Deck 12: Performance Appraisal

Question 1

A major drawback to using the checklist approach is the:

A)similarity error.
B)central tendency error.
C)halo error.
D)cost.
E)time restraint.

Answer 1

D

Question 2

By supplementing supervisory appraisals with peer evaluations,a supervisor can make the appraisal

A)boss-oriented.
B)more accurate.
C)more time-consuming.
D)less accurate.
E)unbiased or prejudiced.

Answer 2

B

Question 3

Equal employment opportunity laws require that all human resource practices be bias-free,including:

A)central tendencies by a supervisor.
B)halo error.
C)personal recommendations by a supervisor.
D)employee performance appraisals.
E)yellow-dog contracts.

Answer 3

D

Question 4

A performance appraisal that requires supervisors to place their employees into particular classifications,such as "top one-fifth" or "second one-fifth," is the:

A)individual ranking method.
B)behaviorally anchored rating scale.
C)relative standard method.
D)graphic rating scale.
E)group order ranking.

Question 5

The appraisal criteria,methods,and documentation must be designed to ensure that they are:

A)consistent with standing plans.
B)unilaterally prepared.
C)promoting the halo effect.
D)job related.
E)full of subjectivity.

Question 6

When you have to rate people on the degree to which they are dependable,confident,aggressive, and loyal,you are judging:

A)standards.
B)behaviors.
C)motivation levels.
D)traits.
E)contributions.

Question 7

A tool that reviews past performance,emphasizing positive accomplishments as well as deficiencies,is a:

A)management by objective.
B)performance appraisal.
C)job evaluation.
D)job description.
E)graphic rating.

Question 8

When an evaluator recalls,and then gives greater importance to,employee job behaviors that have occurred near the end of the performance-measuring period,this results in:

A)leniency error.
B)critical incidents.
C)recency error.
D)central tendency.
E)halo error.

Question 9

In order for equal employment opportunities to be met,small companies will:

A)discriminate intentionally.
B)pay subminimum wage.
C)abide by the Equal Pay Act.
D)standardize some appraisal procedures.
E)organize a labor union.

Question 10

By using the simplest method of appraisal-writing a narrative performance describing an employee's strengths,weaknesses,past performance,potential,and suggestions for improvement-
The supervisor is utilizing the performance appraisal method of:

A)the faction comparison method.
B)checklists.
C)critical incidents.
D)absolute standards.
E)written essays.

Question 11

Behaviorally anchored rating scales specify:

A)definite,observable,and measurable job behaviors.
B)indefinite,observable,and measurable job behaviors.
C)definite,unobservable,and measurable job behaviors.
D)definite,observable,and immeasurable job behaviors.
E)indefinite,unobservable,and immeasurable job behaviors.

Question 12

Supervisors can overcome hurdles to effective performance appraisal by instituting the following EXCEPT FOR:

A)combining absolute and relative standards.
B)using multiple raters.
C)creating central tendency.
D)continually documenting employee performance.
E)using behaviorally-based measures.

Question 13

The three most popular sets of criteria that supervisors appraise are:

A)individual temperament,punctuality,and thoroughness.
B)individual task outcomes,behaviors,and traits.
C)employee work record,punctuality,and excellence.
D)employee behavior,loyalty,and traits.
E)individual personality,task accomplishment,and attendance record.

Question 14

The more opportunities a supervisor has to observe his or her employees' behavior at first hand:

A)the more the central tendency can be upgraded.
B)the fewer critical incidents can be observed.
C)the more the halo error can be maximized.
D)the more accurate the supervisor's appraisals are likely to be.
E)the more bias can be subjectively interpreted.

Question 15

When appraisers rate other people giving special consideration to those qualities that they perceive in themselves,they are making a:

A)low leniency error.
B)similarity error.
C)halo error.
D)central tendency.
E)graphic rating scale.

Question 16

One of the oldest and most popular methods of performance appraisal used to assess factors such as quantity and quality of work,job knowledge,cooperation,loyalty,dependability,etc.is the:

A)adjective rating scale.
B)group index ranking.
C)critical incident.
D)checklist.
E)factor comparison method.

Question 17

When should an informal performance appraisal be conducted?

A)Day to day
B)At least once a year at a minimum
C)Twice a year
D)Anniversary date of the employee
E)Once a month

Question 18

A situation where the supervisor ranks employees extremely high may be subject to:

A)graphic rating bias.
B)positive leniency error.
C)critical incidence.
D)halo error.
E)central tendency.

Question 19

A method of performance appraisal which allows for no ties,and which can be an advantage because it does not allow supervisors to avoid confronting differences in performance levels,is the:

A)individual ranking method.
B)graphic rating scale.
C)relative standard method.
D)paired-comparison method.

Question 20

The tendency to rate an individual high or low on all factors due to the impression of a high or low rating on some specific factor is:

A)behavioral anchor rating scales.
B)central tendency.
C)graphic rating.
D)halo error.
E)individual ranking.

Question 21

If your appraisal skills are deficient,there is evidence that you can become a more accurate rater by:

A)knowing equal opportunity laws.
B)starting apprenticeship training.
C)participating in performance-appraisal training.
D)creating friends in your department.
E)becoming closer to your employees.

Question 22

These are the three types of approaches for doing appraisals EXCEPT:

A)objectives.
B)relative standards.
C)global impression.
D)absolute standards.

Question 23

A decreasing number of organizations are providing supervisory training in the mechanics of performance appraisal,specifically to minimize the likelihood that discrimination might occur in the process.

Question 24

If there are important parts of an employee's job in which a supervisor is not able to make accurate judgments,they should supplement their appraisal with:

A)all of the following.
B)customer appraisals
C)peer evaluations
D)self-appraisals
TRUE/FALSE.Write 'T' if the statement is true and 'F' if the statement is false.

Question 25

Historically,the supervisor was the single and only performance evaluator of his/her employees.

Question 26

Supervisors are using the performance appraisal as a means for helping employees improve future performance.

Question 27

The following are steps utilized in counseling employees EXCEPT FOR:

A)coming to a resolution.
B)listening to what the employee has to say.
C)identifying the problem.
D)clarifying alternatives.
E)identifying differences of opinion.

Question 28

You should not provide your employees with ongoing extrinsic feedback if their jobs are rich in the intrinsic variety.

Question 29

The halo error is a tendency to rate an individual high or low on all factors as a result of the impression of a high or low rating on some specific factor.

Question 30

The 360 degree appraisal seeks performance feedback from sources EXCEPT:

A)boss.
B)spouse.
C)oneself.
D)team members.
E)peers.

Question 31

The performance appraisal is both a formal and an informal activity.

Question 32

Experts agree that traits are inferior to both task outcomes and behaviors as appraisal criteria because traits refer to performance itself,not to potential predictions of performance.

Question 33

Supervisors should include peer evaluations from team members in the performance appraisals of those whose jobs are inherently designed:

A)independent from one another.
B)to perform individual jobs.
C)to maximize employee interaction.
D)around team work.
E)to decrease both halo and leniency errors.

Question 34

Which performance appraisal compares employees against other employees in evaluating their performance?

A)Faction comparison method
B)Relative standards
C)Behaviorally anchored rating scale
D)Graphic rating scale

Question 35

Intrinsic feedback is provided to an employee by an outside source,normally a management consultant.

Question 36

When using the group order ranking performance appraisal method,as the sample size increases,the validity of relative scores as an accurate measure decreases.

Question 37

Which method of performance appraisal is considered expensive?

A)Written report
B)Behaviorally anchored rating scales
C)Critical incidents
D)Checklist
E)Adjective rating scales

Question 38

With the written essay,a good or bad appraisal may be determined as much by the supervisor's writing style as by the employee's actual level of performance.