Exam 18: Appraising and Rewarding Performance

Empowering employees to become more active in determining and evaluating their performance measures and standards can raise their boundaries of performance.

Laura is a senior manager at Pine and Acorn Consultancy.Following the semi-annual appraisals,Pine and Acorn's human resources manager Peter informed Laura that her ratings of her subordinates were grouped at the positive end of the performance scale instead of being spread throughout the scale.Which of the following potential errors in performance appraisals has Laura committed?

Which of the following potential errors in performance appraisals refers to the grouping of ratings at the positive end of the performance scale instead of spreading them throughout the scale?

Which of the following is an extrinsic reward?

Status is an example of an extrinsic reward.

Which of the following is true about abilities?

Extrinsic rewards are more tangible than intrinsic rewards.

What are the factors that need to be met with for the performance appraisal to work effectively?

What are the activities involved in a typical MBO process?

Laura is a senior manager at Pine and Acorn Consultancy.At the annual appraisal interview,she had expressed dissatisfaction with the performance of Harry,an employee belonging to a minority community.Though Harry was good at his work,Laura granted Mark,who was a fresher and less qualified than Harry,a promotion that Harry was supposed to get.Harry was disappointed with the appraisals and threatened to sue Pine and Acorn on charges of violating the _____ Act.

Outline a few frequently used methods for setting production standards.

Central tendency,a common error 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.

Which of the following performance appraisal approaches involves setting an expected level of output and then comparing each employee's performance to that particular level of output?

Which of the following performance appraisal approaches requires a scoring key to be kept by the human resource department to minimize managerial bias?

More often than not,employees are enthusiastic about the appraisal process because they associate it with an opportunity to recognize their scope for growth.

The _____ method attempts to eliminate bias by forcing the manager to rank statements that are seemingly indistinguishable or unrelated.

Basing an employee's pay raise on his or her performance to reward individuals and reinforce performance is known as seniority pay.

Which of the following performance appraisal approaches requires the manager to compare the performances of employees and place a certain percentage of employees at various performance levels?

Paid vacations,insurance plans,and paid holidays are usually determined by performance rather than by organizational membership and seniority.

Holly is a project manager in a software development firm.She has been asked to conduct the annual performance appraisal for her team.She lists the names of her team members on the left side of a sheet of paper.She then compares the first employee with every other employee on the list on the quality of work criterion and places a check mark on the one who produced the best quality of work in each of the paired comparisons.In this way she compares each employee to every other employee in the list.Which of the following performance appraisal method has Holly implemented?