Exam 10: Performance Management and Appraisal

Performance standards should be established before work is performed because they define the level of satisfactory job performance.

A disadvantage of the outsider rating approach is that outsiders may not know the important demands within the work group or organization.

In a performance-driven organizational culture, employee rewards vary little from person to person and have little to do with differences in individual performance.

Development of performance standards is typically the first stage of a guided self-appraisal system using management by objectives (MBO).

Define performance management. What is the purpose of a performance management system?

Which of the following is a disadvantage of using comparative methods for performance appraisal?

In the critical incident method, a manager keeps a written record of both favorable and unfavorable actions performed by an employee during the entire rating period.

In the context of performance information, which of the following is an example of results-based information?

What are the common employee performance measures?

A panel of division managers evaluating a supervisor's potential for advancement in the organization is an example of _____.

An effective performance management system should:

Which of the following is true of performance appraisal?

The _____ method requires a manager to prepare a written statement describing each employee's performance during the rating period.

_____ occurs when an evaluator's values or prejudices distort the rating.

Describe the developmental uses of performance appraisals.

Performance appraisal has a broad organizational focus.

Companies must use multisource feedback only as an administrative tool.

The recency effect occurs when a rater gives greater weight to information received first when appraising an individual's performance.

Describe the different types of rater errors.

In the _____ method, the manager keeps a written record of both favorable and unfavorable actions performed by an employee during the entire rating period.