Deck 11: Employee Assessment

Question 1

The essay appraisal method is neither a trait nor a behavioral method of performance appraisals.

Answer 1

False

Question 2

To make the ranking method more valuable and legal, each supervisor should use the same criteria to rank each individual.

Answer 2

True

Question 3

An employee improvement plan works best if it is written with the employee, to obtain maximum employee commitment to the objectives determined together.

Answer 3

True

Question 4

Reliability refers to how well the members of the organization-manager and employees-accept the performance evaluation tool as a valid measure of performance.

Question 5

Many organizations use a graphic rating scale in conjunction with other appraisal methods to further solidify the tool's validity.

Question 6

One of the methods of evaluating performance is the trait method, where managers look at an employee's specific traits in relation to the job, such as friendliness to the customer.

Question 7

The second step of a performance review system includes constant monitoring, feedback, and coaching.

Question 8

A checklist, as a method of performance evaluation, is free of subjectivity.

Question 9

An improvement plan is designed for a short period of time and consists of no long-term goals.

Question 10

Improvement plans should be punitive so employees are made aware of the consequences of failing to meet performance expectations.

Question 11

Validity refers to the extent to which the tool measures the relevant aspects of performance.

Question 12

The Civil Service Reform Act of 1978 set new standards for performance evaluation.

Question 13

One of the ways of evaluating performance is the results method, which compares one employee with other employees.

Question 14

Specificity refers to how consistently the same measuring tool works throughout the organization.

Question 15

In a paired comparison system, the manager must compare every employee with the standards of an ideal employee set by the company.

Question 16

Using a variety of sources to evaluate the performance of the employee can garner the best results.

Question 17

A discrete scale is one that shows a number of different points.

Question 18

A standard method of appraisal is the best for use across different industries and jobs.

Question 19

In a problem-solving interview, the manager does most of the talking and passes his or her view to the employee.

Question 20

The criteria are the aspects of performance that the employee is actually being evaluated on.

Question 21

Which of the following legislations set new standards for performance evaluations?

A) Equal Pay Act of 1963
B) Social Security Act of 1935
C) Title VII of the Civil Rights Act
D) Fair Labor Standards Act FLSA)
E) Civil Service Reform Act of 1978

Question 22

Jim Cooper manages the sales department of a financial company. Which of the following is true with regard to Rita's contribution to Jim's performance evaluation if Rita is one of his subordinates?

A) Rita has extensive knowledge of Jim's performance and abilities.
B) Rita knows the demands of Jim's job as well as she knows her own job demands.
C) Rita's feedback for Jim's evaluation is expensive to obtain.
D) Rita feedback would be based on insufficient personal interactions with Jim.
E) Rita's evaluation can be used as a self-development tool for Jim.

Question 23

William Cohen is the HR manager of a firm that provides security personnel to VIPs. For employee performance appraisal at the firm, he chooses a method of appraisal which asks a series of questions. In response, the manager simply replies "yes" or "no" to the questions. Which of the following appraisal methods is William using?

A) A graphic rating scale
B) A critical incident appraisal
C) A checklist scale
D) An essay appraisal
E) A ranking method system

Question 24

Which of the following is a disadvantage of the essay appraisal?

A) The manager's writing ability can contribute to the effectiveness of the evaluation.
B) The method does not allow for detailed answers or explanations.
C) This method does not provide much information on the strengths and weaknesses of an employee.
D) This method does not allow for any reasonable deviations from the criteria.
E) It compulsorily requires that some employees be put in the nonperforming category.

Question 25

An essay appraisal:

A) ranks employees in a particular department based on their value to the manager or supervisor.
B) includes answers provided by managers on the strengths, weakness, and specific examples of employee performance.
C) determines the main performance dimensions of the job and rates employees along this established criteria.
D) rates recorded examples of the employee's effective and ineffective behavior during the time period between evaluations.
E) lists the personality traits required for the job, and asks the source to rate the individual on each attribute.

Question 26

The graphic rating scale:

A) requires the source to answer a series of questions to rate the employee's performance in essay form.
B) records and rates examples of the employee's effective and ineffective behavior during the time period between evaluations.
C) ranks employees in a particular department based on their value to the manager or supervisor.
D) lists the traits required for the job, and asks the source to rate the individual on each attribute.
E) asks a series of questions to which the manager simply responds by providing yes or no answers.

Question 27

Halo effects occur when:

A) several sources of information are used to generate a rational employee performance evaluation.
B) one employee's performance is evaluated by comparing it to that of other employees.
C) all areas of performance are rated high because the rater feels one aspect of the performance is high.
D) intuitive judgment and gut feeling are used to evaluate the performance of the employee.
E) when the performance evaluation of the employee is primarily based on the last two months preceding the evaluation.

Question 28

With an) _____, a series of questions is asked and the manager simply responds with a "yes" or "no" to the questions.

A) essay appraisal
B) checklist scale
C) critical incident appraisal
D) work stands approach
E) management by objectives approach

Question 29

The manner in which the members of the organization, managers and employees, consider the performance evaluation tool to be a valid measure of performance is measured by its _____.

A) specificity
B) ambiguity
C) reliability
D) validity
E) acceptability

Question 30

The _____ is a way to appraise performance by using several sources to measure the employee's effectiveness.

A) checklist scale
B) management fit model
C) management by objectives approach
D) 360 degree performance appraisal
E) ranking method

Question 31

When using the _____, the manager records examples of the employee's effective and ineffective behavior during the time period between evaluations.

A) ranking method
B) works standards approach
C) critical incident appraisal
D) mixed standard scale
E) checklist scale

Question 32

William Cohen is the HR manager of a firm that provides security personnel to VIPs. For employee performance appraisal at the firm, he chooses a behavioral method that lists the traits required for the job and asks the source to rate the employee on each attribute. Which of the following appraisal methods is William using?

A) A ranking method system
B) A behaviorally anchored rating scale
C) A management by objectives approach
D) An essay appraisal
E) The graphic rating scale

Question 33

William Cohen is the HR manager of a firm that provides security personnel to VIPs. For employee performance appraisal at the firm, he chooses an approach in which a minimum level of performance is determined and the employee's performance evaluation is based on this level. Which of the following appraisal methods is William using?

A) A ranking method system
B) A critical incident appraisal
C) A work standards approach
D) An essay appraisal
E) A checklist scale

Question 34

_____ tells employees what the job expectations are and how they can be met.

A) Acceptability
B) Validity
C) Specificity
D) Reliability
E) Dependability

Question 35

Which of the following methods of determining performance looks at individual actions within a specific job?

A) Problem-solving method
B) Behavioral method
C) Comparative method
D) Trait method
E) Time-limited method

Question 36

_____ refers to the extent to which the tool measures the relevant aspects of performance.

A) Flexibility
B) Validity
C) Reliability
D) Specificity
E) Acceptability

Question 37

Kevin Philips is a manager at Nascent Technologies, a software development company. He leads a team of seven programmers and he himself reports to his immediate boss as well as the head of the R&D division and one marketing manager. Which of the following figures depicts Kevin's span of control?

A) Two
B) Three
C) Seven
D) Five
E) Ten

Question 38

The disadvantage of the critical incident appraisal is that:

A) it does not allow for reasonable deviations from an established performance criteria.
B) it fails to provide specific examples of an employee's effective or ineffective behavior.
C) it does not allow for detailed answers or explanations.
D) it tends to records only negative incidents instead of positive ones.
E) it works best as an evaluation tool for routine jobs made up of a same set of tasks.

Question 39

An) _____ is a systematic way to examine how well an employee is performing in his or her job.

A) background check
B) performance evaluation system
C) employee eligibility verification
D) progressive discipline program
E) employee assistance program

Question 40

The challenge with the checklist scale is that:

A) it cannot be used in conjunction with any other method of performance appraisal.
B) it is the most subjective of all performance appraisal methods.
C) it is to administer and easily misunderstood by managers.
D) it is an extremely time-consuming mode of conducting performance appraisals.
E) it does not allow more detailed answers and analysis of the performance criteria.

Question 41

Alan Sternson is conducting a performance appraisal interview with one of the employees at the software firm where he works as a technical manager. Alan and the employee discuss the positive and negative areas of the employee's performance. This gives them both a better understanding of how the employee can improve his performance. The employee leaves the discussion feeling much assured as a result of the productive discussion. Which of the following styles of appraisal interviews is Alan using?

A) Directive interview
B) Problem-solving interview
C) Tell and sell interview
D) Traditional interview
E) Tell and listen interview

Question 42

Explain the graphic rating scale method of appraisal.

Question 43

In _____, employees are ranked in groups based on high performers, average performers, and nonperformers.

A) a behaviorally anchored rating scale
B) a forced distribution system
C) the management by objectives approach
D) a paired comparison system
E) the critical incident appraisal

Question 44

What is a 360 degree performance appraisal?

Question 45

What are the main methods of determining performance?

Question 46

In a _____ type of interview, the manager communicates feedback and then addresses the employee's thoughts about the interview.

A) traditional
B) problem-solving
C) tell and listen
D) directive
E) tell and sell

Question 47

Why should a systematic performance evaluation system be implemented?

Question 48

Which of the following methods may combine a graphic rating scale with a critical incidents system?

A) The management by objectives approach
B) The checklist scale
C) The behaviorally anchored rating scale method
D) The ranking method
E) The work standards approach

Question 49

The disadvantage of the management by objectives approach is that:

A) it gives employees no scope to determine their specific goals.
B) it works only when the job requires higher-level thinking.
C) the manager's writing ability has an impact on the validity of this method.
D) it hampers open and honest communication between employees and managers.
E) it is not bound by a limited time period, leading to decreased motivation.

Question 50

Define acceptability and specificity.

Question 51

In which of the following styles of appraisal interviews do the employee and the manager discuss the positive and negative aspects of the employee's performance so that the employee has a balanced understanding of the deficiencies and strengths of his performance?

A) Directive interview
B) Investigative interview
C) Tell and sell interview
D) Problem-solving interview
E) Traditional interview

Question 52

In an) _____ type of interview, the manager does most of the talking in order to convey his or her view to the employee.

A) tell and listen
B) nondirective
C) problem-solving
D) informational
E) tell and sell

Question 53

Diana Milton is conducting a performance appraisal interview with one of the employees at the firm where she works as an operations manager. Diana chooses to do most of the talking, giving valuable feedback and pointers for improvement. She conveys her views about the employee's overall performance. Which of the following styles of appraisal interviews is Diana using?

A) Tell and sell interview
B) Non-directive interview
C) Tell and listen interview
D) Problem-solving interview
E) Unstructured interview

Question 54

What are the two main aspects of appraisal methods?

Question 55

Which of the following is an advantage of the work standards approach of performance appraisal?

A) This method is extremely useful in manufacturing where productivity is a major concern.
B) This method allows for detailed ratings on others aspects of performance like team work and communication skills.
C) This approach works best in short time periods and helps in making quick performance evaluations.
D) This method provides valuable information on traits and behaviors of the employee.
E) This method allows for reasonable deviations to be made from the standard criteria.

Question 56

Which of the following methods is beneficial because it offers open communication between the manager and the employee?

A) The ranking method
B) The work standards approach
C) The management by objectives approach
D) The critical incident appraisal
E) The checklist scale

Question 57

Grant Mcmurtrie is conducting a performance appraisal interview with one of the employees at the accounting firm where he works as a financial manager. After giving a brief review to the employee about her performance, Grant moves on to address the employee's thoughts and concerns about the interview and her performance. Which of the following styles of appraisal interviews is Grant using?

A) Traditional interview
B) Tell and listen interview
C) Problem-solving interview
D) Tell and sell interview
E) Directive interview

Question 58

Which of the following is a comparative method for performance evaluations?

A) A checklist scale
B) An essay appraisal
C) A ranking method system
D) A critical incident appraisal
E) The graphic rating scale

Question 59

As an HR manager in charge of employee appraisal, Bernice Hunter uses an appraisal method that utilizes narrative information, such as from a critical incidents file, and assigns quantified ranks to each expected behavior. The system provides a specific narrative outlining what exemplifies a "good" and "poor" behavior for each category. Bernice is using the _____ method of appraisal.

A) management by objectives
B) paired comparison
C) checklist scale
D) work standards
E) behaviorally anchored rating scale

Question 60

The disadvantage of the _____ is that it does not consider that all employees could be in the top two categories, high or average performers, and requires that some employees be put in the non-nonperforming category.

A) forced distribution system
B) checklist scale
C) paired comparison system
D) management by objectives
E) behaviorally anchored rating scale

Question 61

The _____ set new standards for performance evaluation.

Question 62

What are the three different types of performance appraisal interviews?

Question 63

The number of employees a manager supervises is termed as his/her _____.

Question 64

The _____ appraisal interview is a type of performance appraisal interview in which the manager communicates feedback and then the employee's thoughts about the interview are addressed.

Question 65

When using a _____, the scale is shown to the manager who then puts a mark on the scale such that it best represents the employee's performance.

Question 66

_____ are focused on employee accomplishments, such as whether or not they met a quota.

Question 67

In a _____ system, the manager and employee sit down together, determine objectives, then after a period of time, the manager assesses whether those objectives have been met.

Question 68

The _____ method combines a graphic rating scale with a critical incidents system.

Question 69

_____ occurs when all areas of performance are rated high because the rater feels one aspect of the performance is high.

Question 70

What are improvement plans?

Question 71

Explain the work standards approach of appraisal.

Question 72

A _____ is one that shows a number of different points.

Question 73

The _____ is a document developed by both manager and employee to address any performance deficiencies.

Question 74

Explain the behaviorally anchored rating scale method.