Question 1

_____ is an extrinsic reward offered by an organization.

Accepted Answer

A)  Job satisfaction 
B)  Increased authority 
C)  Increased responsibilities 
D)  Increased power 
E)  Compensation 
A)  Job satisfaction 
B)  Increased authority 
C)  Increased responsibilities 
D)  Increased power 
E)  Compensation E

Question 2

Which of the following is true about the behaviorally anchored rating scale (BARS)method of performance appraisal?

Accepted Answer

A)  These scales are developed solely by the human resources department. 
B)  The anchors are developed from the observations and experiences of employees who actually perform the job. 
C)  These scales take extremely less time and commitment to develop. 
D)  This method focuses on the performance outcomes of an employee doing a particular job. 
E)  This method allows managers to develop and use a single standardized rating scale for all jobs. 
A)  These scales are developed solely by the human resources department. 
B)  The anchors are developed from the observations and experiences of employees who actually perform the job. 
C)  These scales take extremely less time and commitment to develop. 
D)  This method focuses on the performance outcomes of an employee doing a particular job. 
E)  This method allows managers to develop and use a single standardized rating scale for all jobs. B

Question 3

When using a graphic rating scale for performance appraisal,an effective writer can make an average employee look better than the actual performance warrants.

Accepted Answer

A) True 
 B)False  False

Question 4

Compensation consists of the extrinsic and intrinsic rewards offered by the organization.

Accepted Answer

A) True 
 B)False

Question 5

Job analysis involves not only determining job content but also reporting the results of the analysis.

Accepted Answer

A) True 
 B)False

Question 6

One of the drawbacks of the graphic rating scale is that managers are unlikely to interpret written descriptions in the same manner because of differences in background,experience,and personality.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following performance appraisal approaches yields content that can be very subjective and difficult to compare?

Accepted Answer

A)  The essay appraisal method 
B)  The production standards approach 
C)  The checklist method 
D)  The management by objectives (MBO) approach 
E)  The graphic rating scale method 
A)  The essay appraisal method 
B)  The production standards approach 
C)  The checklist method 
D)  The management by objectives (MBO) approach 
E)  The graphic rating scale method

Question 8

360-degree feedback requires the manager to compare the performances of employees and place a certain percentage of employees at various performance levels.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is true about abilities?

Accepted Answer

A)  They usually do not fluctuate widely over short periods of time. 
B)  They are defined by the activities and behavior employees believe are necessary in the performance of the job. 
C)  They refer to the amount of energy an employee uses in accomplishing a task. 
D)  They result from the interrelationships among effort, role perceptions, and results produced. 
E)  They refer to the direction in which employees believe they should channel their efforts on their jobs. 
A)  They usually do not fluctuate widely over short periods of time. 
B)  They are defined by the activities and behavior employees believe are necessary in the performance of the job. 
C)  They refer to the amount of energy an employee uses in accomplishing a task. 
D)  They result from the interrelationships among effort, role perceptions, and results produced. 
E)  They refer to the direction in which employees believe they should channel their efforts on their jobs.

Question 10

Which of the following is a valid suggestion for making performance appraisal systems more legally acceptable?

Accepted Answer

A)  Emphasizing on personal traits rather than work behaviors 
B)  Discouraging employees from giving feedback during the appraisal interview 
C)  Ensuring that the results of appraisals are kept confidential from employees 
D)  Ensuring that the appraisals are written, documented, and retained 
E)  Ensuring that the personnel decisions are discrepant with the performance appraisals 
A)  Emphasizing on personal traits rather than work behaviors 
B)  Discouraging employees from giving feedback during the appraisal interview 
C)  Ensuring that the results of appraisals are kept confidential from employees 
D)  Ensuring that the appraisals are written, documented, and retained 
E)  Ensuring that the personnel decisions are discrepant with the performance appraisals

Question 11

Performance appraisal systems that are directly tied to an organization's reward system provide a powerful incentive for employees to work diligently and creatively toward achieving organizational objectives.

Accepted Answer

A) True 
 B)False

Question 12

Discuss the disadvantages associated with the forced distribution method of ranking.

Accepted Answer

One problem with the forced distribution

Question 13

A flexible reward schedule is an effective way of linking extrinsic rewards to employee performance.

Accepted Answer

A) True 
 B)False

Question 14

Laura is a senior manager at Pine and Acorn Consultancy.After the recent rounds of semi-annual appraisals,Pine and Acorn's human resource manager Harry informed Laura that she had given approximately the same rating on every item of the appraisal to a few of her subordinates.Which of the following potential errors in performance appraisals has Laura committed?

Accepted Answer

A)  Forced-choice 
B)  Leniency 
C)  Central tendency 
D)  The halo effect 
E)  Recency 
A)  Forced-choice 
B)  Leniency 
C)  Central tendency 
D)  The halo effect 
E)  Recency

Question 15

The job description should contain information about supervision received,supervision exercised,and career mobility.

Accepted Answer

A) True 
 B)False

Question 16

Describe the three steps usually followed for developing a behaviorally anchored rating scale (BARS)?

Accepted Answer

A BARS is normally developed through a s

Question 17

Describe the implementation of the alternation ranking system.

Accepted Answer

In this ranking method,the names of the

Question 18

Many extrinsic rewards provided by organizations do not lend themselves to being related to performance.

Accepted Answer

A) True 
 B)False

Question 19

The alternation ranking method assumes the performance level in a group of employees is distributed according to a bell-shaped,or "normal," curve.

Accepted Answer

A) True 
 B)False

Question 20

The forced distribution method of ranking attempts to eliminate bias by forcing the manager to rank statements that are seemingly indistinguishable or unrelated.

Accepted Answer

A) True 
 B)False

_____ is an extrinsic reward offered by an organization.

Which of the following is true about the behaviorally anchored rating scale (BARS)method of performance appraisal?

When using a graphic rating scale for performance appraisal,an effective writer can make an average employee look better than the actual performance warrants.

Compensation consists of the extrinsic and intrinsic rewards offered by the organization.

Job analysis involves not only determining job content but also reporting the results of the analysis.

One of the drawbacks of the graphic rating scale is that managers are unlikely to interpret written descriptions in the same manner because of differences in background,experience,and personality.

Which of the following performance appraisal approaches yields content that can be very subjective and difficult to compare?

360-degree feedback requires the manager to compare the performances of employees and place a certain percentage of employees at various performance levels.

Which of the following is true about abilities?

Which of the following is a valid suggestion for making performance appraisal systems more legally acceptable?

Performance appraisal systems that are directly tied to an organization's reward system provide a powerful incentive for employees to work diligently and creatively toward achieving organizational objectives.

Discuss the disadvantages associated with the forced distribution method of ranking.

A flexible reward schedule is an effective way of linking extrinsic rewards to employee performance.

The job description should contain information about supervision received,supervision exercised,and career mobility.

Describe the three steps usually followed for developing a behaviorally anchored rating scale (BARS)?

Describe the implementation of the alternation ranking system.

Many extrinsic rewards provided by organizations do not lend themselves to being related to performance.

The alternation ranking method assumes the performance level in a group of employees is distributed according to a bell-shaped,or "normal," curve.

The forced distribution method of ranking attempts to eliminate bias by forcing the manager to rank statements that are seemingly indistinguishable or unrelated.

Management in a Diverse Workplace

The Management Movement

Developing Communication Skills

Decision-Making Skills

Ethical, social, and Legal Responsibilities of Management

International Business

The Basics of Planning and Strategic Management

Organizing Work

Organizational Structure

Understanding Work Groups and Teams

Staffing

Employee Training and Development

Motivating Employees

Developing Leadership Skills

Managing Conflict and Stress

Managing Change and Culture

Management Control

Operations Management and Planning

Operations Control

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Exam 18: Appraising and Rewarding Performance

_____ is an extrinsic reward offered by an organization.

Which of the following is true about the behaviorally anchored rating scale (BARS)method of performance appraisal?

When using a graphic rating scale for performance appraisal,an effective writer can make an average employee look better than the actual performance warrants.

Compensation consists of the extrinsic and intrinsic rewards offered by the organization.

Job analysis involves not only determining job content but also reporting the results of the analysis.

One of the drawbacks of the graphic rating scale is that managers are unlikely to interpret written descriptions in the same manner because of differences in background,experience,and personality.

Which of the following performance appraisal approaches yields content that can be very subjective and difficult to compare?

360-degree feedback requires the manager to compare the performances of employees and place a certain percentage of employees at various performance levels.

Which of the following is true about abilities?

Which of the following is a valid suggestion for making performance appraisal systems more legally acceptable?

Performance appraisal systems that are directly tied to an organization's reward system provide a powerful incentive for employees to work diligently and creatively toward achieving organizational objectives.

Discuss the disadvantages associated with the forced distribution method of ranking.

A flexible reward schedule is an effective way of linking extrinsic rewards to employee performance.

The job description should contain information about supervision received,supervision exercised,and career mobility.

Describe the three steps usually followed for developing a behaviorally anchored rating scale (BARS)?

Describe the implementation of the alternation ranking system.

Many extrinsic rewards provided by organizations do not lend themselves to being related to performance.

The alternation ranking method assumes the performance level in a group of employees is distributed according to a bell-shaped,or "normal," curve.

The forced distribution method of ranking attempts to eliminate bias by forcing the manager to rank statements that are seemingly indistinguishable or unrelated.

Management in a Diverse Workplace

The Management Movement

Developing Communication Skills

Decision-Making Skills

Ethical, social, and Legal Responsibilities of Management

International Business

The Basics of Planning and Strategic Management

Organizing Work

Organizational Structure

Understanding Work Groups and Teams

Staffing

Employee Training and Development

Motivating Employees

Developing Leadership Skills

Managing Conflict and Stress

Managing Change and Culture

Management Control

Operations Management and Planning

Operations Control

Filters