Question 1

Which of the following is NOT true regarding self-ratings?

Accepted Answer

A)  They are done by someone who has the most complete knowledge about the ratee's performance. 
B)  They are best used for development. 
C)  They are often used as the first step in the appraisal process. 
D)  They are immune to leniency errors. 
A)  They are done by someone who has the most complete knowledge about the ratee's performance. 
B)  They are best used for development. 
C)  They are often used as the first step in the appraisal process. 
D)  They are immune to leniency errors.

Question 2

The central issue involving merit pay is how to get employees to view raises as a reward for performance.

Accepted Answer

A) True 
 B)False

Question 3

In contrast to ranking formats,rating formats require raters to evaluate employees on some absolute standard rather than relative to other employees.

Accepted Answer

A) True 
 B)False

Question 4

Describe the paired-comparison ranking method.

Accepted Answer

The paired-comparison ranking method sim

Question 5

In _____ ranking,raters look at a list of employees,decide who the best employee is,and cross that person's name off the list.From the remaining names,the manager decides who the worst employee is and crosses that name off the list-and so forth.

Accepted Answer

A)  paired-comparison 
B)  straight 
C)  alternation 
D)  forced distribution 
A)  paired-comparison 
B)  straight 
C)  alternation 
D)  forced distribution

Question 6

Which of the following is a negative outcome of the management by objectives method?

Accepted Answer

A)  Increased difficulty of the planning process 
B)  Decrease in superior/subordinate communication 
C)  Increase in performance pressure and stress 
D)  Lack of direction for work units 
A)  Increased difficulty of the planning process 
B)  Decrease in superior/subordinate communication 
C)  Increase in performance pressure and stress 
D)  Lack of direction for work units

Question 7

Which of the following statements is NOT true?

Accepted Answer

A)  Workers who start out high in performance and then get worse are rated lower than workers who remain consistently low. 
B)  Workers whose performance improves over time are seen as more motivated. 
C)  Workers whose performance is consistently average are rated higher than those who perform better at the end of a rating cycle. 
D)  Workers whose performance varies over time are seen as less motivated. 
A)  Workers who start out high in performance and then get worse are rated lower than workers who remain consistently low. 
B)  Workers whose performance improves over time are seen as more motivated. 
C)  Workers whose performance is consistently average are rated higher than those who perform better at the end of a rating cycle. 
D)  Workers whose performance varies over time are seen as less motivated.

Question 8

Jake's new car was dented by his employee,Steve.Ever since then,Jake has been consistently giving lower ratings to Steve during performance reviews to get back at him.Which of the following errors has been exhibited by Jake?

Accepted Answer

A)  Halo error 
B)  Severity error 
C)  Leniency error 
D)  Clone error 
A)  Halo error 
B)  Severity error 
C)  Leniency error 
D)  Clone error

Question 9

Teaching raters what constitutes good,average,and poor performance is _____ training.

Accepted Answer

A)  performance-standard 
B)  rater-error 
C)  performance-dimension 
D)  Six-Sigma 
A)  performance-standard 
B)  rater-error 
C)  performance-dimension 
D)  Six-Sigma

Question 10

Central tendency errors are the most difficult form of error to eliminate.

Accepted Answer

A) True 
 B)False

Question 11

During performance appraisals,managers tend to focus on either good performance,counterproductive performance,or both.

Accepted Answer

A) True 
 B)False

Question 12

Rankings are more popular among managers than ratings as they are less complex.

Accepted Answer

A) True 
 B)False

Question 13

What was Deming's major criticism against performance appraisals?

Accepted Answer

Deming contended that the work situation

Question 14

In which of the following jobs is it most appropriate to use behaviorally anchored rating scales?

Accepted Answer

A)  The job of a trainer that requires training new employees every month 
B)  The job of a web designer that requires designing websites according to client expectations 
C)  An assembly line job that requires tightening nuts on an engine 
D)  A client relations job that requires bringing in new clients to a firm 
A)  The job of a trainer that requires training new employees every month 
B)  The job of a web designer that requires designing websites according to client expectations 
C)  An assembly line job that requires tightening nuts on an engine 
D)  A client relations job that requires bringing in new clients to a firm

Question 15

When raters must justify their scoring of subordinates in writing,the rating is less accurate.

Accepted Answer

A) True 
 B)False

Question 16

In situations where the nature of the task is so uncertain that it may be difficult to specify expected goals,the most appropriate rating format is _____.

Accepted Answer

A)  an MBO format 
B)  a standard rating scale 
C)  a behaviorally anchored rating scale 
D)  an essay format 
A)  an MBO format 
B)  a standard rating scale 
C)  a behaviorally anchored rating scale 
D)  an essay format

Question 17

What are the types of pay systems that have low-motivation potential but provide equal increases to all employees regardless of performance?

Accepted Answer

Two types of pay increase guidelines wit

Question 18

Keeping a performance diary can help employers defend against discrimination charges stemming from performance ratings.

Accepted Answer

A) True 
 B)False

Question 19

Among peer raters,the most objective evaluations are given by:

Accepted Answer

A)  workers who are friends of the ratees. 
B)  workers who are not close friends with ratees. 
C)  high-performing workers. 
D)  low-performing workers. 
A)  workers who are friends of the ratees. 
B)  workers who are not close friends with ratees. 
C)  high-performing workers. 
D)  low-performing workers.

Question 20

For the same level of performance,employees low in a pay range receive higher percentage increases than employees higher in the range.

Accepted Answer

A) True 
 B)False

Which of the following is NOT true regarding self-ratings?

The central issue involving merit pay is how to get employees to view raises as a reward for performance.

In contrast to ranking formats,rating formats require raters to evaluate employees on some absolute standard rather than relative to other employees.

Describe the paired-comparison ranking method.

In _____ ranking,raters look at a list of employees,decide who the best employee is,and cross that person's name off the list.From the remaining names,the manager decides who the worst employee is and crosses that name off the list-and so forth.

Which of the following is a negative outcome of the management by objectives method?

Which of the following statements is NOT true?

Jake's new car was dented by his employee,Steve.Ever since then,Jake has been consistently giving lower ratings to Steve during performance reviews to get back at him.Which of the following errors has been exhibited by Jake?

Teaching raters what constitutes good,average,and poor performance is _____ training.

Central tendency errors are the most difficult form of error to eliminate.

During performance appraisals,managers tend to focus on either good performance,counterproductive performance,or both.

Rankings are more popular among managers than ratings as they are less complex.

What was Deming's major criticism against performance appraisals?

In which of the following jobs is it most appropriate to use behaviorally anchored rating scales?

When raters must justify their scoring of subordinates in writing,the rating is less accurate.

In situations where the nature of the task is so uncertain that it may be difficult to specify expected goals,the most appropriate rating format is _____.

What are the types of pay systems that have low-motivation potential but provide equal increases to all employees regardless of performance?

Keeping a performance diary can help employers defend against discrimination charges stemming from performance ratings.

Among peer raters,the most objective evaluations are given by:

For the same level of performance,employees low in a pay range receive higher percentage increases than employees higher in the range.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 11: Performance Appraisals

Which of the following is NOT true regarding self-ratings?

The central issue involving merit pay is how to get employees to view raises as a reward for performance.

In contrast to ranking formats,rating formats require raters to evaluate employees on some absolute standard rather than relative to other employees.

Describe the paired-comparison ranking method.

In _____ ranking,raters look at a list of employees,decide who the best employee is,and cross that person's name off the list.From the remaining names,the manager decides who the worst employee is and crosses that name off the list-and so forth.

Which of the following is a negative outcome of the management by objectives method?

Which of the following statements is NOT true?

Jake's new car was dented by his employee,Steve.Ever since then,Jake has been consistently giving lower ratings to Steve during performance reviews to get back at him.Which of the following errors has been exhibited by Jake?

Teaching raters what constitutes good,average,and poor performance is _____ training.

Central tendency errors are the most difficult form of error to eliminate.

During performance appraisals,managers tend to focus on either good performance,counterproductive performance,or both.

Rankings are more popular among managers than ratings as they are less complex.

What was Deming's major criticism against performance appraisals?

In which of the following jobs is it most appropriate to use behaviorally anchored rating scales?

When raters must justify their scoring of subordinates in writing,the rating is less accurate.

In situations where the nature of the task is so uncertain that it may be difficult to specify expected goals,the most appropriate rating format is _____.

What are the types of pay systems that have low-motivation potential but provide equal increases to all employees regardless of performance?

Keeping a performance diary can help employers defend against discrimination charges stemming from performance ratings.

Among peer raters,the most objective evaluations are given by:

For the same level of performance,employees low in a pay range receive higher percentage increases than employees higher in the range.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, Mix, and Pay

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters