Question 1

One of the main disadvantages of a paired-comparison procedure is that:

Accepted Answer

A) it leads to unreliable ratings. 
B) it can lead to a tie among incumbent appraisals. 
C) it becomes complicated when there are a large number of subordinates. 
D) it allows supervisors to rate every employee's performance as above average. 
A) it leads to unreliable ratings. 
B) it can lead to a tie among incumbent appraisals. 
C) it becomes complicated when there are a large number of subordinates. 
D) it allows supervisors to rate every employee's performance as above average.

Question 2

Do employee reactions to performance appraisal matter? What might an organization do to improve employee reactions to appraisals?

Accepted Answer

Research on reaction criteria imply empl

Question 3

What is a feedforward interview (FFI)? How does it differ from traditional performance appraisals?

Accepted Answer

An FFI is an apprais

Question 4

Gino, a CEO, is concerned that his managers are purposely misusing appraisal rating scales to make it look as though their teams are very effective. Which action should Gino take to fix the problem?

Accepted Answer

A) He should use Rating Error Training. 
B) He should use Frame of Reference (FOR) training. 
C) He should tell managers that they will have to justify their ratings to him in a face-to-face meeting. 
D) He should threaten to fire any manager whose ratings are too high. 
A) He should use Rating Error Training. 
B) He should use Frame of Reference (FOR) training. 
C) He should tell managers that they will have to justify their ratings to him in a face-to-face meeting. 
D) He should threaten to fire any manager whose ratings are too high.

Question 5

In her performance appraisal meeting, Zyanya's supervisor focuses on discussing her strengths, rather than her weaknesses. This type of appraisal is known as a(n):

Accepted Answer

A) upward appraisal. 
B) negative appraisal. 
C) feedforward interview. 
D) forced ranking appraisal. 
A) upward appraisal. 
B) negative appraisal. 
C) feedforward interview. 
D) forced ranking appraisal.

Question 6

Choose three types of appraisal rating formats and outline at least one advantage and disadvantage of using each type in an organization.

Accepted Answer

Graphic ratings scales (advantage is tha

Question 7

A performance management system typically includes:

Accepted Answer

A) layoffs. 
B) continuous coaching. 
C) organizational restructuring. 
D) organizational-profit forecasting. 
A) layoffs. 
B) continuous coaching. 
C) organizational restructuring. 
D) organizational-profit forecasting.

Question 8

What are the three employee comparison methods of performance appraisal? Provide an example of each method.

Accepted Answer

Rank-ordering, paire

Question 9

Nurudeen et al.'s (2015) research indicated that surgeons who underwent a 360-degree feedback process:

Accepted Answer

A) disliked the process and refused to participate in any additional 360-degree feedback sessions. 
B) believed the rating were inaccurate. 
C) failed to lead to any meaningful changes in a surgeon's practice. 
D) by a good majority (80%) would be willing to participate in future 360-degree evaluations. 
A) disliked the process and refused to participate in any additional 360-degree feedback sessions. 
B) believed the rating were inaccurate. 
C) failed to lead to any meaningful changes in a surgeon's practice. 
D) by a good majority (80%) would be willing to participate in future 360-degree evaluations.

Question 10

Research on the leader-member exchange (LMX) relationship has shown that employees who experienced a high level of LMX with their supervisor were rated:

Accepted Answer

A) high on performance regardless of objective performance indicators. 
B) high on performance, but they were low on objective performance indicators. 
C) low on performance, and were also low on objective performance indicators. 
D) low on performance, but they were high on objective performance indicators. 
A) high on performance regardless of objective performance indicators. 
B) high on performance, but they were low on objective performance indicators. 
C) low on performance, and were also low on objective performance indicators. 
D) low on performance, but they were high on objective performance indicators.

Question 11

Madison, who is a white, conservative Catholic, also tends to give higher ratings to other white, conservative Catholics. Madison is likely making a _____ error.

Accepted Answer

A) just-like-me 
B) similarity 
C) similar-to-me 
D) self-promotion 
A) just-like-me 
B) similarity 
C) similar-to-me 
D) self-promotion

Question 12

Which of these describes why range restriction in performance ratings is a problem for organizations?

Accepted Answer

A) The ratings do not discriminate between effective and ineffective employees. 
B) Managers are held accountable to a standard for rating they cannot obtain. 
C) Managers have to engage in impression management with their superiors. 
D) Managers know only how their highly effective subordinates have performed. 
A) The ratings do not discriminate between effective and ineffective employees. 
B) Managers are held accountable to a standard for rating they cannot obtain. 
C) Managers have to engage in impression management with their superiors. 
D) Managers know only how their highly effective subordinates have performed.

Question 13

Recent research suggests that one reason telework and job performance are positively related is that:

Accepted Answer

A) employees perceive that they have more autonomy and work harder, especially when they have a good relationship with their supervisor. 
B) employees perceive that they have less supervision and thus are more likely to spend time off-task. 
C) employees perceive that they have less autonomy and work harder because they are concerned they will lose their jobs. 
D) employees perceive that they are favored employees and feel less obligated to work hard. 
A) employees perceive that they have more autonomy and work harder, especially when they have a good relationship with their supervisor. 
B) employees perceive that they have less supervision and thus are more likely to spend time off-task. 
C) employees perceive that they have less autonomy and work harder because they are concerned they will lose their jobs. 
D) employees perceive that they are favored employees and feel less obligated to work hard.

Question 14

Andy is completing a performance appraisal and must choose two items (from a group of four) that best describe his customer service employee. The type of appraisal format that Andy is completing is a:

Accepted Answer

A) graphic rating scale. 
B) paired comparison. 
C) forced-choice checklist. 
D) retranslation. 
A) graphic rating scale. 
B) paired comparison. 
C) forced-choice checklist. 
D) retranslation.

Question 15

Jeff wants a favorable appraisal from his boss, so he provides exceptional customer service whenever his boss is standing nearby. Jeff has engaged in:

Accepted Answer

A) self-efficacy. 
B) upward appraisal. 
C) leader-member exchange. 
D) impression management. 
A) self-efficacy. 
B) upward appraisal. 
C) leader-member exchange. 
D) impression management.

Question 16

Research on the Dunning-Kruger effect suggests that unskilled individuals, when confronted with their lack of skills:

Accepted Answer

A) are motivated to develop, and eventually improve. 
B) are motivated to improve, but struggle to actually do so. 
C) are uninterested in improving, and are unlikely to use feedback. 
D) lower their self-evaluations, but use their strong emotional intelligence skills to get feedback from their subordinates. 
A) are motivated to develop, and eventually improve. 
B) are motivated to improve, but struggle to actually do so. 
C) are uninterested in improving, and are unlikely to use feedback. 
D) lower their self-evaluations, but use their strong emotional intelligence skills to get feedback from their subordinates.

Question 17

Which of these is an example of using performance appraisal to make a personnel decision?

Accepted Answer

A) choosing which employees to demote 
B) providing an employee with feedback on her performance 
C) providing an employee with a list of skills she needs to develop to earn her next promotion 
D) providing an employee with a list of his strengths 
A) choosing which employees to demote 
B) providing an employee with feedback on her performance 
C) providing an employee with a list of skills she needs to develop to earn her next promotion 
D) providing an employee with a list of his strengths

Question 18

The performance management cycle is central to employee development. Its key element is:

Accepted Answer

A) the extent to which employees receive and use feedback. 
B) the degree to which rating sources agree. 
C) the amount of self-efficacy raters and ratees have. 
D) the number of goals that raters have when making ratings. 
A) the extent to which employees receive and use feedback. 
B) the degree to which rating sources agree. 
C) the amount of self-efficacy raters and ratees have. 
D) the number of goals that raters have when making ratings.

Question 19

_____ were a focus of much of the early research on performance appraisal.

Accepted Answer

A) Rating formats 
B) Reaction criteria 
C) Distribution errors 
D) Critical incidents 
A) Rating formats 
B) Reaction criteria 
C) Distribution errors 
D) Critical incidents

Question 20

Research on the narrative components of performance appraisal suggest that:

Accepted Answer

A) supervisors provide the least helpful comments. 
B) peer comments tend to be less clear compared to supervisor and subordinate comments. 
C) subordinates regularly make offensive comments toward their supervisors. 
D) subordinates provide the least helpful comments. 
A) supervisors provide the least helpful comments. 
B) peer comments tend to be less clear compared to supervisor and subordinate comments. 
C) subordinates regularly make offensive comments toward their supervisors. 
D) subordinates provide the least helpful comments.

One of the main disadvantages of a paired-comparison procedure is that:

Do employee reactions to performance appraisal matter? What might an organization do to improve employee reactions to appraisals?

What is a feedforward interview (FFI)? How does it differ from traditional performance appraisals?

Gino, a CEO, is concerned that his managers are purposely misusing appraisal rating scales to make it look as though their teams are very effective. Which action should Gino take to fix the problem?

In her performance appraisal meeting, Zyanya's supervisor focuses on discussing her strengths, rather than her weaknesses. This type of appraisal is known as a(n):

Choose three types of appraisal rating formats and outline at least one advantage and disadvantage of using each type in an organization.

A performance management system typically includes:

What are the three employee comparison methods of performance appraisal? Provide an example of each method.

Nurudeen et al.'s (2015) research indicated that surgeons who underwent a 360-degree feedback process:

Research on the leader-member exchange (LMX) relationship has shown that employees who experienced a high level of LMX with their supervisor were rated:

Madison, who is a white, conservative Catholic, also tends to give higher ratings to other white, conservative Catholics. Madison is likely making a _____ error.

Which of these describes why range restriction in performance ratings is a problem for organizations?

Recent research suggests that one reason telework and job performance are positively related is that:

Andy is completing a performance appraisal and must choose two items (from a group of four) that best describe his customer service employee. The type of appraisal format that Andy is completing is a:

Jeff wants a favorable appraisal from his boss, so he provides exceptional customer service whenever his boss is standing nearby. Jeff has engaged in:

Research on the Dunning-Kruger effect suggests that unskilled individuals, when confronted with their lack of skills:

Which of these is an example of using performance appraisal to make a personnel decision?

The performance management cycle is central to employee development. Its key element is:

_____ were a focus of much of the early research on performance appraisal.

Research on the narrative components of performance appraisal suggest that:

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

One of the main disadvantages of a paired-comparison procedure is that:

Do employee reactions to performance appraisal matter? What might an organization do to improve employee reactions to appraisals?

What is a feedforward interview (FFI)? How does it differ from traditional performance appraisals?

Gino, a CEO, is concerned that his managers are purposely misusing appraisal rating scales to make it look as though their teams are very effective. Which action should Gino take to fix the problem?

In her performance appraisal meeting, Zyanya's supervisor focuses on discussing her strengths, rather than her weaknesses. This type of appraisal is known as a(n):

Choose three types of appraisal rating formats and outline at least one advantage and disadvantage of using each type in an organization.

A performance management system typically includes:

What are the three employee comparison methods of performance appraisal? Provide an example of each method.

Nurudeen et al.'s (2015) research indicated that surgeons who underwent a 360-degree feedback process:

Research on the leader-member exchange (LMX) relationship has shown that employees who experienced a high level of LMX with their supervisor were rated:

Madison, who is a white, conservative Catholic, also tends to give higher ratings to other white, conservative Catholics. Madison is likely making a _____ error.

Which of these describes why range restriction in performance ratings is a problem for organizations?

Recent research suggests that one reason telework and job performance are positively related is that:

Andy is completing a performance appraisal and must choose two items (from a group of four) that best describe his customer service employee. The type of appraisal format that Andy is completing is a:

Jeff wants a favorable appraisal from his boss, so he provides exceptional customer service whenever his boss is standing nearby. Jeff has engaged in:

Research on the Dunning-Kruger effect suggests that unskilled individuals, when confronted with their lack of skills:

Which of these is an example of using performance appraisal to make a personnel decision?

The performance management cycle is central to employee development. Its key element is:

_____ were a focus of much of the early research on performance appraisal.

Research on the narrative components of performance appraisal suggest that:

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