Question 1

What is the simplest and most popular technique for appraising employee performance?

Accepted Answer

A)  Narrative forms 
B)  Critical incident method 
C)  Forced distribution method 
D)  Graphic rating scale 
E)  Paired comparison method 
A)  Narrative forms 
B)  Critical incident method 
C)  Forced distribution method 
D)  Graphic rating scale 
E)  Paired comparison method

Question 2

When using management by objectives,goals that push an employee too far beyond his or her abilities should be used.

Accepted Answer

A) True 
 B)False

Question 3

Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as

Accepted Answer

A)  onboarding. 
B)  orientation. 
C)  performance appraisals. 
D)  performance management. 
E)  career development. 
A)  onboarding. 
B)  orientation. 
C)  performance appraisals. 
D)  performance management. 
E)  career development.

Question 4

According to the textbook,360-degree feedback was originally used only for training and development purposes,but it has rapidly spread to being used in the management of which of the following?

Accepted Answer

A)  Job evaluation 
B)  Performance and pay 
C)  Employee orientation 
D)  Organizational finances 
E)  Rating errors 
A)  Job evaluation 
B)  Performance and pay 
C)  Employee orientation 
D)  Organizational finances 
E)  Rating errors

Question 5

Gary is Mindy's supervisor.He is very impressed with Mindy's ability to work in a team so he has rated her as "outstanding" for this trait.Although she has missed more deadlines than her peers over the past quarter,Gary rated Mindy as "above average" for the trait of "personal effectiveness" as well.Gary's actions indicate which performance appraisal problem?

Accepted Answer

A)  Performance bias 
B)  Halo effect 
C)  Trait effect 
D)  Appraisal bias 
E)  Trait bias 
A)  Performance bias 
B)  Halo effect 
C)  Trait effect 
D)  Appraisal bias 
E)  Trait bias

Question 6

Belinda manages the data entry department of a credit card company.Employees are ranked based on the accuracy and quantity of data they can input.Belinda is able to observe and monitor her employee's work electronically; what is this performance appraisal method formally called?

Accepted Answer

A)  Data entry detection 
B)  Production evaluation 
C)  Employee systems assessment 
D)  Records processing review 
E)  Electronic performance monitoring 
A)  Data entry detection 
B)  Production evaluation 
C)  Employee systems assessment 
D)  Records processing review 
E)  Electronic performance monitoring

Question 7

Using a graphic rating scale can help to avoid the central tendency rating scale problem.

Accepted Answer

A) True 
 B)False

Question 8

When using the paired comparison method,every employee is paired with and compared with every other employee.

Accepted Answer

A) True 
 B)False

Question 9

Many firms today let employees anonymously evaluate the performance of their supervisor; what is this process known as?

Accepted Answer

A)  Subordinate appraisal 
B)  Team appraisal 
C)  Downward feedback 
D)  Upward feedback 
E)  Anonymous evaluation 
A)  Subordinate appraisal 
B)  Team appraisal 
C)  Downward feedback 
D)  Upward feedback 
E)  Anonymous evaluation

Question 10

Job performance is a unidimensional construct.

Accepted Answer

A) True 
 B)False

Question 11

When supervisors who are engaged in a performance appraisal tend to rate all employees either high or low,this problem is referred to as which of the following?

Accepted Answer

A)  Halo effect 
B)  Performance bias 
C)  Appraisal bias 
D)  Central tendency 
E)  Strictness/leniency 
A)  Halo effect 
B)  Performance bias 
C)  Appraisal bias 
D)  Central tendency 
E)  Strictness/leniency

Question 12

The critical incident method is useful by itself for comparing employees and making salary decisions.

Accepted Answer

A) True 
 B)False

Question 13

The performance management process contains five steps.Identify and briefly describe each step.

Accepted Answer

Two points each for accurate identificat

Question 14

According to the textbook,which of the following is the key success factor for effective performance appraisal that will lead to optimum employee performance?

Accepted Answer

A)  Training employees on receiving performance-related feedback 
B)  The quantity of performance appraisal dialogue between non-managerial employees 
C)  The quality of the performance appraisal dialogue between non-managerial employees 
D)  The quantity of performance appraisal dialogue between a manager and an employee 
E)  The quality of the performance appraisal dialogue between a manager and an employee 
A)  Training employees on receiving performance-related feedback 
B)  The quantity of performance appraisal dialogue between non-managerial employees 
C)  The quality of the performance appraisal dialogue between non-managerial employees 
D)  The quantity of performance appraisal dialogue between a manager and an employee 
E)  The quality of the performance appraisal dialogue between a manager and an employee

Question 15

A potential problem with peer performance appraisal occurs when all the peers get together to rate each other highly; what is this potential problem referred to as?

Accepted Answer

A)  Halo error 
B)  Logrolling 
C)  Appraisal bias 
D)  Preferential evaluation 
E)  Leniency error 
A)  Halo error 
B)  Logrolling 
C)  Appraisal bias 
D)  Preferential evaluation 
E)  Leniency error

Question 16

Performance appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same level of performance.

Accepted Answer

A)  reliable; valid 
B)  reliable; reliable 
C)  valid; measurable 
D)  measurable; valid 
E)  valid; reliable 
A)  reliable; valid 
B)  reliable; reliable 
C)  valid; measurable 
D)  measurable; valid 
E)  valid; reliable

Question 17

When an employee's most recent performance biases the evaluation of his or her performance over the entire appraisal period,which performance appraisal problem has occurred?

Accepted Answer

A)  Appraisal bias 
B)  Recency effect 
C)  Central tendency 
D)  Similar-to-me 
E)  Halo effect 
A)  Appraisal bias 
B)  Recency effect 
C)  Central tendency 
D)  Similar-to-me 
E)  Halo effect

Question 18

Managers and their reports should only discuss progress towards performance expectations at the annual performance management meeting.

Accepted Answer

A) True 
 B)False

Question 19

According to the textbook,formal appraisal discussions with management-level employees often takes how long to conduct?

Accepted Answer

A)  No more than half an hour 
B)  No more than an hour 
C)  One or two hours 
D)  Two or three hours 
E)  More than three hours 
A)  No more than half an hour 
B)  No more than an hour 
C)  One or two hours 
D)  Two or three hours 
E)  More than three hours

Question 20

Describe two reasons why 360-degree appraisals are increasingly common.

Accepted Answer

Two points for each reason which may inc

What is the simplest and most popular technique for appraising employee performance?

When using management by objectives,goals that push an employee too far beyond his or her abilities should be used.

Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as

According to the textbook,360-degree feedback was originally used only for training and development purposes,but it has rapidly spread to being used in the management of which of the following?

Belinda manages the data entry department of a credit card company.Employees are ranked based on the accuracy and quantity of data they can input.Belinda is able to observe and monitor her employee's work electronically; what is this performance appraisal method formally called?

Using a graphic rating scale can help to avoid the central tendency rating scale problem.

When using the paired comparison method,every employee is paired with and compared with every other employee.

Many firms today let employees anonymously evaluate the performance of their supervisor; what is this process known as?

Job performance is a unidimensional construct.

When supervisors who are engaged in a performance appraisal tend to rate all employees either high or low,this problem is referred to as which of the following?

The critical incident method is useful by itself for comparing employees and making salary decisions.

The performance management process contains five steps.Identify and briefly describe each step.

According to the textbook,which of the following is the key success factor for effective performance appraisal that will lead to optimum employee performance?

A potential problem with peer performance appraisal occurs when all the peers get together to rate each other highly; what is this potential problem referred to as?

Performance appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same level of performance.

When an employee's most recent performance biases the evaluation of his or her performance over the entire appraisal period,which performance appraisal problem has occurred?

Managers and their reports should only discuss progress towards performance expectations at the annual performance management meeting.

According to the textbook,formal appraisal discussions with management-level employees often takes how long to conduct?

Describe two reasons why 360-degree appraisals are increasingly common.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Onboarding and Training

Career and Management Development

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 10: Performance Management

What is the simplest and most popular technique for appraising employee performance?

When using management by objectives,goals that push an employee too far beyond his or her abilities should be used.

Sophie will be meeting with each of her team members at the start of the fiscal year.Her agenda includes discussing their performance goals,pay,career aspirations and training and development needs.This process is referred to as

According to the textbook,360-degree feedback was originally used only for training and development purposes,but it has rapidly spread to being used in the management of which of the following?

Belinda manages the data entry department of a credit card company.Employees are ranked based on the accuracy and quantity of data they can input.Belinda is able to observe and monitor her employee's work electronically; what is this performance appraisal method formally called?

Using a graphic rating scale can help to avoid the central tendency rating scale problem.

When using the paired comparison method,every employee is paired with and compared with every other employee.

Many firms today let employees anonymously evaluate the performance of their supervisor; what is this process known as?

Job performance is a unidimensional construct.

When supervisors who are engaged in a performance appraisal tend to rate all employees either high or low,this problem is referred to as which of the following?

The critical incident method is useful by itself for comparing employees and making salary decisions.

The performance management process contains five steps.Identify and briefly describe each step.

According to the textbook,which of the following is the key success factor for effective performance appraisal that will lead to optimum employee performance?

A potential problem with peer performance appraisal occurs when all the peers get together to rate each other highly; what is this potential problem referred to as?

Performance appraisal systems must be based on performance criteria that are ________ for the position being rated and ________ in that their application must produce consistent ratings for the same level of performance.

When an employee's most recent performance biases the evaluation of his or her performance over the entire appraisal period,which performance appraisal problem has occurred?

Managers and their reports should only discuss progress towards performance expectations at the annual performance management meeting.

According to the textbook,formal appraisal discussions with management-level employees often takes how long to conduct?

Describe two reasons why 360-degree appraisals are increasingly common.

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Selection

Onboarding and Training

Career and Management Development

Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Turnover, Communication, and Employee Engagement

Labour Relations

Managing Human Resources in a Global Business

Filters

Performance appraisal systems must be based on performance criteria that are for the position being rated and in that their application must produce consistent ratings for the same level of performance.