Question 1

Results evaluations often give employees responsibility for their outcomes and discretion over the way they accomplish them.

Accepted Answer

A) True 
 B)False

Question 2

Expressing appreciation for the work an employee has done well is likely to make the person more defensive about aspects of the job that are not going so well.

Accepted Answer

A) True 
 B)False

Question 3

As a rule of thumb,a supervisor should spend approximately ____ percent of the time talking during an appraisal interview.

Accepted Answer

A) 10 to 15 
B) 20 to 25 
C) 30 to 35 
D) 40 to 45 
A) 10 to 15 
B) 20 to 25 
C) 30 to 35 
D) 40 to 45

Question 4

The effectiveness of the essay method is affected by the rater's writing skills.

Accepted Answer

A) True 
 B)False

Question 5

​Which of the following is NOT a disadvantage of the essay method?

Accepted Answer

A) It is very time-consuming. 
B) It must follow a job-specific format. 
C) It's appraisal quality could be influenced by the supervisor's writing skills. 
D) It is highly subjective and could be biased. 
A) It is very time-consuming. 
B) It must follow a job-specific format. 
C) It's appraisal quality could be influenced by the supervisor's writing skills. 
D) It is highly subjective and could be biased.

Question 6

Employees who earn performance-based pay are more _____.

Accepted Answer

A) mobile 
B) satisfied 
C) educated 
D) cynical 
A) mobile 
B) satisfied 
C) educated 
D) cynical

Question 7

Performance management programs can be used for many purposes,including promotions,transfers,layoffs,and pay decisions.

Accepted Answer

A) True 
 B)False

Question 8

The HR department rarely has the primary responsibility for overseeing and coordinating a firm's performance management system.

Accepted Answer

A) True 
 B)False

Question 9

The federal government began evaluating employees in 1842.

Accepted Answer

A) True 
 B)False

Question 10

In the ____ method,each trait or characteristic to be rated is represented by a scale on which a rater indicates the degree to which an employee possesses that trait or characteristic.

Accepted Answer

A) mixed-standard scale 
B) graphic rating scale 
C) behaviorally anchored rating scale 
D) behavior observation scale 
A) mixed-standard scale 
B) graphic rating scale 
C) behaviorally anchored rating scale 
D) behavior observation scale

Question 11

The Balanced Scorecard evaluation method translates broad corporate goals into divisional,departmental,team,and individual goals in a cascading way.

Accepted Answer

A) True 
 B)False

Question 12

If a performance standard is found to be stable or consistent over time,it is said to be:

Accepted Answer

A) free from contamination. 
B) relevant. 
C) reliable. 
D) valid. 
A) free from contamination. 
B) relevant. 
C) reliable. 
D) valid.

Question 13

Internal customers can provide extremely useful feedback for both developmental and administrative purposes.

Accepted Answer

A) True 
 B)False

Question 14

The two primary purposes of performance appraisals are:

Accepted Answer

A) informative and developmental. 
B) managerial and administrative. 
C) managerial and informative. 
D) administrative and developmental. 
A) informative and developmental. 
B) managerial and administrative. 
C) managerial and informative. 
D) administrative and developmental.

Question 15

​A self-evaluation ensures that an employee knows against what criteria he or she is being evaluated,eliminating any potential surprises.

Accepted Answer

A) True 
 B)False

Question 16

In _____,the U.S.Supreme Court found that employees had been ranked against a vague standard,open to each supervisor's own interpretation.

Accepted Answer

A) California Board of Regents v. Bakke 
B) Griggs v. Duke Power Co. 
C) Albemarle Paper Co. v. Moody 
D) Brito v. Zia 
A) California Board of Regents v. Bakke 
B) Griggs v. Duke Power Co. 
C) Albemarle Paper Co. v. Moody 
D) Brito v. Zia

Question 17

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

Accepted Answer

A) True 
 B)False

Question 18

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

Accepted Answer

A) Forced distribution method 
B) Checklist method 
C) Percent method 
D) Forced-choice method 
A) Forced distribution method 
B) Checklist method 
C) Percent method 
D) Forced-choice method

Question 19

A similar-to-me error,like contrast,results in less than accurate performance ratings,but would not be considered discriminatory.

Accepted Answer

A) True 
 B)False

Question 20

One advantage of peer evaluations is that:

Accepted Answer

A) peers are less politically motivated than supervisors. 
B) peers may furnish more accurate and valid information than supervisors. 
C) peers may work harder to help other employees improve performance. 
D) peers are often partially responsible for the performance of other co-workers. 
A) peers are less politically motivated than supervisors. 
B) peers may furnish more accurate and valid information than supervisors. 
C) peers may work harder to help other employees improve performance. 
D) peers are often partially responsible for the performance of other co-workers.

Results evaluations often give employees responsibility for their outcomes and discretion over the way they accomplish them.

Expressing appreciation for the work an employee has done well is likely to make the person more defensive about aspects of the job that are not going so well.

As a rule of thumb,a supervisor should spend approximately ____ percent of the time talking during an appraisal interview.

The effectiveness of the essay method is affected by the rater's writing skills.

Which of the following is NOT a disadvantage of the essay method?

Employees who earn performance-based pay are more _____.

Performance management programs can be used for many purposes,including promotions,transfers,layoffs,and pay decisions.

The HR department rarely has the primary responsibility for overseeing and coordinating a firm's performance management system.

The federal government began evaluating employees in 1842.

In the ____ method,each trait or characteristic to be rated is represented by a scale on which a rater indicates the degree to which an employee possesses that trait or characteristic.

The Balanced Scorecard evaluation method translates broad corporate goals into divisional,departmental,team,and individual goals in a cascading way.

If a performance standard is found to be stable or consistent over time,it is said to be:

Internal customers can provide extremely useful feedback for both developmental and administrative purposes.

The two primary purposes of performance appraisals are:

A self-evaluation ensures that an employee knows against what criteria he or she is being evaluated,eliminating any potential surprises.

In _____,the U.S.Supreme Court found that employees had been ranked against a vague standard,open to each supervisor's own interpretation.

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

A similar-to-me error,like contrast,results in less than accurate performance ratings,but would not be considered discriminatory.

One advantage of peer evaluations is that:

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job 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 Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Exam 8: Performance Management and the Employee Appraisal Process

Results evaluations often give employees responsibility for their outcomes and discretion over the way they accomplish them.

Expressing appreciation for the work an employee has done well is likely to make the person more defensive about aspects of the job that are not going so well.

As a rule of thumb,a supervisor should spend approximately ____ percent of the time talking during an appraisal interview.

The effectiveness of the essay method is affected by the rater's writing skills.

​Which of the following is NOT a disadvantage of the essay method?

Employees who earn performance-based pay are more _____.

Performance management programs can be used for many purposes,including promotions,transfers,layoffs,and pay decisions.

The HR department rarely has the primary responsibility for overseeing and coordinating a firm's performance management system.

The federal government began evaluating employees in 1842.

In the ____ method,each trait or characteristic to be rated is represented by a scale on which a rater indicates the degree to which an employee possesses that trait or characteristic.

The Balanced Scorecard evaluation method translates broad corporate goals into divisional,departmental,team,and individual goals in a cascading way.

If a performance standard is found to be stable or consistent over time,it is said to be:

Internal customers can provide extremely useful feedback for both developmental and administrative purposes.

The two primary purposes of performance appraisals are:

​A self-evaluation ensures that an employee knows against what criteria he or she is being evaluated,eliminating any potential surprises.

In _____,the U.S.Supreme Court found that employees had been ranked against a vague standard,open to each supervisor's own interpretation.

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

A similar-to-me error,like contrast,results in less than accurate performance ratings,but would not be considered discriminatory.

One advantage of peer evaluations is that:

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job 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 Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Which of the following is NOT a disadvantage of the essay method?

A self-evaluation ensures that an employee knows against what criteria he or she is being evaluated,eliminating any potential surprises.