Question 1

Which of the following is not something effective performance management should do?

Accepted Answer

A)  Encourage high levels of performance.
B)  Document performance for personnel records.
C)  Make it clear what the organization expects.
D)  Determine the strategic plan of the organization. D

Question 2

A guided self-appraisal system using an MBO is a four-stage process. Which of the following is the third step in the process?

Accepted Answer

A)  Setting of objectives
B)  Ongoing Performance discussions
C)  Development of performance standards
D)  Job review and agreement A

Question 3

Which of the following is true about graphic rating scales?

Accepted Answer

A)  They encourage rater errors.
B)  They are useful tools but difficult to develop.
C)  They exclude behavioral dimensions.
D)  They are rarely used in large organizations. A

Question 4

The manager of HR feels it is necessary for employees to think about their strengths and weaknesses and set goals for improvement. Consequently, the HR manager is designing a _______________ program.

Accepted Answer

A)  facilitated appraisal
B)  self-appraisal
C)  team evaluation
D)  introspective analysis

Question 5

A legally defensible performance appraisal system should include which of the following?

Accepted Answer

A)  Appraisals are job related, nondiscriminatory, and documented.
B)  It includes an opportunity for self appraisals.
C)  It contains informal evaluation criteria to permit managerial discretion.
D)  There is input from outsiders who can provide objective feedback.

Question 6

At a large catalog-based retail company, supervisors randomly listen in on calls handled by customer representatives to make sure that the customers are greeted politely, orders are taken accurately, order details are repeated to the customer, and that customers are thanked for their order.This is a _______________-based type of performance appraisal system.

Accepted Answer

A)  productivity
B)  trait
C)  results
D)  behavior

Question 7

_______________ recognizes that employee performance is multi-dimensional and crosses department, organizational, and global boundaries.

Accepted Answer

A)  360° appraisal
B)  Global rating approach
C)  Team rating
D)  Comprehensive appraisal

Question 8

The simplest methods for appraising performance are the _______________.

Accepted Answer

A)  behaviorally anchored rating scales (BARS) 
B)  category scaling methods
C)  comparative methods
D)  written methods

Question 9

At High Flyer Airlines, managers rate their subordinates on a continuum from 1 to 7. A score of 1 indicates unsatisfactory performance, and a score of 7 indicates superior performance. High Flyer uses a _______________ as its performance appraisal method.

Accepted Answer

A)  ranking system
B)  checklist
C)  multisource appraisal
D)  graphic rating scale

Question 10

Which of the following best describes the manager's role in the developmental aspect of performance appraisal?

Accepted Answer

A)  judge
B)  parent
C)  sponsor
D)  coach

Question 11

Clint, the owner of a moving company, has developed a performance appraisal system for his customer representatives and truck drivers. He evaluates each of these employees on his/her attitudes toward the company and customers, initiative in developing new business, and creativity in solving problems.Clint's performance appraisal system is _______________-based.

Accepted Answer

A)  trait
B)  results
C)  behavior
D)  productivity

Question 12

Identify the two uses of performance appraisals, and discuss the specific activities that are part of each.

Accepted Answer

The answer of Identify the two uses of performance appraisals,...

Question 13

A supervisor's rating of an employee's attitude is an example of a/an _______________ of performance.

Accepted Answer

A)  subjective measure
B)  objective measure
C)  deficient measure
D)  acceptable measure

Question 14

In a feedback system, evaluation is the way the system reacts to the facts, and it requires performance standards.

Accepted Answer

A) True 
 B)False

Question 15

Employers can separate the administrative, developmental, and compensation elements of performance appraisals by holding separate time-spaced discussions for each.

Accepted Answer

A) True 
 B)False

Question 16

One advantage of having supervisors and managers rated by their employees is that this type of rating program can help make the managers more responsive to employees.

Accepted Answer

A) True 
 B)False

Question 17

Performance appraisals at Swamp Blossom Designs, Inc.always occur on the employee's anniversary of employment. A standard protocol is in place to report managerial impressions and observations on employee performance. This is an example of_______________.

Accepted Answer

A)  objective evaluation
B)  subjective evaluation
C)  systematic appraisal
D)  informal appraisal

Question 18

In a sense, the sum of all performances in all jobs in the organization should equal the _______________.

Accepted Answer

A)  organizational culture
B)  strategic plan
C)  compensation plan
D)  stock price

Question 19

The primacy effect is a rater error in which the rater gives greater weight to information received first.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is not a common dimension used to measure individual performance?

Accepted Answer

A)  timeliness of output
B)  effort expended
C)  quality of output
D)  presence at work

Exam 6: Performance Management and Appraisal

Which of the following is not something effective performance management should do?

A guided self-appraisal system using an MBO is a four-stage process. Which of the following is the third step in the process?

Which of the following is true about graphic rating scales?

The manager of HR feels it is necessary for employees to think about their strengths and weaknesses and set goals for improvement. Consequently, the HR manager is designing a _______________ program.

A legally defensible performance appraisal system should include which of the following?

_______________ recognizes that employee performance is multi-dimensional and crosses department, organizational, and global boundaries.

The simplest methods for appraising performance are the _______________.

At High Flyer Airlines, managers rate their subordinates on a continuum from 1 to 7. A score of 1 indicates unsatisfactory performance, and a score of 7 indicates superior performance. High Flyer uses a _______________ as its performance appraisal method.

Which of the following best describes the manager's role in the developmental aspect of performance appraisal?

Identify the two uses of performance appraisals, and discuss the specific activities that are part of each.

A supervisor's rating of an employee's attitude is an example of a/an _______________ of performance.

In a feedback system, evaluation is the way the system reacts to the facts, and it requires performance standards.

Employers can separate the administrative, developmental, and compensation elements of performance appraisals by holding separate time-spaced discussions for each.

One advantage of having supervisors and managers rated by their employees is that this type of rating program can help make the managers more responsive to employees.

Performance appraisals at Swamp Blossom Designs, Inc.always occur on the employee's anniversary of employment. A standard protocol is in place to report managerial impressions and observations on employee performance. This is an example of_______________.

In a sense, the sum of all performances in all jobs in the organization should equal the _______________.

The primacy effect is a rater error in which the rater gives greater weight to information received first.

Which of the following is not a common dimension used to measure individual performance?