Question 1

Holding raters accountable for their ratings works best when:

Accepted Answer

A) raters must justify their ratings in a face-to-face meeting. 
B) raters must justify their ratings in writing. 
C) raters are faced with dismissal for misusing rating scales. 
D) raters attempt to maintain harmony in the workplace. 
A) raters must justify their ratings in a face-to-face meeting. 
B) raters must justify their ratings in writing. 
C) raters are faced with dismissal for misusing rating scales. 
D) raters attempt to maintain harmony in the workplace.

Question 2

A study showed that raters who had low trust in the Trust in the Appraisal Process Survey (TAPS) were:

Accepted Answer

A) more lenient raters than those who had higher trust. 
B) more severe raters than those who had higher trust. 
C) likely to commit fewer rating errors than those who had higher trust. 
D) likely to have lower discomfort in evaluating others. 
A) more lenient raters than those who had higher trust. 
B) more severe raters than those who had higher trust. 
C) likely to commit fewer rating errors than those who had higher trust. 
D) likely to have lower discomfort in evaluating others.

Question 3

Five vice presidents of a bank provide appraisal ratings of the bank president. When they do this, they are:

Accepted Answer

A) committing similar-to-me errors. 
B) giving upward-appraisal ratings. 
C) engaging in leader-member exchange. 
D) having accountability in the appraisal process 
A) committing similar-to-me errors. 
B) giving upward-appraisal ratings. 
C) engaging in leader-member exchange. 
D) having accountability in the appraisal process

Question 4

One reason organizations use 360-degree feedback is that:

Accepted Answer

A) participants take the results more seriously. 
B) this technique can help overcome any biases that exist within a single rater. 
C) it is simple, cheap, and quick. 
D) it is more defensible in court than other types of feedback. 
A) participants take the results more seriously. 
B) this technique can help overcome any biases that exist within a single rater. 
C) it is simple, cheap, and quick. 
D) it is more defensible in court than other types of feedback.

Question 5

Which rating format involves a lengthy development procedure and results in a scale with behavioral descriptions as anchors along a scale?

Accepted Answer

A) CARS 
B) behaviorally anchored rating scales (BARS) 
C) checklists 
D) forced distribution 
A) CARS 
B) behaviorally anchored rating scales (BARS) 
C) checklists 
D) forced distribution

Question 6

Which of these is an issue related to the social-psychological context in which performance appraisal takes place?

Accepted Answer

A) pay levels 
B) the role of organizational strategy 
C) the use of critical incidences to generate BARS items 
D) employee participation in the appraisal process 
A) pay levels 
B) the role of organizational strategy 
C) the use of critical incidences to generate BARS items 
D) employee participation in the appraisal process

Question 7

Which of these is an example of using performance appraisal for a developmental purpose?

Accepted Answer

A) choosing which employees to demote 
B) choosing which employees to promote 
C) providing documentation to justify why a certain employee receives a raise 
D) providing an employee with a list of his or her strengths 
A) choosing which employees to demote 
B) choosing which employees to promote 
C) providing documentation to justify why a certain employee receives a raise 
D) providing an employee with a list of his or her strengths

Question 8

In the research conducted by Werner and Bolino (1997), which of these was identified as one of the most important criteria used by the courts in deciding performance appraisal discrimination claims?

Accepted Answer

A) type of rating format used 
B) the use of job analysis 
C) length of appraisal form 
D) time spent to develop appraisal 
A) type of rating format used 
B) the use of job analysis 
C) length of appraisal form 
D) time spent to develop appraisal

Question 9

Which approach can help improve rater accuracy?

Accepted Answer

A) Rater Error Training 
B) Frame of Reference (FOR) Training 
C) Rating Enhancement Approach 
D) Rating Accuracy Calibration 
A) Rater Error Training 
B) Frame of Reference (FOR) Training 
C) Rating Enhancement Approach 
D) Rating Accuracy Calibration

Question 10

Which of these is a part of the feedback process?

Accepted Answer

A) attending to the feedback 
B) ignoring the feedback 
C) refuting the feedback 
D) rejecting the feedback 
A) attending to the feedback 
B) ignoring the feedback 
C) refuting the feedback 
D) rejecting the feedback

Question 11

Identify and describe the three purposes of performance appraisal.

Accepted Answer

Personnel decisions (e.g., demotions, hi

Question 12

Initial research on feedforward interviews (FFIs) found that:

Accepted Answer

A) employees who underwent FFIs improved their performance more than employees who underwent traditional performance appraisals. 
B) employees who underwent traditional performance appraisals improved their performance more than employees who underwent FFIs. 
C) there was no noticeable difference between employees who experienced an FFI and employees who experienced a traditional performance appraisal. 
D) employees strongly disliked FFIs. 
A) employees who underwent FFIs improved their performance more than employees who underwent traditional performance appraisals. 
B) employees who underwent traditional performance appraisals improved their performance more than employees who underwent FFIs. 
C) there was no noticeable difference between employees who experienced an FFI and employees who experienced a traditional performance appraisal. 
D) employees strongly disliked FFIs.

Question 13

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

Accepted Answer

A) several lawsuits have alleged that these methods discriminate against minorities. 
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) several lawsuits have alleged that these methods discriminate against minorities. 
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 14

Which of these is NOT an assumption held by proponents of 360-degree feedback?

Accepted Answer

A) Employees like being involved in the performance appraisal process. 
B) Using multiple sources allows us to overcome any biases of a single rater. 
C) Self-ratings will be harsher than supervisor and peer ratings. 
D) Multiple raters allow for a broader and more accurate view of performance. 
A) Employees like being involved in the performance appraisal process. 
B) Using multiple sources allows us to overcome any biases of a single rater. 
C) Self-ratings will be harsher than supervisor and peer ratings. 
D) Multiple raters allow for a broader and more accurate view of performance.

Question 15

Jimmy is working on a performance appraisal for his subordinate, Jackie. The questionnaire asks whether Jackie is effective at working with others. Jimmy doesn't have many opportunities to observe Jackie around others, but he thinks she's a good employee in general, so he rates her high on this characteristic. Jimmy has made which type of rating error?

Accepted Answer

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

Question 16

Does all halo error result in inaccurate performance ratings? Why or why not?

Accepted Answer

No, it does not. Sometimes, a

Question 17

Research has suggested that individuals who are particularly uncomfortable in evaluating others are more likely to:

Accepted Answer

A) provide lenient ratings. 
B) provide harsh ratings. 
C) fall victim to the central tendency error. 
D) demonstrate highly accurate ratings. 
A) provide lenient ratings. 
B) provide harsh ratings. 
C) fall victim to the central tendency error. 
D) demonstrate highly accurate ratings.

Question 18

Identify and describe the three distributional errors. Provide an example for each type of error.

Accepted Answer

Severity, central te

Question 19

The type of rating format that is most strongly disliked by ratees is:

Accepted Answer

A) the behaviorally anchored rating scale (BARS). 
B) forced distributions. 
C) checklists. 
D) FFIs. 
A) the behaviorally anchored rating scale (BARS). 
B) forced distributions. 
C) checklists. 
D) FFIs.

Question 20

One reason organizations use 360-degree feedback is that:

Accepted Answer

A) participants take the results more seriously. 
B) it is simple, cheap, and quick. 
C) it is more defensible in court than other types of feedback. 
D) participants are happier because they are involved in the process. 
A) participants take the results more seriously. 
B) it is simple, cheap, and quick. 
C) it is more defensible in court than other types of feedback. 
D) participants are happier because they are involved in the process.

Holding raters accountable for their ratings works best when:

A study showed that raters who had low trust in the Trust in the Appraisal Process Survey (TAPS) were:

Five vice presidents of a bank provide appraisal ratings of the bank president. When they do this, they are:

One reason organizations use 360-degree feedback is that:

Which rating format involves a lengthy development procedure and results in a scale with behavioral descriptions as anchors along a scale?

Which of these is an issue related to the social-psychological context in which performance appraisal takes place?

Which of these is an example of using performance appraisal for a developmental purpose?

In the research conducted by Werner and Bolino (1997), which of these was identified as one of the most important criteria used by the courts in deciding performance appraisal discrimination claims?

Which approach can help improve rater accuracy?

Which of these is a part of the feedback process?

Identify and describe the three purposes of performance appraisal.

Initial research on feedforward interviews (FFIs) found that:

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

Which of these is NOT an assumption held by proponents of 360-degree feedback?

Does all halo error result in inaccurate performance ratings? Why or why not?

Research has suggested that individuals who are particularly uncomfortable in evaluating others are more likely to:

Identify and describe the three distributional errors. Provide an example for each type of error.

The type of rating format that is most strongly disliked by ratees is:

One reason organizations use 360-degree feedback is 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

Holding raters accountable for their ratings works best when:

A study showed that raters who had low trust in the Trust in the Appraisal Process Survey (TAPS) were:

Five vice presidents of a bank provide appraisal ratings of the bank president. When they do this, they are:

One reason organizations use 360-degree feedback is that:

Which rating format involves a lengthy development procedure and results in a scale with behavioral descriptions as anchors along a scale?

Which of these is an issue related to the social-psychological context in which performance appraisal takes place?

Which of these is an example of using performance appraisal for a developmental purpose?

In the research conducted by Werner and Bolino (1997), which of these was identified as one of the most important criteria used by the courts in deciding performance appraisal discrimination claims?

Which approach can help improve rater accuracy?

Which of these is a part of the feedback process?

Identify and describe the three purposes of performance appraisal.

Initial research on feedforward interviews (FFIs) found that:

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

Which of these is NOT an assumption held by proponents of 360-degree feedback?

Does all halo error result in inaccurate performance ratings? Why or why not?

Research has suggested that individuals who are particularly uncomfortable in evaluating others are more likely to:

Identify and describe the three distributional errors. Provide an example for each type of error.

The type of rating format that is most strongly disliked by ratees is:

One reason organizations use 360-degree feedback is 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