Question 1

Belinda manages the data entry department of a credit card company.Employees are ranked based on the accuracy and quantity of data they can input.Belinda is able to observe and monitor her employee's work electronically; what is this performance appraisal method formally called?

Accepted Answer

A)   Data entry detection
B)   Production evaluation
C)   Employee systems assessment
D)   Records processing review
E)   Electronic performance monitoringF) None of the above
G) A) and B)

Question 2

According to the textbook,formal appraisal discussions with management-level employees often takes how long to conduct?

Accepted Answer

A)   No more than half an hour
B)   No more than an hour
C)   One or two hours
D)   Two or three hours
E)   More than three hoursF) A) and D)
G) A) and B)

Question 3

The critical incident method is useful by itself for comparing employees and making salary decisions.

Accepted Answer

A) True 
 B)False

Question 4

Gary is Mindy's supervisor.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 missed more deadlines than her peers over the past quarter,Gary rated Mindy as "above average" for the trait of "personal effectiveness" as well.Gary's actions indicate which performance appraisal problem?

Accepted Answer

A)   Performance bias
B)   Halo effect
C)   Trait effect
D)   Appraisal bias
E)   Trait biasF) D) and E)
G) A) and B)

Question 5

Many firms today let employees anonymously evaluate the performance of their supervisor; what is this process known as?

Accepted Answer

A)   Subordinate appraisal
B)   Team appraisal
C)   Downward feedback
D)   Upward feedback
E)   Anonymous evaluationF) A) and B)
G) B) and D)

Question 6

Performance appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same level of performance.

Accepted Answer

A)   reliable; valid
B)   reliable; reliable
C)   valid; measurable
D)   measurable; valid
E)   valid; reliableF) A) and E)
G) A) and B)

Question 7

When supervisors who are engaged in a performance appraisal tend to rate all employees either high or low,this problem is referred to as which of the following?

Accepted Answer

A)   Halo effect
B)   Performance bias
C)   Appraisal bias
D)   Central tendency
E)   Strictness/leniencyF) C) and D)
G) B) and D)

Question 8

According to the textbook,which of the following is the key success factor for effective performance appraisal that will lead to optimum employee performance?

Accepted Answer

A)   Training employees on receiving performance-related feedback
B)   The quantity of performance appraisal dialogue between non-managerial employees
C)   The quality of the performance appraisal dialogue between non-managerial employees
D)   The quantity of performance appraisal dialogue between a manager and an employee
E)   The quality of the performance appraisal dialogue between a manager and an employeeF) C) and D)
G) A) and E)

Question 9

When using management by objectives,goals that push an employee too far beyond his or her abilities should be used.

Accepted Answer

A) True 
 B)False

Question 10

What is the simplest and most popular technique for appraising employee performance?

Accepted Answer

A)   Narrative forms
B)   Critical incident method
C)   Forced distribution method
D)   Graphic rating scale
E)   Paired comparison methodF) A) and D)
G) C) and E)

Question 11

When an employee's most recent performance biases the evaluation of his or her performance over the entire appraisal period,which performance appraisal problem has occurred?

Accepted Answer

A)   Appraisal bias
B)   Recency effect
C)   Central tendency
D)   Similar-to-me
E)   Halo effectF) B) and D)
G) C) and D)

Question 12

A potential problem with peer performance appraisal occurs when all the peers get together to rate each other highly; what is this potential problem referred to as?

Accepted Answer

A)   Halo error
B)   Logrolling
C)   Appraisal bias
D)   Preferential evaluation
E)   Leniency errorF) A) and D)
G) B) and E)

Question 13

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

Accepted Answer

A)   Job evaluation
B)   Performance and pay
C)   Employee orientation
D)   Organizational finances
E)   Rating errorsF) B) and D)
G) B) and E)

Question 14

Describe two reasons why 360-degree appraisals are increasingly common.

Accepted Answer

Two points for each reason which may inc...

Question 15

When using the paired comparison method,every employee is paired with and compared with every other employee.

Accepted Answer

A) True 
 B)False

Question 16

Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as

Accepted Answer

A)   onboarding.
B)   orientation.
C)   performance appraisals.
D)   performance management.
E)   career development.F) B) and E)
G) All of the above

Question 17

Job performance is a unidimensional construct.

Accepted Answer

A) True 
 B)False

Question 18

Using a graphic rating scale can help to avoid the central tendency rating scale problem.

Accepted Answer

A) True 
 B)False

Question 19

Managers and their reports should only discuss progress towards performance expectations at the annual performance management meeting.

Accepted Answer

A) True 
 B)False

Question 20

The performance management process contains five steps.Identify and briefly describe each step.

Accepted Answer

Two points each for accurate identificat...

Exam 10: Performance Management

Performance appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same level of performance.

Correct Answer
verified

Job performance is a unidimensional construct.

Correct Answer
verified

Managers and their reports should only discuss progress towards performance expectations at the annual performance management meeting.

Correct Answer
verified

What is the simplest and most popular technique for appraising employee performance?

Correct Answer
verified

The performance management process contains five steps.Identify and briefly describe each step.

Correct Answer
verified
Two points each for accurate identificat...
View Answer

When using management by objectives,goals that push an employee too far beyond his or her abilities should be used.

Correct Answer
verified

When supervisors who are engaged in a performance appraisal tend to rate all employees either high or low,this problem is referred to as which of the following?

Correct Answer
verified

The critical incident method is useful by itself for comparing employees and making salary decisions.

Correct Answer
verified

Correct Answer
verified

According to the textbook,formal appraisal discussions with management-level employees often takes how long to conduct?

Correct Answer
verified

According to the textbook,which of the following is the key success factor for effective performance appraisal that will lead to optimum employee performance?

Correct Answer
verified

Belinda manages the data entry department of a credit card company.Employees are ranked based on the accuracy and quantity of data they can input.Belinda is able to observe and monitor her employee's work electronically; what is this performance appraisal method formally called?

Correct Answer
verified

When an employee's most recent performance biases the evaluation of his or her performance over the entire appraisal period,which performance appraisal problem has occurred?

Correct Answer
verified

Using a graphic rating scale can help to avoid the central tendency rating scale problem.

Correct Answer
verified

Describe two reasons why 360-degree appraisals are increasingly common.

Correct Answer
verified
Two points for each reason which may inc...
View Answer

When using the paired comparison method,every employee is paired with and compared with every other employee.

Correct Answer
verified

Many firms today let employees anonymously evaluate the performance of their supervisor; what is this process known as?

Correct Answer
verified

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

Correct Answer
verified

Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as

Correct Answer
verified

A potential problem with peer performance appraisal occurs when all the peers get together to rate each other highly; what is this potential problem referred to as?

Correct Answer
verified

Exam 10: Performance Management

Performance appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same level of performance.

Correct AnswerverifiedShow Answer

Job performance is a unidimensional construct.

Correct AnswerverifiedShow Answer

Managers and their reports should only discuss progress towards performance expectations at the annual performance management meeting.

Correct AnswerverifiedShow Answer

What is the simplest and most popular technique for appraising employee performance?

Correct AnswerverifiedShow Answer

The performance management process contains five steps.Identify and briefly describe each step.

Correct AnswerverifiedTwo points each for accurate identificat...View AnswerShow Answer

When using management by objectives,goals that push an employee too far beyond his or her abilities should be used.

Correct AnswerverifiedShow Answer

When supervisors who are engaged in a performance appraisal tend to rate all employees either high or low,this problem is referred to as which of the following?

Correct AnswerverifiedShow Answer

The critical incident method is useful by itself for comparing employees and making salary decisions.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

According to the textbook,formal appraisal discussions with management-level employees often takes how long to conduct?

Correct AnswerverifiedShow Answer

According to the textbook,which of the following is the key success factor for effective performance appraisal that will lead to optimum employee performance?

Correct AnswerverifiedShow Answer

Belinda manages the data entry department of a credit card company.Employees are ranked based on the accuracy and quantity of data they can input.Belinda is able to observe and monitor her employee's work electronically; what is this performance appraisal method formally called?

Correct AnswerverifiedShow Answer

When an employee's most recent performance biases the evaluation of his or her performance over the entire appraisal period,which performance appraisal problem has occurred?

Correct AnswerverifiedShow Answer

Using a graphic rating scale can help to avoid the central tendency rating scale problem.

Correct AnswerverifiedShow Answer

Describe two reasons why 360-degree appraisals are increasingly common.

Correct AnswerverifiedTwo points for each reason which may inc...View AnswerShow Answer

When using the paired comparison method,every employee is paired with and compared with every other employee.

Correct AnswerverifiedShow Answer

Many firms today let employees anonymously evaluate the performance of their supervisor; what is this process known as?

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as

Correct AnswerverifiedShow Answer

A potential problem with peer performance appraisal occurs when all the peers get together to rate each other highly; what is this potential problem referred to as?

Correct AnswerverifiedShow Answer

Performance appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same level of performance.

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified
Two points each for accurate identificat...
View Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified
Two points for each reason which may inc...
View Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified