Question 1

Validity is the consistency of a performance measure.

Accepted Answer

A) True 
 B)False  False

Question 2

Older employees tend to have more confidence in the fairness of social performance management than younger employees do.

Accepted Answer

A) True 
 B)False  False

Question 3

When evaluating employees,the most frequently used source is the manager of the unit.

Accepted Answer

A) True 
 B)False  True

Question 4

When gathering information on performance,HR relies on ________ more frequently than any other group,because they will have the most accurate information.

Accepted Answer

A) peers 
B) managers 
C) subordinates 
D) employees themselves 
E) customers 
A) peers 
B) managers 
C) subordinates 
D) employees themselves 
E) customers

Question 5

Which of the following is a means of measuring and feeding back productivity information to personnel with the main goal of motivating employees to higher levels of productivity?

Accepted Answer

A) Projective tests 
B) Productivity Measurement and Evaluation System 
C) Assessment centers 
D) Critical incidents 
E) Multicriteria decision analysis 
A) Projective tests 
B) Productivity Measurement and Evaluation System 
C) Assessment centers 
D) Critical incidents 
E) Multicriteria decision analysis

Question 6

In what legal suit would the plaintiff allege that the performance measurement system varied according to individuals?

Accepted Answer

A) Harassment suit 
B) Statutory tort 
C) Unjust dismissal suit 
D) Discrimination suit 
E) Custody action 
A) Harassment suit 
B) Statutory tort 
C) Unjust dismissal suit 
D) Discrimination suit 
E) Custody action

Question 7

Harriet wants all of her team members to receive a raise,so she gives them all a high rating.Which of the following errors is she falling prey to?

Accepted Answer

A) Halo 
B) Contrast 
C) Central tendency 
D) Leniency 
E) Similar to me 
A) Halo 
B) Contrast 
C) Central tendency 
D) Leniency 
E) Similar to me

Question 8

Which of the following is true about the quality approach to performance measurement?

Accepted Answer

A) The quality approach techniques usually have very little strategic congruence. 
B) The quality approach has very low acceptability. 
C) The quality approach does not advocate the evaluation of personal traits. 
D) The quality approach adopts a systems-oriented focus. 
E) The quality approach relies primarily on a combination of the comparative and results approaches to performance measurement. 
A) The quality approach techniques usually have very little strategic congruence. 
B) The quality approach has very low acceptability. 
C) The quality approach does not advocate the evaluation of personal traits. 
D) The quality approach adopts a systems-oriented focus. 
E) The quality approach relies primarily on a combination of the comparative and results approaches to performance measurement.

Question 9

One of the advantages of the results approach to performance measurement is that it disassociates an individual's results from the organization's strategies and goals.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following statistical process quality control techniques help identify the redundancies in procedures that increase manufacturing or service time?

Accepted Answer

A) Cause-and-effect diagrams 
B) Control charts 
C) Pareto charts 
D) Process-flow analyses 
E) Histograms 
A) Cause-and-effect diagrams 
B) Control charts 
C) Pareto charts 
D) Process-flow analyses 
E) Histograms

Question 11

A ________ is a quality control technique that lists the causes of a problem in decreasing order of importance.

Accepted Answer

A) cause-and-effect diagram 
B) control chart 
C) Pareto chart 
D) process-flow analysis 
E) histogram 
A) cause-and-effect diagram 
B) control chart 
C) Pareto chart 
D) process-flow analysis 
E) histogram

Question 12

Which of the following observations is true about scattergrams?

Accepted Answer

A) They help in identifying the most important cause of a problem. 
B) They are useful for understanding the amount of variance between an outcome and the expected value or average outcome. 
C) They help employees determine whether the relationship between two variables or events is positive,negative,or zero. 
D) They assume that the majority of problems are the result of a small number of causes. 
E) They are useful for identifying redundancy in processes that increases manufacturing or service time. 
A) They help in identifying the most important cause of a problem. 
B) They are useful for understanding the amount of variance between an outcome and the expected value or average outcome. 
C) They help employees determine whether the relationship between two variables or events is positive,negative,or zero. 
D) They assume that the majority of problems are the result of a small number of causes. 
E) They are useful for identifying redundancy in processes that increases manufacturing or service time.

Question 13

Olivia is writing her goals for her team for the next year.She looks back over the goals from the last year and the company's goals for this year to craft the goals.This first step of performance management is

Accepted Answer

A) developing employee goals,behavior,and actions to achieve outcomes. 
B) identifying performance outcomes for company divisions and departments. 
C) providing consequences for performance results. 
D) identifying the improvements needed. 
E) providing support and ongoing performance discussions. 
A) developing employee goals,behavior,and actions to achieve outcomes. 
B) identifying performance outcomes for company divisions and departments. 
C) providing consequences for performance results. 
D) identifying the improvements needed. 
E) providing support and ongoing performance discussions.

Question 14

An advantage of behaviorally anchored rating scales is an increased interrater reliability.

Accepted Answer

A) True 
 B)False

Question 15

Every year managers are given targets for categorizing their employees' performance at the end of the year.The managers are allowed 5 percent at the top,80 percent in the middle and then 15 percent at the bottom.This company is using

Accepted Answer

A) forced distribution. 
B) the high/low ranking system. 
C) paired comparison. 
D) alternation ranking. 
E) simple ranking. 
A) forced distribution. 
B) the high/low ranking system. 
C) paired comparison. 
D) alternation ranking. 
E) simple ranking.

Question 16

La'Keisha wants to understand data that HR has given her.She plots the points and evaluates the variance between the outcomes and the expected value.She most likely creates a

Accepted Answer

A) control chart. 
B) histogram. 
C) cause-and-effect diagram. 
D) process-flow analysis. 
E) Pareto chart. 
A) control chart. 
B) histogram. 
C) cause-and-effect diagram. 
D) process-flow analysis. 
E) Pareto chart.

Question 17

In which performance technique are managers given three statements of performance per dimension and asked to indicate whether an employee's performance is above (+),at (0),or below (−)the statements?

Accepted Answer

A) Behaviorally anchored rating scale 
B) Forced distribution scale 
C) Behavior observation scale 
D) Graphic rating scale 
E) Mixed-standard scale 
A) Behaviorally anchored rating scale 
B) Forced distribution scale 
C) Behavior observation scale 
D) Graphic rating scale 
E) Mixed-standard scale

Question 18

Tami meets with each employee to go over their performance review.She knows that ________ is important if she wants the employees to improve.

Accepted Answer

A) performance appraisal 
B) achievement discrepancy 
C) job rotation 
D) ability analysis 
E) performance feedback 
A) performance appraisal 
B) achievement discrepancy 
C) job rotation 
D) ability analysis 
E) performance feedback

Question 19

Managers are the most frequently used source of performance information.Explain this statement.

Accepted Answer

Managers are the most frequently used so

Question 20

Bridget has an employee who is struggling with meeting quotas and attendance.You offer her advice by telling her to not use the ________ as it will not provide guidance on improving employee behavior.

Accepted Answer

A) quality approach 
B) comparative approach 
C) behavioral approach 
D) attribute approach 
E) results approach 
A) quality approach 
B) comparative approach 
C) behavioral approach 
D) attribute approach 
E) results approach

Validity is the consistency of a performance measure.

Older employees tend to have more confidence in the fairness of social performance management than younger employees do.

When evaluating employees,the most frequently used source is the manager of the unit.

When gathering information on performance,HR relies on ________ more frequently than any other group,because they will have the most accurate information.

Which of the following is a means of measuring and feeding back productivity information to personnel with the main goal of motivating employees to higher levels of productivity?

In what legal suit would the plaintiff allege that the performance measurement system varied according to individuals?

Harriet wants all of her team members to receive a raise,so she gives them all a high rating.Which of the following errors is she falling prey to?

Which of the following is true about the quality approach to performance measurement?

One of the advantages of the results approach to performance measurement is that it disassociates an individual's results from the organization's strategies and goals.

Which of the following statistical process quality control techniques help identify the redundancies in procedures that increase manufacturing or service time?

A ________ is a quality control technique that lists the causes of a problem in decreasing order of importance.

Which of the following observations is true about scattergrams?

Olivia is writing her goals for her team for the next year.She looks back over the goals from the last year and the company's goals for this year to craft the goals.This first step of performance management is

An advantage of behaviorally anchored rating scales is an increased interrater reliability.

Every year managers are given targets for categorizing their employees' performance at the end of the year.The managers are allowed 5 percent at the top,80 percent in the middle and then 15 percent at the bottom.This company is using

La'Keisha wants to understand data that HR has given her.She plots the points and evaluates the variance between the outcomes and the expected value.She most likely creates a

In which performance technique are managers given three statements of performance per dimension and asked to indicate whether an employee's performance is above (+),at (0),or below (−)the statements?

Tami meets with each employee to go over their performance review.She knows that ________ is important if she wants the employees to improve.

Managers are the most frequently used source of performance information.Explain this statement.

Bridget has an employee who is struggling with meeting quotas and attendance.You offer her advice by telling her to not use the ________ as it will not provide guidance on improving employee behavior.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the Hrm Function

Filters

Exam 8: Performance Management

Validity is the consistency of a performance measure.

Older employees tend to have more confidence in the fairness of social performance management than younger employees do.

When evaluating employees,the most frequently used source is the manager of the unit.

When gathering information on performance,HR relies on ________ more frequently than any other group,because they will have the most accurate information.

Which of the following is a means of measuring and feeding back productivity information to personnel with the main goal of motivating employees to higher levels of productivity?

In what legal suit would the plaintiff allege that the performance measurement system varied according to individuals?

Harriet wants all of her team members to receive a raise,so she gives them all a high rating.Which of the following errors is she falling prey to?

Which of the following is true about the quality approach to performance measurement?

One of the advantages of the results approach to performance measurement is that it disassociates an individual's results from the organization's strategies and goals.

Which of the following statistical process quality control techniques help identify the redundancies in procedures that increase manufacturing or service time?

A ________ is a quality control technique that lists the causes of a problem in decreasing order of importance.

Which of the following observations is true about scattergrams?

Olivia is writing her goals for her team for the next year.She looks back over the goals from the last year and the company's goals for this year to craft the goals.This first step of performance management is

An advantage of behaviorally anchored rating scales is an increased interrater reliability.

Every year managers are given targets for categorizing their employees' performance at the end of the year.The managers are allowed 5 percent at the top,80 percent in the middle and then 15 percent at the bottom.This company is using

La'Keisha wants to understand data that HR has given her.She plots the points and evaluates the variance between the outcomes and the expected value.She most likely creates a

In which performance technique are managers given three statements of performance per dimension and asked to indicate whether an employee's performance is above (+),at (0),or below (−)the statements?

Tami meets with each employee to go over their performance review.She knows that ________ is important if she wants the employees to improve.

Managers are the most frequently used source of performance information.Explain this statement.

Bridget has an employee who is struggling with meeting quotas and attendance.You offer her advice by telling her to not use the ________ as it will not provide guidance on improving employee behavior.

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Strategically Managing the Hrm Function

Filters