Question 1

If organizations consider ends more important than means,goal achievement should be a factor in performance appraisals.

Accepted Answer

A) True 
 B)False

Question 2

When employees are incorrectly rated near the middle of the scale,this error is referred to as ________.

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 3

Negligent retention may create ________ for employers that engage in this practice.

Accepted Answer

A)  a strong reputation 
B)  employee empowerment 
C)  liability 
D)  all of the above 
A)  a strong reputation 
B)  employee empowerment 
C)  liability 
D)  all of the above

Question 4

Which statement about traits is most accurate?

Accepted Answer

A)  traits do influence behavior, but these do not fully account for behavior 
B)  traits are readily translated into job performance 
C)  traits influence motivation, but not job performance 
D)  traits determine a person's personality profile 
A)  traits do influence behavior, but these do not fully account for behavior 
B)  traits are readily translated into job performance 
C)  traits influence motivation, but not job performance 
D)  traits determine a person's personality profile

Question 5

Which category of performance appraisal system is closely related to the management by objectives (MBO)system?

Accepted Answer

A)  forced distribution 
B)  BOS 
C)  results-based 
D)  BARS 
A)  forced distribution 
B)  BOS 
C)  results-based 
D)  BARS

Question 6

In an appraisal interview,the rating manager should never ________.

Accepted Answer

A)  refuse to discuss negative employee performance as a defense against a possible lawsuit 
B)  assist the employee in setting goals 
C)  refuse to take some responsibility for an employee's performance if the supervisor neglected to provide regular performance feedback 
D)  take any responsibility for an employee's performance 
A)  refuse to discuss negative employee performance as a defense against a possible lawsuit 
B)  assist the employee in setting goals 
C)  refuse to take some responsibility for an employee's performance if the supervisor neglected to provide regular performance feedback 
D)  take any responsibility for an employee's performance

Question 7

The purpose of the ________ of performance appraisal is to keep managers from being excessively lenient and having a disproportionate number of employees in the superior category.

Accepted Answer

A)  BARS method 
B)  rating scale method 
C)  results-based method 
D)  forced distribution method 
A)  BARS method 
B)  rating scale method 
C)  results-based method 
D)  forced distribution method

Question 8

Managing employee performance should be a ________ process if it is to be the most effective.

Accepted Answer

A)  formal 
B)  continuous 
C)  structured 
D)  bi-annual 
A)  formal 
B)  continuous 
C)  structured 
D)  bi-annual

Question 9

Kyra works as a marketing assistant and will be receiving a performance appraisal soon.Kyra will receive ratings from her supervisors,team members,subordinates,and customers.Kyra will also be asked to review her own performance.Which performance appraisal method is most likely used at Kyra's firm?

Accepted Answer

A)  rating scales method 
B)  work standards method 
C)  critical incident method 
D)  360-degree feedback evaluation method 
A)  rating scales method 
B)  work standards method 
C)  critical incident method 
D)  360-degree feedback evaluation method

Question 10

A halo error occurs when a manager generalizes one negative performance feature to all aspects of employee performance.

Accepted Answer

A) True 
 B)False

Question 11

In Albemarle Paper v Moody and Mistretta v Sandia Corporation,the courts ruled that performance appraisal systems should not be discriminatory.

Accepted Answer

A) True 
 B)False

Question 12

What is the biggest risk associated with the 360-degree feedback evaluation method?

Accepted Answer

A)  poor individual development 
B)  minimal effectiveness 
C)  questionable legality 
D)  lack of confidentiality 
A)  poor individual development 
B)  minimal effectiveness 
C)  questionable legality 
D)  lack of confidentiality

Question 13

Which of the following is NOT characteristic of effective performance appraisal systems?

Accepted Answer

A)  standardized evaluation tools 
B)  annual employee feedback 
C)  formal grievance process 
D)  trained evaluators 
A)  standardized evaluation tools 
B)  annual employee feedback 
C)  formal grievance process 
D)  trained evaluators

Question 14

What is the first step of the performance appraisal process?

Accepted Answer

A)  establishing employee job expectations 
B)  identifying specific performance goals 
C)  conducting a thorough job analysis 
D)  evaluating work performance 
A)  establishing employee job expectations 
B)  identifying specific performance goals 
C)  conducting a thorough job analysis 
D)  evaluating work performance

Question 15

Managers at A-1 Enterprises use the rating scales method to evaluate employee performance.Ratings are based on factors such as attitude,loyalty,and personality.What is the most likely problem with this type of performance appraisal system?

Accepted Answer

A)  leniency 
B)  lack of objectivity 
C)  strictness 
D)  central tendency 
A)  leniency 
B)  lack of objectivity 
C)  strictness 
D)  central tendency

Question 16

The manager and the subordinate jointly agree on objectives for the next appraisal period in a management by objectives system.

Accepted Answer

A) True 
 B)False

Question 17

What appraisal method appeals to managers who want employees to participate in their own evaluation and development?

Accepted Answer

A)  superior 
B)  peer appraisal 
C)  subordinate 
D)  self-appraisal 
A)  superior 
B)  peer appraisal 
C)  subordinate 
D)  self-appraisal

Question 18

Which of the following has traditionally been responsible for evaluating employee performance?

Accepted Answer

A)  team members 
B)  subordinates 
C)  immediate supervisors 
D)  top corporate customers 
A)  team members 
B)  subordinates 
C)  immediate supervisors 
D)  top corporate customers

Question 19

In most cases,the first step of the performance appraisal process involves identifying specific performance goals.

Accepted Answer

A) True 
 B)False

Question 20

What are some of the challenges associated with conducting performance appraisals in China?

Accepted Answer

PA is an area of human resource manageme

If organizations consider ends more important than means,goal achievement should be a factor in performance appraisals.

When employees are incorrectly rated near the middle of the scale,this error is referred to as ________.

Negligent retention may create ________ for employers that engage in this practice.

Which statement about traits is most accurate?

Which category of performance appraisal system is closely related to the management by objectives (MBO)system?

In an appraisal interview,the rating manager should never ________.

The purpose of the ________ of performance appraisal is to keep managers from being excessively lenient and having a disproportionate number of employees in the superior category.

Managing employee performance should be a ________ process if it is to be the most effective.

Kyra works as a marketing assistant and will be receiving a performance appraisal soon.Kyra will receive ratings from her supervisors,team members,subordinates,and customers.Kyra will also be asked to review her own performance.Which performance appraisal method is most likely used at Kyra's firm?

A halo error occurs when a manager generalizes one negative performance feature to all aspects of employee performance.

In Albemarle Paper v Moody and Mistretta v Sandia Corporation,the courts ruled that performance appraisal systems should not be discriminatory.

What is the biggest risk associated with the 360-degree feedback evaluation method?

Which of the following is NOT characteristic of effective performance appraisal systems?

What is the first step of the performance appraisal process?

Managers at A-1 Enterprises use the rating scales method to evaluate employee performance.Ratings are based on factors such as attitude,loyalty,and personality.What is the most likely problem with this type of performance appraisal system?

The manager and the subordinate jointly agree on objectives for the next appraisal period in a management by objectives system.

What appraisal method appeals to managers who want employees to participate in their own evaluation and development?

Which of the following has traditionally been responsible for evaluating employee performance?

In most cases,the first step of the performance appraisal process involves identifying specific performance goals.

What are some of the challenges associated with conducting performance appraisals in China?

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

If organizations consider ends more important than means,goal achievement should be a factor in performance appraisals.

When employees are incorrectly rated near the middle of the scale,this error is referred to as ________.

Negligent retention may create ________ for employers that engage in this practice.

Which statement about traits is most accurate?

Which category of performance appraisal system is closely related to the management by objectives (MBO)system?

In an appraisal interview,the rating manager should never ________.

The purpose of the ________ of performance appraisal is to keep managers from being excessively lenient and having a disproportionate number of employees in the superior category.

Managing employee performance should be a ________ process if it is to be the most effective.

Kyra works as a marketing assistant and will be receiving a performance appraisal soon.Kyra will receive ratings from her supervisors,team members,subordinates,and customers.Kyra will also be asked to review her own performance.Which performance appraisal method is most likely used at Kyra's firm?

A halo error occurs when a manager generalizes one negative performance feature to all aspects of employee performance.

In Albemarle Paper v Moody and Mistretta v Sandia Corporation,the courts ruled that performance appraisal systems should not be discriminatory.

What is the biggest risk associated with the 360-degree feedback evaluation method?

Which of the following is NOT characteristic of effective performance appraisal systems?

What is the first step of the performance appraisal process?

Managers at A-1 Enterprises use the rating scales method to evaluate employee performance.Ratings are based on factors such as attitude,loyalty,and personality.What is the most likely problem with this type of performance appraisal system?

The manager and the subordinate jointly agree on objectives for the next appraisal period in a management by objectives system.

What appraisal method appeals to managers who want employees to participate in their own evaluation and development?

Which of the following has traditionally been responsible for evaluating employee performance?

In most cases,the first step of the performance appraisal process involves identifying specific performance goals.

What are some of the challenges associated with conducting performance appraisals in China?

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