Question 1

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is a major advantage of a behaviourally anchored rating scale?

Accepted Answer

A) It has high acceptance rates by employees,management,and unions. 
B) The rating scale can be used across many jobs. 
C) It requires a great deal of employee participation,which leads to acceptance. 
D) It allows the appraiser to observe rather than judge. 
A) It has high acceptance rates by employees,management,and unions. 
B) The rating scale can be used across many jobs. 
C) It requires a great deal of employee participation,which leads to acceptance. 
D) It allows the appraiser to observe rather than judge.

Question 3

Which of the following is NOT an ability factor that may be a source of ineffective performance?

Accepted Answer

A) interpersonal skill 
B) career ambition 
C) technical skill 
D) physical limitation 
A) interpersonal skill 
B) career ambition 
C) technical skill 
D) physical limitation

Question 4

Some organizations ask managers to place a percentage of their employees in the bottom performance category on every performance evaluation exercise,which in some cases may mean they are fired.Which type of performance evaluation method does this exemplify?

Accepted Answer

A) forced-distribution system 
B) checklist method 
C) percent method 
D) forced-choice method 
A) forced-distribution system 
B) checklist method 
C) percent method 
D) forced-choice method

Question 5

Criterion contamination occurs when correlations between two raters of an employee are inconsistent.

Accepted Answer

A) True 
 B)False

Question 6

How often should performance feedback be delivered?

Accepted Answer

A) It should be done at least annually. 
B) It depends on the organizational culture,industry,and supervisor's style. 
C) It should be done at regular intervals-the more frequent the better. 
D) It should be an ongoing,regular part of supervisor-subordinate interactions. 
A) It should be done at least annually. 
B) It depends on the organizational culture,industry,and supervisor's style. 
C) It should be done at regular intervals-the more frequent the better. 
D) It should be an ongoing,regular part of supervisor-subordinate interactions.

Question 7

Developmental approaches to performance evaluation recognize that a manager's purpose is to improve job behaviours,not just evaluate past performance.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following performance evaluation methods are considered as the most subjective?

Accepted Answer

A) traits methods 
B) behavioural methods 
C) behaviourally anchored rating methods 
D) results methods 
A) traits methods 
B) behavioural methods 
C) behaviourally anchored rating methods 
D) results methods

Question 9

Self-evaluations should be used primarily for developmental purposes.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is NOT a developmental purpose of performance evaluation?

Accepted Answer

A) meeting legal requirements 
B) providing performance feedback 
C) improving communication 
D) identifying an individual's strengths and weaknesses 
A) meeting legal requirements 
B) providing performance feedback 
C) improving communication 
D) identifying an individual's strengths and weaknesses

Question 11

Criterion deficiency occurs when performance standards focus on a single criterion to the exclusion of other important but less quantifiable performance dimensions.

Accepted Answer

A) True 
 B)False

Question 12

A team evaluation approach is well suited for a company advocating a total-quality management philosophy.

Accepted Answer

A) True 
 B)False

Question 13

Results-oriented approaches are the most widely used,despite their subjectivity.

Accepted Answer

A) True 
 B)False

Question 14

"Management-by-objectives" is one of the best performance evaluation approaches to use if a company's production system is surrounded by uncertainty and variability.

Accepted Answer

A) True 
 B)False

Question 15

Why are self-evaluations better for developmental versus administrative purposes?

Accepted Answer

A) because the evaluations are inflated because employees tend to rate themselves highly 
B) because the evaluations are accurate 
C) because employees prefer using them for developmental purposes 
D) because legal challenges would be difficult to successfully defend 
A) because the evaluations are inflated because employees tend to rate themselves highly 
B) because the evaluations are accurate 
C) because employees prefer using them for developmental purposes 
D) because legal challenges would be difficult to successfully defend

Question 16

Team evaluations are a collection of the individual evaluations of a work unit.

Accepted Answer

A) True 
 B)False

Question 17

Using the evaluation system for compensation decisions rather than developmental purposes may affect how the rater evaluates the employee.

Accepted Answer

A) True 
 B)False

Question 18

Developmental purposes for performance evaluation include validating selection criteria and meeting legal requirements.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following are peer evaluations best suited for?

Accepted Answer

A) administrative purposes 
B) developmental purposes 
C) strategic purposes 
D) budgetary purposes 
A) administrative purposes 
B) developmental purposes 
C) strategic purposes 
D) budgetary purposes

Question 20

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

Accepted Answer

A) True 
 B)False

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

Which of the following is a major advantage of a behaviourally anchored rating scale?

Which of the following is NOT an ability factor that may be a source of ineffective performance?

Some organizations ask managers to place a percentage of their employees in the bottom performance category on every performance evaluation exercise,which in some cases may mean they are fired.Which type of performance evaluation method does this exemplify?

Criterion contamination occurs when correlations between two raters of an employee are inconsistent.

How often should performance feedback be delivered?

Developmental approaches to performance evaluation recognize that a manager's purpose is to improve job behaviours,not just evaluate past performance.

Which of the following performance evaluation methods are considered as the most subjective?

Self-evaluations should be used primarily for developmental purposes.

Which of the following is NOT a developmental purpose of performance evaluation?

Criterion deficiency occurs when performance standards focus on a single criterion to the exclusion of other important but less quantifiable performance dimensions.

A team evaluation approach is well suited for a company advocating a total-quality management philosophy.

Results-oriented approaches are the most widely used,despite their subjectivity.

"Management-by-objectives" is one of the best performance evaluation approaches to use if a company's production system is surrounded by uncertainty and variability.

Why are self-evaluations better for developmental versus administrative purposes?

Team evaluations are a collection of the individual evaluations of a work unit.

Using the evaluation system for compensation decisions rather than developmental purposes may affect how the rater evaluates the employee.

Developmental purposes for performance evaluation include validating selection criteria and meeting legal requirements.

Which of the following are peer evaluations best suited for?

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

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Exam 8: Performance Management

A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming.

Which of the following is a major advantage of a behaviourally anchored rating scale?

Which of the following is NOT an ability factor that may be a source of ineffective performance?

Some organizations ask managers to place a percentage of their employees in the bottom performance category on every performance evaluation exercise,which in some cases may mean they are fired.Which type of performance evaluation method does this exemplify?

Criterion contamination occurs when correlations between two raters of an employee are inconsistent.

How often should performance feedback be delivered?

Developmental approaches to performance evaluation recognize that a manager's purpose is to improve job behaviours,not just evaluate past performance.

Which of the following performance evaluation methods are considered as the most subjective?

Self-evaluations should be used primarily for developmental purposes.

Which of the following is NOT a developmental purpose of performance evaluation?

Criterion deficiency occurs when performance standards focus on a single criterion to the exclusion of other important but less quantifiable performance dimensions.

A team evaluation approach is well suited for a company advocating a total-quality management philosophy.

Results-oriented approaches are the most widely used,despite their subjectivity.

"Management-by-objectives" is one of the best performance evaluation approaches to use if a company's production system is surrounded by uncertainty and variability.

Why are self-evaluations better for developmental versus administrative purposes?

Team evaluations are a collection of the individual evaluations of a work unit.

Using the evaluation system for compensation decisions rather than developmental purposes may affect how the rater evaluates the employee.

Developmental purposes for performance evaluation include validating selection criteria and meeting legal requirements.

Which of the following are peer evaluations best suited for?

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Expanding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters