Question 1

Recently, _____, also known as the "neglected criteria," have been used to evaluate performance appraisals.

Accepted Answer

A) quantitative criteria 
B) reaction criteria 
C) psychometric criteria 
D) proactive criteria 
A) quantitative criteria 
B) reaction criteria 
C) psychometric criteria 
D) proactive criteria B

Question 2

Why might an organization choose to use an employee comparison procedure for performance appraisal? What is one disadvantage of the approach?

Accepted Answer

Organizations may use employee comparison to eliminate leniency and to force evaluators to rank employees. However, employee comparison can be time consuming, and raters and ratees tend to dislike the approach.

Question 3

What is the difference between "halo error" and "true halo"? Provide an example of each.

Accepted Answer

In halo error, an employee receives similar ratings on different performance dimensions that are inaccurate. In True halo, an employee is genuinely similar in performance across performance dimensions. Examples will vary.

Question 4

Juanita's average overall rating for her subordinates is 4 out of 5 on their performance appraisals. Even for poor employees, she never goes below a rating of 3. She has likely committed the error of:

Accepted Answer

A) central tendency. 
B) severity. 
C) leniency. 
D) forced distribution. 
A) central tendency. 
B) severity. 
C) leniency. 
D) forced distribution.

Question 5

Explain the five steps to develop a behaviorally anchored rating scale (BARS).

Accepted Answer

A group of SMEs identifies and defines d

Question 6

Jericho gives all his subordinates low ratings on their appraisals in an effort to intimidate them. Jericho is making which type of rating error?

Accepted Answer

A) central tendency 
B) halo 
C) leniency 
D) severity 
A) central tendency 
B) halo 
C) leniency 
D) severity

Question 7

Allison documents her subordinates' performance activities on a weekly basis. When she needs to remember how well her subordinates have been performing, she can consult her documents. In this way, Allison can avoid errors in _____ when appraising her subordinates' performance.

Accepted Answer

A) retrieval 
B) integration 
C) storage 
D) encoding 
A) retrieval 
B) integration 
C) storage 
D) encoding

Question 8

One reason organizations use 360-degree feedback is that:

Accepted Answer

A) it provides a broader and more accurate view of performance. 
B) it is more defensible in court than other types of feedback. 
C) participants take the results more seriously. 
D) it is simple, cheap, and quick. 
A) it provides a broader and more accurate view of performance. 
B) it is more defensible in court than other types of feedback. 
C) participants take the results more seriously. 
D) it is simple, cheap, and quick.

Question 9

Research indicates that individuals who pay a great deal of attention to politics at work and think about them a lot demonstrate:

Accepted Answer

A) higher performance. 
B) high levels of stress and lower performance. 
C) low levels of stress and positive work attitudes. 
D) low levels of neuroticism. 
A) higher performance. 
B) high levels of stress and lower performance. 
C) low levels of stress and positive work attitudes. 
D) low levels of neuroticism.

Question 10

The type of rating format most prone to rater error is:

Accepted Answer

A) the behaviorally anchored rating scale (BARS). 
B) forced distributions. 
C) checklists. 
D) an employee comparison method 
A) the behaviorally anchored rating scale (BARS). 
B) forced distributions. 
C) checklists. 
D) an employee comparison method

Question 11

One disadvantage of the forced-distribution method of evaluation is that:

Accepted Answer

A) as poor performers are fired, employees who were once average start to fall into the bottom levels of these ratings. 
B) it allows too many employees to be categorized as "Average." 
C) it lacks construct validity. 
D) it leads to mass layoffs. 
A) as poor performers are fired, employees who were once average start to fall into the bottom levels of these ratings. 
B) it allows too many employees to be categorized as "Average." 
C) it lacks construct validity. 
D) it leads to mass layoffs.

Question 12

One of the main disadvantages of the forced-distribution method of evaluation is that:

Accepted Answer

A) it is unpopular among raters. 
B) it allows too many employees to be categorized as "Excellent." 
C) it is highly unreliable. 
D) administering it becomes very complex in large organizations. 
A) it is unpopular among raters. 
B) it allows too many employees to be categorized as "Excellent." 
C) it is highly unreliable. 
D) administering it becomes very complex in large organizations.

Question 13

When a rater relies on his global evaluation of a subordinate, he is more likely to make _____ errors.

Accepted Answer

A) halo 
B) leniency 
C) severity 
D) central tendency 
A) halo 
B) leniency 
C) severity 
D) central tendency

Question 14

Feedforward interviews (FFIs) differ from traditional performance appraisals in that they:

Accepted Answer

A) focus on the employee's strengths rather than on his or her weaknesses. 
B) involve upward appraisals only. 
C) involve downward appraisals only. 
D) consist only of narrative comments and eliminate any numerical ratings. 
A) focus on the employee's strengths rather than on his or her weaknesses. 
B) involve upward appraisals only. 
C) involve downward appraisals only. 
D) consist only of narrative comments and eliminate any numerical ratings.

Question 15

What recommendations would be appropriate for an organization that wants to implement a 360-degree feedback system?

Accepted Answer

Responses will vary. The best

Question 16

Raters who are going to judge student projects at a science fair have to attend several sessions at which they learn about the rating scales they will use, and they will have opportunities to view examples of good versus poor science fair projects. This type of training is known as:

Accepted Answer

A) Rater Error Training 
B) Rater Efficacy Training 
C) State-of-Mind Training 
D) Frame of Reference (FOR) Training 
A) Rater Error Training 
B) Rater Efficacy Training 
C) State-of-Mind Training 
D) Frame of Reference (FOR) Training

Question 17

Recent research in the perception of justice by employees has suggested that performance management systems may be an effective tool for enhancing organizational:

Accepted Answer

A) trust. 
B) reputation among customers. 
C) politics. 
D) feedback orientation. 
A) trust. 
B) reputation among customers. 
C) politics. 
D) feedback orientation.

Question 18

The oldest types of rating scales used in the evaluation of performance are known as:

Accepted Answer

A) behaviorally anchored rating scales (BARS). 
B) graphic rating scales. 
C) employee comparisons. 
D) feed-forward interviews. 
A) behaviorally anchored rating scales (BARS). 
B) graphic rating scales. 
C) employee comparisons. 
D) feed-forward interviews.

Question 19

What are the components of a performance management system?

Accepted Answer

Objective goal setting, contin

Question 20

A department store manager wants to foster positive employee reactions toward its appraisal system. An I/O psychologist should suggest that the manager:

Accepted Answer

A) assess personality in the employee hiring process. 
B) use only the low end of the rating scale when making ratings. 
C) base her ratings on global evaluations of the employees. 
D) allow employees to participate in meetings to improve the rating scales. 
A) assess personality in the employee hiring process. 
B) use only the low end of the rating scale when making ratings. 
C) base her ratings on global evaluations of the employees. 
D) allow employees to participate in meetings to improve the rating scales.

Recently, _____, also known as the "neglected criteria," have been used to evaluate performance appraisals.

Why might an organization choose to use an employee comparison procedure for performance appraisal? What is one disadvantage of the approach?

What is the difference between "halo error" and "true halo"? Provide an example of each.

Juanita's average overall rating for her subordinates is 4 out of 5 on their performance appraisals. Even for poor employees, she never goes below a rating of 3. She has likely committed the error of:

Explain the five steps to develop a behaviorally anchored rating scale (BARS).

Jericho gives all his subordinates low ratings on their appraisals in an effort to intimidate them. Jericho is making which type of rating error?

Allison documents her subordinates' performance activities on a weekly basis. When she needs to remember how well her subordinates have been performing, she can consult her documents. In this way, Allison can avoid errors in _____ when appraising her subordinates' performance.

One reason organizations use 360-degree feedback is that:

Research indicates that individuals who pay a great deal of attention to politics at work and think about them a lot demonstrate:

The type of rating format most prone to rater error is:

One disadvantage of the forced-distribution method of evaluation is that:

One of the main disadvantages of the forced-distribution method of evaluation is that:

When a rater relies on his global evaluation of a subordinate, he is more likely to make _____ errors.

Feedforward interviews (FFIs) differ from traditional performance appraisals in that they:

What recommendations would be appropriate for an organization that wants to implement a 360-degree feedback system?

Raters who are going to judge student projects at a science fair have to attend several sessions at which they learn about the rating scales they will use, and they will have opportunities to view examples of good versus poor science fair projects. This type of training is known as:

Recent research in the perception of justice by employees has suggested that performance management systems may be an effective tool for enhancing organizational:

The oldest types of rating scales used in the evaluation of performance are known as:

What are the components of a performance management system?

A department store manager wants to foster positive employee reactions toward its appraisal system. An I/O psychologist should suggest that the manager:

Io Psychology: Then and Now

Research Methods in Io Psychology

Job Analysis

Criterion Measurement

Predictors

Selection Decisions and Personnel Law

Training and Development

Motivation

Job Attitudes: Antecedents and Consequences

Stress and Worker Well-Being

Group Processes and Work Teams

Leadership

Organizational Theory and Development

Filters

Exam 5: Performance Appraisal

Recently, _____, also known as the "neglected criteria," have been used to evaluate performance appraisals.

Why might an organization choose to use an employee comparison procedure for performance appraisal? What is one disadvantage of the approach?

What is the difference between "halo error" and "true halo"? Provide an example of each.

Juanita's average overall rating for her subordinates is 4 out of 5 on their performance appraisals. Even for poor employees, she never goes below a rating of 3. She has likely committed the error of:

Explain the five steps to develop a behaviorally anchored rating scale (BARS).

Jericho gives all his subordinates low ratings on their appraisals in an effort to intimidate them. Jericho is making which type of rating error?

Allison documents her subordinates' performance activities on a weekly basis. When she needs to remember how well her subordinates have been performing, she can consult her documents. In this way, Allison can avoid errors in _____ when appraising her subordinates' performance.

One reason organizations use 360-degree feedback is that:

Research indicates that individuals who pay a great deal of attention to politics at work and think about them a lot demonstrate:

The type of rating format most prone to rater error is:

One disadvantage of the forced-distribution method of evaluation is that:

One of the main disadvantages of the forced-distribution method of evaluation is that:

When a rater relies on his global evaluation of a subordinate, he is more likely to make _____ errors.

Feedforward interviews (FFIs) differ from traditional performance appraisals in that they:

What recommendations would be appropriate for an organization that wants to implement a 360-degree feedback system?

Raters who are going to judge student projects at a science fair have to attend several sessions at which they learn about the rating scales they will use, and they will have opportunities to view examples of good versus poor science fair projects. This type of training is known as:

Recent research in the perception of justice by employees has suggested that performance management systems may be an effective tool for enhancing organizational:

The oldest types of rating scales used in the evaluation of performance are known as:

What are the components of a performance management system?

A department store manager wants to foster positive employee reactions toward its appraisal system. An I/O psychologist should suggest that the manager:

Io Psychology: Then and Now

Research Methods in Io Psychology

Job Analysis

Criterion Measurement

Predictors

Selection Decisions and Personnel Law

Training and Development

Motivation

Job Attitudes: Antecedents and Consequences

Stress and Worker Well-Being

Group Processes and Work Teams

Leadership

Organizational Theory and Development

Filters