Question 1

What is the primary advantage of using the work standards method?

Accepted Answer

A)  anonymity 
B)  objectivity 
C)  flexibility 
D)  acceptability 
A)  anonymity 
B)  objectivity 
C)  flexibility 
D)  acceptability

Question 2

When a manager generalizes one positive performance feature or incident to all aspects of employee performance,the manager is most likely guilty of ________.

Accepted Answer

A)  leniency 
B)  central tendency error 
C)  positive halo error 
D)  recent behavior bias 
A)  leniency 
B)  central tendency error 
C)  positive halo error 
D)  recent behavior bias

Question 3

Explain why the appraisal interview is the Achilles' heel of the entire evaluation process.

Accepted Answer

The appraisal interview is the Achilles'

Question 4

The marketing manager at P&M Consulting is known for giving subordinates undeserved high ratings.Which of the following best describes this problem?

Accepted Answer

A)  leniency 
B)  central tendency error 
C)  halo error 
D)  recent behavior bias 
A)  leniency 
B)  central tendency error 
C)  halo error 
D)  recent behavior bias

Question 5

With performance management,a close relationship exists between performance and ________.

Accepted Answer

A)  finances 
B)  competition 
C)  HR selection 
D)  incentive goals 
A)  finances 
B)  competition 
C)  HR selection 
D)  incentive goals

Question 6

The production supervisor at Elmwood Foods is known for being unduly critical of his subordinates' work performance.Which of the following best describes this problem?

Accepted Answer

A)  central tendency 
B)  stereotyping 
C)  halo error 
D)  strictness 
A)  central tendency 
B)  stereotyping 
C)  halo error 
D)  strictness

Question 7

According to experts,managers should conduct separate interviews for discussing employee performance and employee ________.

Accepted Answer

A)  development 
B)  strengths 
C)  goals 
D)  pay 
A)  development 
B)  strengths 
C)  goals 
D)  pay

Question 8

Formally documenting performance appraisal data is primarily necessary to ________.

Accepted Answer

A)  file federal employment reports 
B)  protect employers from lawsuits 
C)  help employees schedule necessary training 
D)  allow employers time for the appeals process 
A)  file federal employment reports 
B)  protect employers from lawsuits 
C)  help employees schedule necessary training 
D)  allow employers time for the appeals process

Question 9

What is the most common cause for the failure of performance appraisal systems?

Accepted Answer

A)  unclear goals and expectations 
B)  irrelevant development plans 
C)  time consuming for managers 
D)  high implementation costs 
A)  unclear goals and expectations 
B)  irrelevant development plans 
C)  time consuming for managers 
D)  high implementation costs

Question 10

Opponents of forced distribution contend that the system fosters paranoia among employees and destroys company loyalty.

Accepted Answer

A) True 
 B)False

Question 11

In which performance appraisal method are individuals assigned to a limited number of categories similar to a normal frequency distribution?

Accepted Answer

A)  essay 
B)  rating scales 
C)  weighted checklist 
D)  forced distribution 
A)  essay 
B)  rating scales 
C)  weighted checklist 
D)  forced distribution

Question 12

Dixon Manufacturing is a large firm that produces automotive parts for sports cars.Employees at Dixon receive annual performance appraisals from their supervisors.However,top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented.
-Which of the following,if true,best supports the argument that the forced distribution method is the most appropriate performance appraisal tool for Dixon to use?

Accepted Answer

A)  Employees at Dixon are provided training opportunities based on performance appraisal results. 
B)  Dixon executives want the firm to become a high performing work system within five years. 
C)  Dixon will be reducing its workforce and eliminating the lowest performing employees. 
D)  Supervisors at Dixon work with HR to hire, fire, and train all employees. 
A)  Employees at Dixon are provided training opportunities based on performance appraisal results. 
B)  Dixon executives want the firm to become a high performing work system within five years. 
C)  Dixon will be reducing its workforce and eliminating the lowest performing employees. 
D)  Supervisors at Dixon work with HR to hire, fire, and train all employees.

Question 13

Some companies use the forced distribution system because of its popularity among most managers and HR professionals.

Accepted Answer

A) True 
 B)False

Question 14

In the current business climate,firms may want to consider evaluating performance more often because ________.

Accepted Answer

A)  the law requires that companies conduct performance appraisals often 
B)  changes in the business climate occur rapidly 
C)  companies wish to avoid negligent retention 
D)  companies use performance appraisal as a labor cost savings tool 
A)  the law requires that companies conduct performance appraisals often 
B)  changes in the business climate occur rapidly 
C)  companies wish to avoid negligent retention 
D)  companies use performance appraisal as a labor cost savings tool

Question 15

Behaviors include a broad range of knowledge,skills,and traits that may be technical in nature,relate to interpersonal skills,or be business oriented.

Accepted Answer

A) True 
 B)False

Question 16

As an HR manager,how could you use performance appraisal information for HR tasks such as training and development,recruitment,and compensation?

Accepted Answer

Performance appraisal should point out a

Question 17

What are the steps in the performance appraisal process? What are the characteristics of an effective PA process?

Accepted Answer

The starting point for the PA process is

Question 18

What should a supervisor do if an employee refuses to sign a performance appraisal form?

Accepted Answer

A)  take disciplinary action against the employee 
B)  sign the form on the employee's behalf 
C)  document the employee's behavior 
D)  require the employee's signature 
A)  take disciplinary action against the employee 
B)  sign the form on the employee's behalf 
C)  document the employee's behavior 
D)  require the employee's signature

Question 19

Performance appraisal is an informal system of review and evaluation of individual or team task performance.

Accepted Answer

A) True 
 B)False

Question 20

From the list below,pick the outcome that characterizes the conclusion of a successful appraisal interview.

Accepted Answer

A)  deflating the employee's ego, so he or she will be more compliant 
B)  ending with specific, mutually agreed-upon plans for the employee's development 
C)  introducing a fault-finding structure into the close of the interview 
D)  making sure that the employee accepts his or her responsibility for additional training 
A)  deflating the employee's ego, so he or she will be more compliant 
B)  ending with specific, mutually agreed-upon plans for the employee's development 
C)  introducing a fault-finding structure into the close of the interview 
D)  making sure that the employee accepts his or her responsibility for additional training

What is the primary advantage of using the work standards method?

When a manager generalizes one positive performance feature or incident to all aspects of employee performance,the manager is most likely guilty of ________.

Explain why the appraisal interview is the Achilles' heel of the entire evaluation process.

The marketing manager at P&M Consulting is known for giving subordinates undeserved high ratings.Which of the following best describes this problem?

With performance management,a close relationship exists between performance and ________.

The production supervisor at Elmwood Foods is known for being unduly critical of his subordinates' work performance.Which of the following best describes this problem?

According to experts,managers should conduct separate interviews for discussing employee performance and employee ________.

Formally documenting performance appraisal data is primarily necessary to ________.

What is the most common cause for the failure of performance appraisal systems?

Opponents of forced distribution contend that the system fosters paranoia among employees and destroys company loyalty.

In which performance appraisal method are individuals assigned to a limited number of categories similar to a normal frequency distribution?

Some companies use the forced distribution system because of its popularity among most managers and HR professionals.

In the current business climate,firms may want to consider evaluating performance more often because ________.

Behaviors include a broad range of knowledge,skills,and traits that may be technical in nature,relate to interpersonal skills,or be business oriented.

As an HR manager,how could you use performance appraisal information for HR tasks such as training and development,recruitment,and compensation?

What are the steps in the performance appraisal process? What are the characteristics of an effective PA process?

What should a supervisor do if an employee refuses to sign a performance appraisal form?

Performance appraisal is an informal system of review and evaluation of individual or team task performance.

From the list below,pick the outcome that characterizes the conclusion of a successful appraisal interview.

Human Resource Management: An Overview

Business Ethics and Corporate Social Responsibility

Equal Employment Opportunity, Affirmative Action, and Workforce Diversity

Strategic Planning, Human Resource Planning, and Job Analysis

Recruitment

Selection

Training and Development

Direct Financial Compensation Core Compensation:

Indirect Financial Compensation Employee Benefits:

Labor Unions and Collective Bargaining

Internal Employee Relations

Employee Safety, Health, and Wellness

Global Human Resource Management

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Exam 7: Performance Management and Appraisal

What is the primary advantage of using the work standards method?

When a manager generalizes one positive performance feature or incident to all aspects of employee performance,the manager is most likely guilty of ________.

Explain why the appraisal interview is the Achilles' heel of the entire evaluation process.

The marketing manager at P&M Consulting is known for giving subordinates undeserved high ratings.Which of the following best describes this problem?

With performance management,a close relationship exists between performance and ________.

The production supervisor at Elmwood Foods is known for being unduly critical of his subordinates' work performance.Which of the following best describes this problem?

According to experts,managers should conduct separate interviews for discussing employee performance and employee ________.

Formally documenting performance appraisal data is primarily necessary to ________.

What is the most common cause for the failure of performance appraisal systems?

Opponents of forced distribution contend that the system fosters paranoia among employees and destroys company loyalty.

In which performance appraisal method are individuals assigned to a limited number of categories similar to a normal frequency distribution?

Some companies use the forced distribution system because of its popularity among most managers and HR professionals.

In the current business climate,firms may want to consider evaluating performance more often because ________.

Behaviors include a broad range of knowledge,skills,and traits that may be technical in nature,relate to interpersonal skills,or be business oriented.

As an HR manager,how could you use performance appraisal information for HR tasks such as training and development,recruitment,and compensation?

What are the steps in the performance appraisal process? What are the characteristics of an effective PA process?

What should a supervisor do if an employee refuses to sign a performance appraisal form?

Performance appraisal is an informal system of review and evaluation of individual or team task performance.

From the list below,pick the outcome that characterizes the conclusion of a successful appraisal interview.

Human Resource Management: An Overview

Business Ethics and Corporate Social Responsibility

Equal Employment Opportunity, Affirmative Action, and Workforce Diversity

Strategic Planning, Human Resource Planning, and Job Analysis

Recruitment

Selection

Training and Development

Direct Financial Compensation Core Compensation:

Indirect Financial Compensation Employee Benefits:

Labor Unions and Collective Bargaining

Internal Employee Relations

Employee Safety, Health, and Wellness

Global Human Resource Management

Filters