Exam 7: Evaluating Employee Performance

Documenting employee performance:

The most common method of employee comparison is the _______ method.

A performance appraisal instrument would be most useful in terminating an employee due to:

A type of distribution error in which a rater tends to rate every employee at the upper end of the scale is called _______ error.

Which of the following performance appraisal evaluators is not common or well regarded by managers?

Perhaps the best rater training program is ________.

If a supervisor had 10 employees, how many paired comparisons would she have to make for each performance dimension?

Which of the following performance appraisal approaches would have dimensions such as "prevent crimes from occurring" and "minimize citizen complaints"?

What type of rating scale is depicted below? Job knowledge: Poor 1 2 3 4 5 6 7 Excellent. Dependability: Poor 1 2 3 4 5 6 7 Excellent.

When peer ratings are used, research has found that high performers evaluate their peers _______ low performers.

A rating scale that uses anchors such as always, often, and seldom is an example of which type of rating scale?

The statement "It's not fair to pay a bad employee the same amount of money as an excellent employee" exemplifies the need for accurate performance appraisals in:

Which of the following is an area of potential use for performance appraisals?

If managers allow their performance ratings of one employee to affect their performance ratings of another employee, they have committed a _______ error.

Observation and cognitive processing of behavior occurs during the:

When would the use of subordinate ratings of a supervisor be least desirable?

If an employee is to be terminated for violation of a company rule, what are the five things the courts will consider?

Though commonly used, trait-focused performance appraisal instruments are not a good idea for several reasons. Which of the following is the main reason outlined in your text?

A problem with _____performance statements is that an employee can do everything asked of him by an organization and still not get the desired results due to factors outside his control.

What are the common errors that occur with performance ratings?