Question 1

A 360-degree feedback assesses employee performance from five points of view: supervisor, peer, self, customer, and subordinate.

Accepted Answer

A) True 
 B)False  True

Question 2

List some common errors in the appraisal process.

Accepted Answer

Halo error, negative halo error, first impression error, recency error, leniency error, strictness error, central tendency error, similar-to-me error, and spillover error.

Question 3

refers to a ranking process that forces raters to make ranking judgments about discrete pairs of people.

Accepted Answer

A) Simple ranking 
B) Paired comparison performance ranking 
C) Behaviourally anchored paired rating 
D) Management by objectives 
E) Alternation ranking 
A) Simple ranking 
B) Paired comparison performance ranking 
C) Behaviourally anchored paired rating 
D) Management by objectives 
E) Alternation ranking B

Question 4

Seniority increases relate pay increases to a preset progression pattern based on seniority.

Accepted Answer

A) True 
 B)False

Question 5

One of the major drawbacks of using peers as raters is that they have a distorted perspective of typical performance.

Accepted Answer

A) True 
 B)False

Question 6

When the organization wants to encourage employees to work together cooperatively, it may consider offering:

Accepted Answer

A) allowances 
B) individual incentives 
C) cost-of-living adjustment 
D) group incentives 
E) merit increase 
A) allowances 
B) individual incentives 
C) cost-of-living adjustment 
D) group incentives 
E) merit increase

Question 7

Perceived fairness of pay or other work outcomes received is called:

Accepted Answer

A) haloed justice. 
B) distributive justice. 
C) qualitative justice. 
D) procedural justice. 
E) objective justice. 
A) haloed justice. 
B) distributive justice. 
C) qualitative justice. 
D) procedural justice. 
E) objective justice.

Question 8

A behaviourally anchored rating scale (BARS)is a performance rating scale that uses behavioural descriptions as anchors for different levels of performance on the scale.

Accepted Answer

A) True 
 B)False

Question 9

A low incentive component is appropriate in organizations with highly variable annual performance.

Accepted Answer

A) True 
 B)False

Question 10

What type of performance appraisal method includes feedback from up to five sources: supervisor, peers, self, customers, and subordinates?

Accepted Answer

A 360-degr

Question 11

Which of the following is a key element essential for a good outcome in the appraisal process?

Accepted Answer

A) Employees should not be kept in the dark about how the appraisal system operates. 
B) Employees should not be involved in developing performance dimensions. 
C) Raters should not attempt to diagnose the reason for performance problems in advance. 
D) Raters should be discouraged from maintaining a diary of employee performance. 
E) Performance dimensions should be isolated from the strategic plan of the company. 
A) Employees should not be kept in the dark about how the appraisal system operates. 
B) Employees should not be involved in developing performance dimensions. 
C) Raters should not attempt to diagnose the reason for performance problems in advance. 
D) Raters should be discouraged from maintaining a diary of employee performance. 
E) Performance dimensions should be isolated from the strategic plan of the company.

Question 12

In which of the following situations are larger incentive components appropriate?

Accepted Answer

A) when organizations have a highly variable annual performance and employees have jobs that fluctuate greatly in terms of what's expected of them 
B) when organizations have a stable annual performance and employees have jobs that are fairly stable 
C) when organizations work in an unstable external environment and employees have stable jobs with little fluctuations 
D) when organizations have a stable annual performance and employees have jobs that fluctuate greatly in terms of what's expected of them 
E) organizations have a highly variable annual performance and employees have jobs that are fairly stable 
A) when organizations have a highly variable annual performance and employees have jobs that fluctuate greatly in terms of what's expected of them 
B) when organizations have a stable annual performance and employees have jobs that are fairly stable 
C) when organizations work in an unstable external environment and employees have stable jobs with little fluctuations 
D) when organizations have a stable annual performance and employees have jobs that fluctuate greatly in terms of what's expected of them 
E) organizations have a highly variable annual performance and employees have jobs that are fairly stable

Question 13

What are the two common elements in the various rating formats?

Accepted Answer

The various rating formats have two elem

Question 14

Which of the following factors cannot motivate performance according to Herzberg's Two-Factor theory?

Accepted Answer

A) achievement 
B) empowerment 
C) promotion 
D) recognition 
E) security 
A) achievement 
B) empowerment 
C) promotion 
D) recognition 
E) security

Question 15

What are the three general factors on which employee performance depend on?

Accepted Answer

Employee performance depends o

Question 16

error in the performance appraisal process rates all employees as average.

Accepted Answer

A) Strictness error 
B) Recency error 
C) Central tendency 
D) Halo error 
E) Spillover error 
A) Strictness error 
B) Recency error 
C) Central tendency 
D) Halo error 
E) Spillover error

Question 17

Discuss the issue between merit pay and employee performance.

Accepted Answer

Organizations frequently grant increases

Question 18

Which of the following errors means consistently rating someone higher than is deserved?

Accepted Answer

A) central tendency error 
B) leniency error 
C) spillover error 
D) recency error 
E) halo error 
A) central tendency error 
B) leniency error 
C) spillover error 
D) recency error 
E) halo error

Question 19

Which of the following is an essential feature of Maslow's theory?

Accepted Answer

A) Employees are motivated when perceived outputs are equal to perceived inputs. 
B) Challenging performance goals influence greater intensity and duration in employee performance. 
C) Employees will react negatively if they perceive that others are paid more for the same effort. 
D) Motivation is the product of three perceptions: expectancy, instrumentality, and valence. 
E) Higher-order needs become motivating after lower-order needs have been met. 
A) Employees are motivated when perceived outputs are equal to perceived inputs. 
B) Challenging performance goals influence greater intensity and duration in employee performance. 
C) Employees will react negatively if they perceive that others are paid more for the same effort. 
D) Motivation is the product of three perceptions: expectancy, instrumentality, and valence. 
E) Higher-order needs become motivating after lower-order needs have been met.

Question 20

According to the theory of motivation, challenging performance targets influence greater intensity and duration in employee performance.

Accepted Answer

A) expectancy 
B) goal setting 
C) equity 
D) Maslow's Hierarchy of Needs 
E) Herzberg's Two-Factor 
A) expectancy 
B) goal setting 
C) equity 
D) Maslow's Hierarchy of Needs 
E) Herzberg's Two-Factor

A 360-degree feedback assesses employee performance from five points of view: supervisor, peer, self, customer, and subordinate.

List some common errors in the appraisal process.

refers to a ranking process that forces raters to make ranking judgments about discrete pairs of people.

Seniority increases relate pay increases to a preset progression pattern based on seniority.

One of the major drawbacks of using peers as raters is that they have a distorted perspective of typical performance.

When the organization wants to encourage employees to work together cooperatively, it may consider offering:

Perceived fairness of pay or other work outcomes received is called:

A behaviourally anchored rating scale (BARS)is a performance rating scale that uses behavioural descriptions as anchors for different levels of performance on the scale.

A low incentive component is appropriate in organizations with highly variable annual performance.

What type of performance appraisal method includes feedback from up to five sources: supervisor, peers, self, customers, and subordinates?

Which of the following is a key element essential for a good outcome in the appraisal process?

In which of the following situations are larger incentive components appropriate?

What are the two common elements in the various rating formats?

Which of the following factors cannot motivate performance according to Herzberg's Two-Factor theory?

What are the three general factors on which employee performance depend on?

error in the performance appraisal process rates all employees as average.

Discuss the issue between merit pay and employee performance.

Which of the following errors means consistently rating someone higher than is deserved?

Which of the following is an essential feature of Maslow's theory?

According to the theory of motivation, challenging performance targets influence greater intensity and duration in employee performance.

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters

Exam 10: Pay for Performance: Performance Appraisal and Plan Design

A 360-degree feedback assesses employee performance from five points of view: supervisor, peer, self, customer, and subordinate.

List some common errors in the appraisal process.

refers to a ranking process that forces raters to make ranking judgments about discrete pairs of people.

Seniority increases relate pay increases to a preset progression pattern based on seniority.

One of the major drawbacks of using peers as raters is that they have a distorted perspective of typical performance.

When the organization wants to encourage employees to work together cooperatively, it may consider offering:

Perceived fairness of pay or other work outcomes received is called:

A behaviourally anchored rating scale (BARS)is a performance rating scale that uses behavioural descriptions as anchors for different levels of performance on the scale.

A low incentive component is appropriate in organizations with highly variable annual performance.

What type of performance appraisal method includes feedback from up to five sources: supervisor, peers, self, customers, and subordinates?

Which of the following is a key element essential for a good outcome in the appraisal process?

In which of the following situations are larger incentive components appropriate?

What are the two common elements in the various rating formats?

Which of the following factors cannot motivate performance according to Herzberg's Two-Factor theory?

What are the three general factors on which employee performance depend on?

error in the performance appraisal process rates all employees as average.

Discuss the issue between merit pay and employee performance.

Which of the following errors means consistently rating someone higher than is deserved?

Which of the following is an essential feature of Maslow's theory?

According to the theory of motivation, challenging performance targets influence greater intensity and duration in employee performance.

The Pay Model

Strategy: the Totality of Decisions

Defining Internal Alignment

Job Analysis

Job-Based Structures and Job Evaluation

Person-Based Pay Structures

Defining Competitiveness

Designing Pay Levels, Pay Mix, and Pay Structures

Employee Benefits

Pay-For-Performance Plans

The Role of Governments and Unions in Compensation

Compensation Budgets and Administration

Filters