Exam 6: Performance Management and Appraisal

MBO relates an employee's work goals to his or her departmental goals and to the organization's goals.

There are several guidelines for developing an appraisal that is legally defensible. Identify four of these guidelines.

Firms that use ________ let subordinates anonymously rate their supervisor's performance.

Career management refers to the ________.

Managers who receive feedback from subordinates who identify themselves view the upward appraisal process more negatively than do managers who receive anonymous feedback.

Explain the three steps in the performance appraisal process.

Rating committees, made up of an employee's immediate supervisor along with other supervisors, usually have ________ other members.

What is another term for 360-degree feedback?

Peer appraisals have been shown to result in a(n) ________.

The "A" in the acronym for SMART goals stands for ________.

In practice, appraisal forms often blend several approaches to appraisal into one.

Which of the following is a reason to appraise subordinates' performance?

An appraisal interview is used to make plans for new hires as they move through the selection and training process.

Which of the following is a way to increase 360-degree appraisals?

Because in most organizations there is a hierarchy of goals, employee performance standards should ________.

The HR department conducts performance appraisals, develops the appraisal tools, and monitors the appraisal system.

Which of the following is a valid appraisal source?

Explain what the SMART acronym tells us about goal setting.

To protect against bias claims when using the forced distribution method employers should ________.

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