Developing Employees

Career Development

Compensation

Employee Benefits

Health and Safety

Labor Relations and Collective Bargaining

Filters

Exam 10: Performance Management

The fourth and last step of the appraisal process is to compare actual performance with standards.

Kenyatta, a new manager with an outstanding performance appraisal for her first year, received an average raise and an average performance rating. When she questioned her boss, she was told that her new job was easy and that only an idiot would not perform as well. What rating error is evident?

MATCHING KEY TERMS AND DEFINITIONS -Performance appraisal distortion caused by evaluating employees against one's own value system.

MATCHING KEY TERMS AND DEFINITIONS -A performance appraisal method that lists traits and a range of performance for each.

Which of the following is a major drawback associated with absolute standard methods?

Irina is a manager at Company ABC. She is dissatisfied with the performance evaluation system and would like to change it. She wants to develop an evaluation system in which supervisors, peers, employees, and customers evaluate the employees. Which appraisal system should Irina use?

Given that personality plays a major role in appraising performance, evidence suggests that training appraisers does not make them more accurate raters.

MATCHING KEY TERMS AND DEFINITIONS -Ranking individuals' performance by counting the times any one individual is the preferred member when compared with all other employees.

When evaluators rate other people in the same way that the evaluators perceive themselves, they make a halo error.

Which of the following is NOT a factor that can distort performance appraisals?

________ is a theory of performance evaluation based on the perception of who is in control of an employee's performance.

Wherever performance evaluations are conducted, a particular structure must be followed. This structure exists to facilitate documentation that often allows for quantifiable evaluation.

A(n) _______ is a type of appraisal in which employees provide frank and constructive feedback to their supervisors.

MATCHING KEY TERMS AND DEFINITIONS -Employees are evaluated on how well they accomplish a specific set of objectives determined as critical in the successful completion of their job.

Amit is a manager for a software company in Palo Alto, California. He wants to use an appraisal system that includes mutual objective setting and evaluation based on the attainment of specific objectives. Which appraisal method should Amit use?

Which of the following is NOT an appraisal method that uses absolute standards?

MATCHING KEY TERMS AND DEFINITIONS -A performance evaluation theory that attempts to differentiate between elements the employee controls (internal) versus those the employee cannot control (external).

Hrm in a Changing Environment

Introduction to HR Functions

Employment Laws

Employer and Employee Rights

Effective Job Analysis

Employee Recruitment

Selecting Employees

Training and Developing Employees

Career Development

Compensation

Employee Benefits

Health and Safety

Labor Relations and Collective Bargaining

Filters