Question 1

Which of the following rating formats has the lowest rating errors?

Accepted Answer

A)  Standard rating scales 
B)  BARS 
C)  MBO 
D)  Ranking 
A)  Standard rating scales 
B)  BARS 
C)  MBO 
D)  Ranking

Question 2

Which of the following is NOT a strength of supervisors as raters?

Accepted Answer

A)  They are knowledgeable about subordinates' jobs. 
B)  Their ratings are immune to halo and leniency errors. 
C)  Supervisors have rating experience. 
D)  They assign work to subordinates. 
A)  They are knowledgeable about subordinates' jobs. 
B)  Their ratings are immune to halo and leniency errors. 
C)  Supervisors have rating experience. 
D)  They assign work to subordinates.

Question 3

Performance-standard training provides raters with a standard of comparison or frame of reference for making appraisals.

Accepted Answer

A) True 
 B)False

Question 4

Halo error is the error that occurs when an employee is downgraded across all performance dimensions exclusively because of poor performance in one dimension.

Accepted Answer

A) True 
 B)False

Question 5

_____ is the best appraisal format across the five criteria for evaluating rating formats.

Accepted Answer

A)  Ranking 
B)  MBO 
C)  BARS 
D)  Standard rating scales 
A)  Ranking 
B)  MBO 
C)  BARS 
D)  Standard rating scales

Question 6

A horn error occurs when an employee is:

Accepted Answer

A)  consistently rated higher than deserved. 
B)  given a favorable rating on all job duties based on his or her impressive performance in just one job function. 
C)  downgraded across all performance dimensions because of poor performance on one dimension. 
D)  consistently rated lower than deserved. 
A)  consistently rated higher than deserved. 
B)  given a favorable rating on all job duties based on his or her impressive performance in just one job function. 
C)  downgraded across all performance dimensions because of poor performance on one dimension. 
D)  consistently rated lower than deserved.

Question 7

During the performance review of her employees,Sarah gives higher ratings to employees from her hometown,Oklahoma,as she believes that people from Oklahoma are hard working and trustworthy.Which of the following rating errors is Sarah exhibiting?

Accepted Answer

A)  Severity error 
B)  Horn error 
C)  Spillover error 
D)  Clone error 
A)  Severity error 
B)  Horn error 
C)  Spillover error 
D)  Clone error

Question 8

Employees who are dissatisfied with performance appraisals are less satisfied with their pay.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is NOT true regarding performance appraisals?

Accepted Answer

A)  Race has no effect in layoff decisions. 
B)  Males are rated higher than females. 
C)  Raters with traditional stereotypes rate females less accurately. 
D)  Variation in performance affects ratings. 
A)  Race has no effect in layoff decisions. 
B)  Males are rated higher than females. 
C)  Raters with traditional stereotypes rate females less accurately. 
D)  Variation in performance affects ratings.

Question 10

In most Asian cultures,employees do not welcome performance feedback.

Accepted Answer

A) True 
 B)False

Question 11

Louie received the highest performance rating and is in the second quartile of his pay range.He received a pay increase of 8 percent.Bart also received the highest performance rating and is in the fourth quartile.Given the way most merit increase grids work,what size of pay increase would you expect Bart to receive?

Accepted Answer

A)  Less than 8 percent 
B)  More than 8 percent 
C)  8 percent 
D)  There is no relationship between ratings and position in pay range. 
A)  Less than 8 percent 
B)  More than 8 percent 
C)  8 percent 
D)  There is no relationship between ratings and position in pay range.

Question 12

The most common form of outcomes-based appraisal is:

Accepted Answer

A)  the essay method. 
B)  MBO. 
C)  the performance standards review. 
D)  the BARS. 
A)  the essay method. 
B)  MBO. 
C)  the performance standards review. 
D)  the BARS.

Question 13

The total-quality-management advocates contend that informing raters that the work environment has more influence on performance than individual employee behavior will make the raters' rate lower.

Accepted Answer

A) True 
 B)False

Question 14

Subordinate ratings _____.

Accepted Answer

A)  are likely to be inflated if they are not anonymous 
B)  are immune to halo errors 
C)  are immune to horn errors 
D)  are used by 70 percent of all team-style organizations 
A)  are likely to be inflated if they are not anonymous 
B)  are immune to halo errors 
C)  are immune to horn errors 
D)  are used by 70 percent of all team-style organizations

Question 15

A study of ratings of managers found that approximately only _____ percent of the managers were rated below average.

Accepted Answer

A)  30 
B)  20 
C)  10 
D)  5 
A)  30 
B)  20 
C)  10 
D)  5

Which of the following rating formats has the lowest rating errors?

Which of the following is NOT a strength of supervisors as raters?

Performance-standard training provides raters with a standard of comparison or frame of reference for making appraisals.

Halo error is the error that occurs when an employee is downgraded across all performance dimensions exclusively because of poor performance in one dimension.

_____ is the best appraisal format across the five criteria for evaluating rating formats.

A horn error occurs when an employee is:

During the performance review of her employees,Sarah gives higher ratings to employees from her hometown,Oklahoma,as she believes that people from Oklahoma are hard working and trustworthy.Which of the following rating errors is Sarah exhibiting?

Employees who are dissatisfied with performance appraisals are less satisfied with their pay.

Which of the following is NOT true regarding performance appraisals?

In most Asian cultures,employees do not welcome performance feedback.

The most common form of outcomes-based appraisal is:

The total-quality-management advocates contend that informing raters that the work environment has more influence on performance than individual employee behavior will make the raters' rate lower.

Subordinate ratings _____.

A study of ratings of managers found that approximately only _____ percent of the managers were rated below average.

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 rating formats has the lowest rating errors?

Which of the following is NOT a strength of supervisors as raters?

Performance-standard training provides raters with a standard of comparison or frame of reference for making appraisals.

Halo error is the error that occurs when an employee is downgraded across all performance dimensions exclusively because of poor performance in one dimension.

_____ is the best appraisal format across the five criteria for evaluating rating formats.

A horn error occurs when an employee is:

During the performance review of her employees,Sarah gives higher ratings to employees from her hometown,Oklahoma,as she believes that people from Oklahoma are hard working and trustworthy.Which of the following rating errors is Sarah exhibiting?

Employees who are dissatisfied with performance appraisals are less satisfied with their pay.

Which of the following is NOT true regarding performance appraisals?

In most Asian cultures,employees do not welcome performance feedback.

The most common form of outcomes-based appraisal is:

The total-quality-management advocates contend that informing raters that the work environment has more influence on performance than individual employee behavior will make the raters' rate lower.

Subordinate ratings _____.

A study of ratings of managers found that approximately only _____ percent of the managers were rated below average.

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