Question 1

Administrative purposes for performance evaluations include documenting personnel decisions and identifying individual training needs.

Accepted Answer

A) True 
 B)False  False

Question 2

Feedback is most useful when it is immediate and general in nature.

Accepted Answer

A) True 
 B)False  False

Question 3

Performance is a function of ability, motivation, and environment.

Accepted Answer

A) True 
 B)False  True

Question 4

Developmental purposes for performance evaluation include validating selection criteria and meeting legal requirements.

Accepted Answer

A) True 
 B)False

Question 5

In general, performance evaluation can be classified as either administrative or developmental.

Accepted Answer

A) True 
 B)False

Question 6

Under which one of these conditions are employee self-evaluations more acceptable to management?

Accepted Answer

A)  when the evaluations are used for promotions 
B)  when the evaluations are used for compensation 
C)  when the evaluations are used to identify developmental goals 
D)  when the evaluations are used for legal purposes 
A)  when the evaluations are used for promotions 
B)  when the evaluations are used for compensation 
C)  when the evaluations are used to identify developmental goals 
D)  when the evaluations are used for legal purposes

Question 7

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

Accepted Answer

A) True 
 B)False

Question 8

Using the evaluation system for compensation decisions rather than developmental purposes may affect how the rater evaluates the employee.

Accepted Answer

A) True 
 B)False

Question 9

Organizational politics can introduce bias into even the most fairly administered performance evaluations.

Accepted Answer

A) True 
 B)False

Question 10

Jane is manager to 10 direct reports. She is currently concerned that she is perceived as a softy and so she has decided not to give out very many high ratings on this year's performance evaluation exercise. However, she doesn't want anyone to be fired either, so she has also decided not to give out any very low ratings.
-Refer to Scenario 8.2. Which of the following will Jane's ratings suffer from?

Accepted Answer

A)  similar-to-self bias 
B)  leniency error 
C)  forced distribution 
D)  central tendency error 
A)  similar-to-self bias 
B)  leniency error 
C)  forced distribution 
D)  central tendency error

Question 11

Depending on the industry, managers should provide performance feedback on an annual basis.

Accepted Answer

A) True 
 B)False

Question 12

Ideally, performance evaluations should be linked to the strategic objectives of the organization.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is an ability factor that may be a source of ineffective employee performance?

Accepted Answer

A)  goals and expectations 
B)  career ambition 
C)  technical skill 
D)  job design 
A)  goals and expectations 
B)  career ambition 
C)  technical skill 
D)  job design

Question 14

Dividing the evaluation interview into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.

Accepted Answer

A) True 
 B)False

Question 15

The best evaluation method to use depends upon the purpose of the evaluation.

Accepted Answer

A) True 
 B)False

Question 16

Trait evaluation approaches continue to be the most popular systems despite their inherent subjectivity.

Accepted Answer

A) True 
 B)False

Question 17

The 360-degree evaluation is a multi-rater approach to performance evaluations.

Accepted Answer

A) True 
 B)False

Question 18

If a performance standard is found to be stable or consistent over time, it is said to be which of the following?

Accepted Answer

A)  reliable 
B)  relevant 
C)  steady 
D)  valid 
A)  reliable 
B)  relevant 
C)  steady 
D)  valid

Question 19

One weakness of many performance evaluation programs is that supervisors are not adequately trained; consequently, they provide little meaningful feedback to subordinates.

Accepted Answer

A) True 
 B)False

Question 20

What is the key purpose of performance reviews/evaluations when they are used for pay-for-performance decisions?

Accepted Answer

A)  signalling purpose 
B)  symbolic purpose 
C)  administrative purpose 
D)  developmental purpose 
A)  signalling purpose 
B)  symbolic purpose 
C)  administrative purpose 
D)  developmental purpose

Administrative purposes for performance evaluations include documenting personnel decisions and identifying individual training needs.

Feedback is most useful when it is immediate and general in nature.

Performance is a function of ability, motivation, and environment.

Developmental purposes for performance evaluation include validating selection criteria and meeting legal requirements.

In general, performance evaluation can be classified as either administrative or developmental.

Under which one of these conditions are employee self-evaluations more acceptable to management?

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

Using the evaluation system for compensation decisions rather than developmental purposes may affect how the rater evaluates the employee.

Organizational politics can introduce bias into even the most fairly administered performance evaluations.

Depending on the industry, managers should provide performance feedback on an annual basis.

Ideally, performance evaluations should be linked to the strategic objectives of the organization.

Which of the following is an ability factor that may be a source of ineffective employee performance?

Dividing the evaluation interview into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.

The best evaluation method to use depends upon the purpose of the evaluation.

Trait evaluation approaches continue to be the most popular systems despite their inherent subjectivity.

The 360-degree evaluation is a multi-rater approach to performance evaluations.

If a performance standard is found to be stable or consistent over time, it is said to be which of the following?

One weakness of many performance evaluation programs is that supervisors are not adequately trained; consequently, they provide little meaningful feedback to subordinates.

What is the key purpose of performance reviews/evaluations when they are used for pay-for-performance decisions?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

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Exam 8: Performance Management

Administrative purposes for performance evaluations include documenting personnel decisions and identifying individual training needs.

Feedback is most useful when it is immediate and general in nature.

Performance is a function of ability, motivation, and environment.

Developmental purposes for performance evaluation include validating selection criteria and meeting legal requirements.

In general, performance evaluation can be classified as either administrative or developmental.

Under which one of these conditions are employee self-evaluations more acceptable to management?

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

Using the evaluation system for compensation decisions rather than developmental purposes may affect how the rater evaluates the employee.

Organizational politics can introduce bias into even the most fairly administered performance evaluations.

Depending on the industry, managers should provide performance feedback on an annual basis.

Ideally, performance evaluations should be linked to the strategic objectives of the organization.

Which of the following is an ability factor that may be a source of ineffective employee performance?

Dividing the evaluation interview into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties.

The best evaluation method to use depends upon the purpose of the evaluation.

Trait evaluation approaches continue to be the most popular systems despite their inherent subjectivity.

The 360-degree evaluation is a multi-rater approach to performance evaluations.

If a performance standard is found to be stable or consistent over time, it is said to be which of the following?

One weakness of many performance evaluation programs is that supervisors are not adequately trained; consequently, they provide little meaningful feedback to subordinates.

What is the key purpose of performance reviews/evaluations when they are used for pay-for-performance decisions?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters