Exam 9: Performance Management

Alternation ranking requires only that the rater order all employees from highest to lowest,from "best" employee to "worst" employee.

Ranking methods that compare employees to one another are useful for generating initial rankings for purposes of employment decisions.

Assessing team performance should be seen as complementary to the assessment and recognition of individual performance and individuals' behaviors and skills that contribute to team performance.

A source of performance ratings that is probably more appropriate for counseling and development than for personnel decisions is:

Describe halo error and give an example of how it operates.

By being an active listener,the supervisor can avoid many legal liabilities.

The answer to the question "What really makes the difference between success and failure on a particular job,and according to whom?" determines:

Results-oriented rating methods focus on employee behaviors,either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others.

Comparing the performance of employees to that of other employees is known as a(n)_____ rating system.

This approach assumes that a candid statement from a rater who is knowledgeable about an employee's performance is just as valid as more formal and more complicated rating methods.

Which of the following statements about graphic rating scales is false?

_________ focus on employee behaviors,either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others.

_____ requires only that a rater order all employees from highest to lowest,from "best" employee to "worst" employee.

BARS stands for behaviorally anchored rating scales.

The most fundamental requirement for a rater is that he/she has an adequate opportunity to observe the rate's overall work attitude over a reasonable period of time.

Performance management is a kind of compass that indicates a person's actual direction as well as a person's desired direction.

The narrative essay is the simplest type of absolute rating system,and requires the rater to describe in writing the employee's strengths,weaknesses,and potential.

Appraisal systems designed for administrative purposes demand performance information about differences between individuals.What type of information do systems designed to promote employee growth demand?

Despite their shortcomings,appraisals continue to be used widely,especially as a basis for tying pay to performance.

Appraisals provide legal and formal organizational justification for: