Exam 18: Appraising and Rewarding Performance

Harry is a manager at Pine and Acorn Consultancy.During the annual performance appraisals,he compares the performances of his subordinates and places them at various performance levels,similar to a bell-shaped curve.His senior manager has approved a fixed amount for him to distribute as a performance-linked incentive to a certain percentage of his subordinates who have exceeded expectations.Which of the following performance appraisal approaches has Harry used as a prerequisite for this distribution?

Job performance results from the interrelationships among effort,abilities,role perceptions,and results produced.

The behaviorally anchored rating scales are developed solely by the human resources department.

Which of the following methods for setting production standards is most likely to be used for noncyclical types of work in which many different tasks are performed and there is no set pattern or cycle?

Which of the following potential errors in performance appraisals occurs when managers allow a single prominent characteristic of an employee to influence their judgment on each separate item in the performance appraisal?

When using the behaviorally anchored rating scale (BARS)method of performance appraisal,a standard rating scale is developed for all the jobs in the organization.

Performance appraisal systems generally are not considered to be bona fide when their application results in adverse effects on minorities,women,or older employees.

Which of the following potential errors in performance appraisals occurs when performance appraisal statistics indicate that most employees are evaluated similarly as doing average or above-average work?

Outline some of the suggestions that have been made to make the performance appraisal system more legally acceptable.

A promising approach to conducting effective performance appraisals is to improve the skills of managers.

When using the paired comparison ranking method,the manager simply ranks the employees ranging from the most valuable to the least valuable.

Laura is a senior manager at Pine and Acorn Consultancy.One of her subordinates,Alex,comes late to work every other day and does just enough work to get by.However,last month he put in the most effort compared to the other employees on a major project and finished it before time and within the allocated budget.Based on this performance,Laura recommended a promotion for him at the annual appraisals.Which of the following potential errors in performance appraisals has Laura committed?

Leniency,a common error in performance appraisals,occurs when performance appraisal statistics indicate that most employees are evaluated similarly as doing average work.

The biggest challenge of the production standards approach to performance appraisal is a lack of availability of appropriate standards for different job categories.

The standards set for a production standards approach to performance appraisal should reflect the output of an individual who outperforms the rest.

When it becomes necessary to compare the performance of two or more employees,the forced-choice rating method of performance appraisal can be used.

Which of the following methods for setting production standards is most likely to be used for jobs involving repetitive tasks?

Which of the following is an intrinsic reward?

Which of the following performance appraisal approaches assumes that one employee's performance evaluation is a function of the performance of other employees in the job?

Areas of job performance needing improvement that are most heavily criticized are more likely to be improved than similar areas of job performance that are less heavily criticized.