Question 1

Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

Accepted Answer

A) True 
 B)False

Question 2

An advantage of the critical incident method is that

Accepted Answer

A) it provides instant feedback to employees on critical issues. 
B) it focuses on the whole job and how every task is performed. 
C) results are easily linked to pay increase decisions. 
D) the process is transparent for both managers and their employees as the criteria are agreed to in advance. 
E) it provides hard facts for explaining the appraisal. 
A) it provides instant feedback to employees on critical issues. 
B) it focuses on the whole job and how every task is performed. 
C) results are easily linked to pay increase decisions. 
D) the process is transparent for both managers and their employees as the criteria are agreed to in advance. 
E) it provides hard facts for explaining the appraisal.

Question 3

clarify performance expectations,________ should be developed.

Accepted Answer

A) strategic objectives 
B) a list of traits 
C) an HR strategy 
D) a business plan 
E) measurable standards 
A) strategic objectives 
B) a list of traits 
C) an HR strategy 
D) a business plan 
E) measurable standards

Question 4

Most organizations are dissatisfied with their performance appraisal programs.They need to downsize poor performers,but appraisal records indicate that all employees are performing adequately.

Accepted Answer

A) True 
 B)False

Question 5

360-degree feedback was originally used only for training and development purposes,but has rapidly spread to being used in the management of

Accepted Answer

A) job evaluation. 
B) performance and pay. 
C) employee orientation. 
D) customer service. 
E) rating errors. 
A) job evaluation. 
B) performance and pay. 
C) employee orientation. 
D) customer service. 
E) rating errors.

Question 6

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

Accepted Answer

A) True 
 B)False

Question 7

The following are all ways to minimize the impact of appraisal problems,such as bias and central tendency,EXCEPT

Accepted Answer

A) training supervisors to eliminate rating errors. 
B) refraining from confusing the employee by including him or her in the rating and evaluation process. 
C) becoming familiar with the typical rating errors that can undermine rating scale appraisals. 
D) trying to understand the problem in order to prevent it. 
E) choosing the right appraisal tool. 
A) training supervisors to eliminate rating errors. 
B) refraining from confusing the employee by including him or her in the rating and evaluation process. 
C) becoming familiar with the typical rating errors that can undermine rating scale appraisals. 
D) trying to understand the problem in order to prevent it. 
E) choosing the right appraisal tool.

Question 8

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

Accepted Answer

A) True 
 B)False

Question 9

Gary is the supervisor of Mindy.He is very impressed with Mindy's ability to work in a team,so he has rated her as "outstanding" for this trait.Although she has had more missed delivery deadlines than her peers over the past financial quarter,Gary rated her as "above average" for the trait of "personal effectiveness." Gary's actions indicate which of the following performance appraisal problem?

Accepted Answer

A) bias 
B) halo effect 
C) trait effect 
D) appraisal bias 
E) trait bias 
A) bias 
B) halo effect 
C) trait effect 
D) appraisal bias 
E) trait bias

Question 10

An employee's 360-degree appraisal usually involves all of the following appraisers EXCEPT

Accepted Answer

A) any employees reporting to the person being appraised. 
B) supervisors. 
C) peers. 
D) competitors. 
E) customers. 
A) any employees reporting to the person being appraised. 
B) supervisors. 
C) peers. 
D) competitors. 
E) customers.

Question 11

When an appraisal scale is too open to interpretation,it is characterized as having

Accepted Answer

A) non-quantitative standards. 
B) translation openness. 
C) unclear performance standards. 
D) lack of appraisal specificity. 
E) critical incidents. 
A) non-quantitative standards. 
B) translation openness. 
C) unclear performance standards. 
D) lack of appraisal specificity. 
E) critical incidents.

Question 12

Research indicates that individual differences among ratees (in terms of characteristics such as age,race,and sex)can affect the ratings they receive from supervisors.

Accepted Answer

A) True 
 B)False

Question 13

Identify and briefly describe five different performance appraisal methods.

Accepted Answer

Two points each for accurate i

Question 14

When using a graphic rating scale,the central tendency error occurs when raters rate people too high.

Accepted Answer

A) True 
 B)False

Question 15

The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

Accepted Answer

A) True 
 B)False

Question 16

More firms today let employees anonymously evaluate their supervisors' performance.This process is known as

Accepted Answer

A) 360-degree appraisal. 
B) team appraisal. 
C) supervisor appraisal. 
D) upward feedback. 
E) anonymous evaluation. 
A) 360-degree appraisal. 
B) team appraisal. 
C) supervisor appraisal. 
D) upward feedback. 
E) anonymous evaluation.

Question 17

MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps EXCEPT

Accepted Answer

A) setting long-term performance targets. 
B) setting the organization's goals. 
C) setting the department's goals. 
D) providing feedback to employees. 
E) discussing the department's goals. 
A) setting long-term performance targets. 
B) setting the organization's goals. 
C) setting the department's goals. 
D) providing feedback to employees. 
E) discussing the department's goals.

Question 18

All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal EXCEPT

Accepted Answer

A) time-consuming procedures. 
B) unmeasurable objectives. 
C) tug of war concerning objectives between supervisor and employee. 
D) unclear objectives. 
E) measurable objectives. 
A) time-consuming procedures. 
B) unmeasurable objectives. 
C) tug of war concerning objectives between supervisor and employee. 
D) unclear objectives. 
E) measurable objectives.

Question 19

All of the following are advantages of the critical incident method EXCEPT that it

Accepted Answer

A) provides concrete examples of what an employee can do to eliminate any performance deficiencies. 
B) ensures that the evaluator thinks about the employee's appraisal all during the year. 
C) ensures that the evaluator will only consider the employee's most recent job performance. 
D) can be used to supplement another appraisal technique. 
E) provides the evaluator with some specific hard facts for explaining the appraisal. 
A) provides concrete examples of what an employee can do to eliminate any performance deficiencies. 
B) ensures that the evaluator thinks about the employee's appraisal all during the year. 
C) ensures that the evaluator will only consider the employee's most recent job performance. 
D) can be used to supplement another appraisal technique. 
E) provides the evaluator with some specific hard facts for explaining the appraisal.

Question 20

Best practices when dealing with defensive employees include

Accepted Answer

A) using intimidation to convince. 
B) solving all problems quickly. 
C) recognizing that defensive behaviour is normal. 
D) explaining the person's behaviour to them. 
E) never backing down. 
A) using intimidation to convince. 
B) solving all problems quickly. 
C) recognizing that defensive behaviour is normal. 
D) explaining the person's behaviour to them. 
E) never backing down.

Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

An advantage of the critical incident method is that

clarify performance expectations,________ should be developed.

Most organizations are dissatisfied with their performance appraisal programs.They need to downsize poor performers,but appraisal records indicate that all employees are performing adequately.

360-degree feedback was originally used only for training and development purposes,but has rapidly spread to being used in the management of

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

The following are all ways to minimize the impact of appraisal problems,such as bias and central tendency,EXCEPT

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

An employee's 360-degree appraisal usually involves all of the following appraisers EXCEPT

When an appraisal scale is too open to interpretation,it is characterized as having

Research indicates that individual differences among ratees (in terms of characteristics such as age,race,and sex)can affect the ratings they receive from supervisors.

Identify and briefly describe five different performance appraisal methods.

When using a graphic rating scale,the central tendency error occurs when raters rate people too high.

The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

More firms today let employees anonymously evaluate their supervisors' performance.This process is known as

MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps EXCEPT

All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal EXCEPT

All of the following are advantages of the critical incident method EXCEPT that it

Best practices when dealing with defensive employees include

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning

Talent Acquisition

Onboarding and Training

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 7: Performance Management

Performance appraisal requires feedback sessions in which performance and progress are discussed and plans are made for required development.

An advantage of the critical incident method is that

clarify performance expectations,________ should be developed.

Most organizations are dissatisfied with their performance appraisal programs.They need to downsize poor performers,but appraisal records indicate that all employees are performing adequately.

360-degree feedback was originally used only for training and development purposes,but has rapidly spread to being used in the management of

The main purpose of appraising employees is to ensure that they follow instructions from management and always perform to the best of their ability.

The following are all ways to minimize the impact of appraisal problems,such as bias and central tendency,EXCEPT

A behaviourally anchored rating scale takes less time than a graphic rating scale for the supervisor to complete when undertaking performance appraisal.

An employee's 360-degree appraisal usually involves all of the following appraisers EXCEPT

When an appraisal scale is too open to interpretation,it is characterized as having

Research indicates that individual differences among ratees (in terms of characteristics such as age,race,and sex)can affect the ratings they receive from supervisors.

Identify and briefly describe five different performance appraisal methods.

When using a graphic rating scale,the central tendency error occurs when raters rate people too high.

The use of critical incidents in performance appraisal provides specific examples of good and poor performance.

More firms today let employees anonymously evaluate their supervisors' performance.This process is known as

MBO almost always refers to a comprehensive organization-wide goal-setting and appraisal program that consists of all the following steps EXCEPT

All of the following are problems that are typically encountered when an organization uses the MBO method of performance appraisal EXCEPT

All of the following are advantages of the critical incident method EXCEPT that it

Best practices when dealing with defensive employees include

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning

Talent Acquisition

Onboarding and Training

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters