Question 1

Farah,a waitress at OMG Restaurant,was appraised only on the quality of the food she delivered to the customers.Which type of problem does this evaluation illustrate?

Accepted Answer

A) criterion deficiency 
B) criterion reliability 
C) reliability 
D) criterion contamination 
A) criterion deficiency 
B) criterion reliability 
C) reliability 
D) criterion contamination

Question 2

One of the primary strengths of results evaluations is that they are not likely to suffer from contamination by external factors that employees cannot influence.

Accepted Answer

A) True 
 B)False

Question 3

Why are evaluation interviews important? What are some guidelines for effectiveness?

Accepted Answer

The degree to which the performance eval

Question 4

Which of the following are the two primary purposes of performance evaluations?

Accepted Answer

A) informative and developmental purposes 
B) administrative and developmental purposes 
C) administrative and informative purposes 
D) managerial and administrative purposes 
A) informative and developmental purposes 
B) administrative and developmental purposes 
C) administrative and informative purposes 
D) managerial and administrative purposes

Question 5

The balanced scorecard approach integrates four categories: financial,customer,processes,and outcomes.

Accepted Answer

A) True 
 B)False

Question 6

The main advantage of a BARS is that it requires minimal time and effort to develop.

Accepted Answer

A) True 
 B)False

Question 7

Tracy was evaluated by multiple raters in her last job,including her supervisor,customers,peers,and clients.What performance evaluation system was most likely used in this instance?

Accepted Answer

A) whole-team evaluations 
B) peer evaluations 
C) 360-degree feedback 
D) multiplicative feedback 
A) whole-team evaluations 
B) peer evaluations 
C) 360-degree feedback 
D) multiplicative feedback

Question 8

One disadvantage of peer evaluations is that they furnish less valid information than evaluations by superiors.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is an accurate listing of the factors that affect performance?

Accepted Answer

A) motivation,organizational culture,and leadership factors 
B) motivation,environment,and ability factors 
C) organizational culture,motivation,and ability factors 
D) ability,job design,and motivation factors 
A) motivation,organizational culture,and leadership factors 
B) motivation,environment,and ability factors 
C) organizational culture,motivation,and ability factors 
D) ability,job design,and motivation factors

Question 10

In order to increase employee motivation levels,written performance standards should be objective but not defined in quantifiable and measurable terms.

Accepted Answer

A) True 
 B)False

Question 11

Dividing the evaluation interview into two sessions,one for the performance review and the other for the employee's growth plans,is a good strategy to improve communication between the parties.

Accepted Answer

A) True 
 B)False

Question 12

Peer evaluations are useful for ratings on dimensions such as leadership and interpersonal skills.

Accepted Answer

A) True 
 B)False

Question 13

In most instances,one person can easily observe and evaluate an employee's performance.

Accepted Answer

A) True 
 B)False

Question 14

The balanced scorecard approach translates broad goals into increasingly specific goals,so that individuals can see how their performance relates to the overall performance of the firm.

Accepted Answer

A) True 
 B)False

Question 15

Why is performance evaluation important?

Accepted Answer

A) because it is key to the validation of selection procedures,which are the foundation of all HR practices 
B) because all organizations need to weed out lower-performing individuals at a rate of about 10 percent of employees per annum 
C) because employees need to know that they are being evaluated in order to perform at an appropriate level 
D) because the success of the entire HR program depends on knowing how the performance of employees compares with the goals established for them 
A) because it is key to the validation of selection procedures,which are the foundation of all HR practices 
B) because all organizations need to weed out lower-performing individuals at a rate of about 10 percent of employees per annum 
C) because employees need to know that they are being evaluated in order to perform at an appropriate level 
D) because the success of the entire HR program depends on knowing how the performance of employees compares with the goals established for them

Question 16

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

Accepted Answer

A) True 
 B)False

Question 17

What is the most important thing an organization can do to ensure that a performance evaluation process achieves standards that are legally defensible if challenged in courts?

Accepted Answer

A) Use calibration and train the managers on how to deliver feedback. 
B) Make sure the tool is reliable. 
C) Base the standards on a sound job analysis and make sure all involved know what the standards are. 
D) Make sure managers are not biased in their delivery of evaluation feedback. 
A) Use calibration and train the managers on how to deliver feedback. 
B) Make sure the tool is reliable. 
C) Base the standards on a sound job analysis and make sure all involved know what the standards are. 
D) Make sure managers are not biased in their delivery of evaluation feedback.

Question 18

What advantage do peer evaluations have over other types of evaluations?

Accepted Answer

A) Peers may have a more intimate view of the performance of fellow employees. 
B) Peers don't have to worry about meeting standards for distributions. 
C) Peers know the job better than most managers do. 
D) Peers do not have a conflict of interest over honestly appraising a fellow employee. 
A) Peers may have a more intimate view of the performance of fellow employees. 
B) Peers don't have to worry about meeting standards for distributions. 
C) Peers know the job better than most managers do. 
D) Peers do not have a conflict of interest over honestly appraising a fellow employee.

Question 19

What does the strategic relevance of performance evaluations refer to?

Accepted Answer

A) the extent to which individuals tend to maintain a certain level of performance over time 
B) the extent to which standards capture the entire range of an employee's responsibilities 
C) the extent to which standards relate to the overall objectives of the organization 
D) the extent to which internal and external strategic factors can influence performance 
A) the extent to which individuals tend to maintain a certain level of performance over time 
B) the extent to which standards capture the entire range of an employee's responsibilities 
C) the extent to which standards relate to the overall objectives of the organization 
D) the extent to which internal and external strategic factors can influence performance

Question 20

A performance evaluation program can be used for many purposes,including salary recommendations and the retention and termination of employees.

Accepted Answer

A) True 
 B)False

Farah,a waitress at OMG Restaurant,was appraised only on the quality of the food she delivered to the customers.Which type of problem does this evaluation illustrate?

One of the primary strengths of results evaluations is that they are not likely to suffer from contamination by external factors that employees cannot influence.

Why are evaluation interviews important? What are some guidelines for effectiveness?

Which of the following are the two primary purposes of performance evaluations?

The balanced scorecard approach integrates four categories: financial,customer,processes,and outcomes.

The main advantage of a BARS is that it requires minimal time and effort to develop.

Tracy was evaluated by multiple raters in her last job,including her supervisor,customers,peers,and clients.What performance evaluation system was most likely used in this instance?

One disadvantage of peer evaluations is that they furnish less valid information than evaluations by superiors.

Which of the following is an accurate listing of the factors that affect performance?

In order to increase employee motivation levels,written performance standards should be objective but not defined in quantifiable and measurable terms.

Dividing the evaluation interview into two sessions,one for the performance review and the other for the employee's growth plans,is a good strategy to improve communication between the parties.

Peer evaluations are useful for ratings on dimensions such as leadership and interpersonal skills.

In most instances,one person can easily observe and evaluate an employee's performance.

The balanced scorecard approach translates broad goals into increasingly specific goals,so that individuals can see how their performance relates to the overall performance of the firm.

Why is performance evaluation important?

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

What is the most important thing an organization can do to ensure that a performance evaluation process achieves standards that are legally defensible if challenged in courts?

What advantage do peer evaluations have over other types of evaluations?

What does the strategic relevance of performance evaluations refer to?

A performance evaluation program can be used for many purposes,including salary recommendations and the retention and termination of employees.

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

Farah,a waitress at OMG Restaurant,was appraised only on the quality of the food she delivered to the customers.Which type of problem does this evaluation illustrate?

One of the primary strengths of results evaluations is that they are not likely to suffer from contamination by external factors that employees cannot influence.

Why are evaluation interviews important? What are some guidelines for effectiveness?

Which of the following are the two primary purposes of performance evaluations?

The balanced scorecard approach integrates four categories: financial,customer,processes,and outcomes.

The main advantage of a BARS is that it requires minimal time and effort to develop.

Tracy was evaluated by multiple raters in her last job,including her supervisor,customers,peers,and clients.What performance evaluation system was most likely used in this instance?

One disadvantage of peer evaluations is that they furnish less valid information than evaluations by superiors.

Which of the following is an accurate listing of the factors that affect performance?

In order to increase employee motivation levels,written performance standards should be objective but not defined in quantifiable and measurable terms.

Dividing the evaluation interview into two sessions,one for the performance review and the other for the employee's growth plans,is a good strategy to improve communication between the parties.

Peer evaluations are useful for ratings on dimensions such as leadership and interpersonal skills.

In most instances,one person can easily observe and evaluate an employee's performance.

The balanced scorecard approach translates broad goals into increasingly specific goals,so that individuals can see how their performance relates to the overall performance of the firm.

Why is performance evaluation important?

Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest.

What is the most important thing an organization can do to ensure that a performance evaluation process achieves standards that are legally defensible if challenged in courts?

What advantage do peer evaluations have over other types of evaluations?

What does the strategic relevance of performance evaluations refer to?

A performance evaluation program can be used for many purposes,including salary recommendations and the retention and termination of employees.

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