Question 1

What is the intended outcome of performance measurement?

Accepted Answer

A) to identify why some employees do not perform as well as others 
B) to ensure that poor performers are properly disciplined 
C) to determine how well employees performed compared to the established goals 
D) to determine how to recognize and celebrate good performance 
A) to identify why some employees do not perform as well as others 
B) to ensure that poor performers are properly disciplined 
C) to determine how well employees performed compared to the established goals 
D) to determine how to recognize and celebrate good performance

Question 2

Many observers see performance appraisal programs as a logical means to appraise,develop and utilize the knowledge of employees.

Accepted Answer

A) True 
 B)False

Question 3

Internal customers can provide valuable performance information for both developmental and administrative purposes.

Accepted Answer

A) True 
 B)False

Question 4

One disadvantage of peer review is the belief that they contain more biases and provide less valid information than appraisals by superiors.

Accepted Answer

A) True 
 B)False

Question 5

On what should the choice of an appraisal method be largely based?

Accepted Answer

A) the preferred technique of the supervisor 
B) the type of job the employee holds 
C) the hierarchical level of the employee 
D) the purpose of the appraisal 
A) the preferred technique of the supervisor 
B) the type of job the employee holds 
C) the hierarchical level of the employee 
D) the purpose of the appraisal

Question 6

Which is NOT a characteristic of an effective performance appraisal interview?

Accepted Answer

A) it invites and encourages active participation 
B) it asks for employee self-assessment 
C) it focuses on all performance issues 
D) it minimizes criticism 
A) it invites and encourages active participation 
B) it asks for employee self-assessment 
C) it focuses on all performance issues 
D) it minimizes criticism

Question 7

Why would a supervisor ask for an employee to review his or her own performance?

Accepted Answer

A) to increase the procedural justice of the appraisal system 
B) to attempt to identify how truthful the employee is being 
C) to establish a baseline for performance expectations 
D) to minimize the amount of criticism the supervisor must convey 
A) to increase the procedural justice of the appraisal system 
B) to attempt to identify how truthful the employee is being 
C) to establish a baseline for performance expectations 
D) to minimize the amount of criticism the supervisor must convey

Question 8

Effective performance management systems should include minimal feedback and employee coaching on an annual basis to enable staff to reach their objectives.

Accepted Answer

A) True 
 B)False

Question 9

What is a disadvantage of using productivity measures for performance reviews?

Accepted Answer

A) the objectives may be misinterpreted by employees 
B) there may be a dispute between employees and managers about the measures used 
C) it may encourage employees to only focus on short-term objectives 
D) the measures may be too difficult to measure accurately 
A) the objectives may be misinterpreted by employees 
B) there may be a dispute between employees and managers about the measures used 
C) it may encourage employees to only focus on short-term objectives 
D) the measures may be too difficult to measure accurately

Question 10

The problem-solving interview method requires the appraiser to possess the ability to persuade an employee to change in a prescribed manner.

Accepted Answer

A) True 
 B)False

Question 11

Since praise is a powerful motivator,appraisers should alternate positive and negative statements during a performance appraisal interview.

Accepted Answer

A) True 
 B)False

Question 12

Which statement is NOT considered to be a key performance appraisal guideline?

Accepted Answer

A) supervisors should be trained to use the appraisal form correctly 
B) performance appraisals should be frequent and informal 
C) employees must be given a written copy of their job standards in advance of the appraisal 
D) performance appraisals must be job-related 
A) supervisors should be trained to use the appraisal form correctly 
B) performance appraisals should be frequent and informal 
C) employees must be given a written copy of their job standards in advance of the appraisal 
D) performance appraisals must be job-related

Question 13

What is an advantage of the management by objectives method for performance evaluation?

Accepted Answer

A) supervisors will be more easily able to determine the performance of an employee 
B) employees can be actively involved in the setting of objectives 
C) it is easier to identify critical incidents of performance 
D) the process of achieving objectives becomes the focus of the review 
A) supervisors will be more easily able to determine the performance of an employee 
B) employees can be actively involved in the setting of objectives 
C) it is easier to identify critical incidents of performance 
D) the process of achieving objectives becomes the focus of the review

Question 14

Which of the following sources of ineffective performance is an example of a "policies and practices" problem?

Accepted Answer

A) low work ethic 
B) heavy-handed management 
C) constantly changing work requirements 
D) inadequate equipment and materials 
A) low work ethic 
B) heavy-handed management 
C) constantly changing work requirements 
D) inadequate equipment and materials

Question 15

Being considered for a promotion or given the opportunity to work on a special project are examples of non-financial rewards for good performance.

Accepted Answer

A) True 
 B)False

Question 16

Why are peer reviews beneficial?

Accepted Answer

A) peers often see different dimensions of performance than supervisors 
B) peer reviews prevent the supervisor from having to deliver bad news 
C) peers have more extreme views of performance than supervisors 
D) peer reviews allow the supervisor to give up control over the process 
A) peers often see different dimensions of performance than supervisors 
B) peer reviews prevent the supervisor from having to deliver bad news 
C) peers have more extreme views of performance than supervisors 
D) peer reviews allow the supervisor to give up control over the process

Question 17

Which appraisal method helps guard against recency error?

Accepted Answer

A) critical incident method 
B) graphic rating scales 
C) mixed-standard scale 
D) forced-choice method 
A) critical incident method 
B) graphic rating scales 
C) mixed-standard scale 
D) forced-choice method

Question 18

Research has shown that performance appraisals are used most widely for developmental purposes.

Accepted Answer

A) True 
 B)False

Question 19

Which source of ineffective performance is considered to be a "job concern"?

Accepted Answer

A) lack of advancement opportunities 
B) lack of attention to employee needs 
C) supply shortages 
D) unclear reporting relationships 
A) lack of advancement opportunities 
B) lack of attention to employee needs 
C) supply shortages 
D) unclear reporting relationships

Question 20

Performance management system is a set of integrated management practices.

Accepted Answer

A) True 
 B)False

What is the intended outcome of performance measurement?

Many observers see performance appraisal programs as a logical means to appraise,develop and utilize the knowledge of employees.

Internal customers can provide valuable performance information for both developmental and administrative purposes.

One disadvantage of peer review is the belief that they contain more biases and provide less valid information than appraisals by superiors.

On what should the choice of an appraisal method be largely based?

Which is NOT a characteristic of an effective performance appraisal interview?

Why would a supervisor ask for an employee to review his or her own performance?

Effective performance management systems should include minimal feedback and employee coaching on an annual basis to enable staff to reach their objectives.

What is a disadvantage of using productivity measures for performance reviews?

The problem-solving interview method requires the appraiser to possess the ability to persuade an employee to change in a prescribed manner.

Since praise is a powerful motivator,appraisers should alternate positive and negative statements during a performance appraisal interview.

Which statement is NOT considered to be a key performance appraisal guideline?

What is an advantage of the management by objectives method for performance evaluation?

Which of the following sources of ineffective performance is an example of a "policies and practices" problem?

Being considered for a promotion or given the opportunity to work on a special project are examples of non-financial rewards for good performance.

Why are peer reviews beneficial?

Which appraisal method helps guard against recency error?

Research has shown that performance appraisals are used most widely for developmental purposes.

Which source of ineffective performance is considered to be a "job concern"?

Performance management system is a set of integrated management practices.

The Challenges of Hrm

The Legal Framework of Hrm

Defining and Designing the Work

Human Resource Planning, recruitment, and Selection

Orientation, training, and Development

Recognizing and Rewarding Employees

A Part 1creating a Safe and Healthy Work Environment

B Part 2creating a Safe and Healthy Work Environment

Management Rights, employee Rights, and Discipline

Labour Relations and Collective Bargaining

International Human Resources Management

Filters

Exam 6: Managing Performance

What is the intended outcome of performance measurement?

Many observers see performance appraisal programs as a logical means to appraise,develop and utilize the knowledge of employees.

Internal customers can provide valuable performance information for both developmental and administrative purposes.

One disadvantage of peer review is the belief that they contain more biases and provide less valid information than appraisals by superiors.

On what should the choice of an appraisal method be largely based?

Which is NOT a characteristic of an effective performance appraisal interview?

Why would a supervisor ask for an employee to review his or her own performance?

Effective performance management systems should include minimal feedback and employee coaching on an annual basis to enable staff to reach their objectives.

What is a disadvantage of using productivity measures for performance reviews?

The problem-solving interview method requires the appraiser to possess the ability to persuade an employee to change in a prescribed manner.

Since praise is a powerful motivator,appraisers should alternate positive and negative statements during a performance appraisal interview.

Which statement is NOT considered to be a key performance appraisal guideline?

What is an advantage of the management by objectives method for performance evaluation?

Which of the following sources of ineffective performance is an example of a "policies and practices" problem?

Being considered for a promotion or given the opportunity to work on a special project are examples of non-financial rewards for good performance.

Why are peer reviews beneficial?

Which appraisal method helps guard against recency error?

Research has shown that performance appraisals are used most widely for developmental purposes.

Which source of ineffective performance is considered to be a "job concern"?

Performance management system is a set of integrated management practices.

The Challenges of Hrm

The Legal Framework of Hrm

Defining and Designing the Work

Human Resource Planning, recruitment, and Selection

Orientation, training, and Development

Recognizing and Rewarding Employees

A Part 1creating a Safe and Healthy Work Environment

B Part 2creating a Safe and Healthy Work Environment

Management Rights, employee Rights, and Discipline

Labour Relations and Collective Bargaining

International Human Resources Management

Filters