Exam 9: Performance Management and Appraisal

Some supervisors, when filling in rating scales, tend to avoid the highs and lows on the scale and rate most people in the middle. This means that all employees may be rated average.

Performance appraisal ratings tend to be more positive when the purpose is to award promotions and/or pay raises than when the purpose is to determine employee development needs.

While peer appraisals have many benefits, one problem is , when several peers collaborate to rate each other highly.

Performance appraisals may be conducted by .

Which of the following is not one of the guidelines for effective goal setting?

What four techniques can help to avoid and/or minimize appraisal problems like bias, leniency, and central tendency?

Managers following a traditional performance appraisal system will typically meet with employees on a basis.

When an employee's personal characteristics such as age, race, and gender influence a supervisor's evaluation of his or her performance, the problem of has occurred.

The goal for a supervisor conducting a satisfactory-not promotable appraisal interview is to maintain satisfactory performance by finding incentives that are important to the person.

When conducting an appraisal interview, supervisors should do all of the following except .

The component of an effective performance management process that explains each employee's role in terms of his or her day-to-day work is called .

Which of the following could result in a legally questionable appraisal process?

Which is the easiest type of appraisal interview to conduct?

The evidence suggests that participatively set goals consistently result in higher performance than assigned goals.

When subordinates provide feedback for supervisors, the comments should be anonymous because identifiable responses tend to result in .

The best way of reducing the problem of central tendency in performance appraisals is to .

The first step in developing a behaviorally anchored rating scale is to .

Graphic rating scales are subject to all of the following problems except .

The problem occurs when supervisors tend to rate all their subordinates consistently low.

The advantages of the BARS appraisal tool include accuracy, clear standards, and consistency.