Question 1

________ is the extent to which the performance management system elicits job performance that is consistent with an organization's strategy,goals,and culture.

Accepted Answer

A) Specificity 
B) Reliability 
C) Validity 
D) Strategic congruence 
E) Acceptability 
A) Specificity 
B) Reliability 
C) Validity 
D) Strategic congruence 
E) Acceptability

Question 2

A ________ rater error is one in which a rater gives middle or average ratings to all employees despite their performance.

Accepted Answer

A) horns 
B) leniency 
C) central tendency 
D) strictness 
E) contrast 
A) horns 
B) leniency 
C) central tendency 
D) strictness 
E) contrast

Question 3

Which of the following is an example of frame-of-reference training?

Accepted Answer

A) Evan focuses primarily on making managers aware of rating errors and how to reduce them effectively. 
B) Christine makes managers aware of how errors influence ratings. 
C) Demita emphasizes using the same idea of high,medium,and low performances when making evaluations. 
D) Hassan stresses having consistent standards of evaluation. 
E) Lorena focuses on eliminating politics through discussion among managers. 
A) Evan focuses primarily on making managers aware of rating errors and how to reduce them effectively. 
B) Christine makes managers aware of how errors influence ratings. 
C) Demita emphasizes using the same idea of high,medium,and low performances when making evaluations. 
D) Hassan stresses having consistent standards of evaluation. 
E) Lorena focuses on eliminating politics through discussion among managers.

Question 4

Prometheus Corp.is a large-scale manufacturer of consumer electronic gadgets.As part of its performance management system,Prometheus measures the amount each employee contributes to the profits of the company,and the employees are either held accountable or rewarded based on their contributions.With regard to performance measurement,under which of the following would contribution to profits be categorized?

Accepted Answer

A) Key risk indicators (KRIs) 
B) Critical success factors (CSFs) 
C) Non-performing assets (NPAs) 
D) Key performance indicators (KPIs) 
E) Behavioral Observation Scales (BOSs) 
A) Key risk indicators (KRIs) 
B) Critical success factors (CSFs) 
C) Non-performing assets (NPAs) 
D) Key performance indicators (KPIs) 
E) Behavioral Observation Scales (BOSs)

Question 5

Discuss the various rater errors in performance management.

Accepted Answer

Seven main rater errors can occur in per

Question 6

Desiree and Jack were sharing their thoughts on the upcoming performance reviews.Desiree shares that she feels the system is fair.She has accepted the performance management system.

Accepted Answer

A) True 
 B)False

Question 7

The initial steps of the performance management cycle involve an employee and a manager identifying what the employee can do to capitalize on performance strengths.

Accepted Answer

A) True 
 B)False

Question 8

________ consists of practices participated in by employees from all levels of the company that focus on continuous improvement of business processes.

Accepted Answer

A) Quality circle 
B) Muda 
C) Kaizen 
D) Root cause analysis 
E) Business process reengineering 
A) Quality circle 
B) Muda 
C) Kaizen 
D) Root cause analysis 
E) Business process reengineering

Question 9

Which of the following is true of peers as the source of performance information?

Accepted Answer

A) Peers have expert knowledge of job requirements and often have the most opportunity to observe an employee in day-to-day activities. 
B) Peer evaluations give employees power over their managers,thus putting managers in a difficult situation. 
C) Peers are comfortable providing evaluations for both administrative and developmental purposes. 
D) Peers have the ability to discard the fact that they may be friends with the ratee in order to provide an unbiased rating. 
E) Peers give feedback that is strongly related to performance and to employee perceptions of the accuracy of the appraisal. 
A) Peers have expert knowledge of job requirements and often have the most opportunity to observe an employee in day-to-day activities. 
B) Peer evaluations give employees power over their managers,thus putting managers in a difficult situation. 
C) Peers are comfortable providing evaluations for both administrative and developmental purposes. 
D) Peers have the ability to discard the fact that they may be friends with the ratee in order to provide an unbiased rating. 
E) Peers give feedback that is strongly related to performance and to employee perceptions of the accuracy of the appraisal.

Question 10

Marian is worried that her unit will be the lowest performing unit again this year and she might lose her job.She looks at each person's evaluation and gives them an increase by an entire percentage point raising the overall total of her unit.Marian is engaged in appraisal politics.

Accepted Answer

A) True 
 B)False

Question 11

Thinking strategically,motivating others,and fostering teamwork are all competencies.

Accepted Answer

A) True 
 B)False

Question 12

The ________ method requires managers to compare every employee with every other employee in a work group,giving an employee a score of 1 every time he or she is considered the higher performer.

Accepted Answer

A) partner measurement 
B) probability distribution 
C) forced distribution 
D) paired comparison 
E) alternation ranking 
A) partner measurement 
B) probability distribution 
C) forced distribution 
D) paired comparison 
E) alternation ranking

Question 13

A software company assesses its developers more on their client support skills than their development skills.Which of the following would best describe the software company's performance management process?

Accepted Answer

A) Deficient 
B) Contaminated 
C) Unreliable 
D) Inconsistent 
E) Unspecified 
A) Deficient 
B) Contaminated 
C) Unreliable 
D) Inconsistent 
E) Unspecified

Question 14

Jian is a manager at Zobos Corp.He needs to perform an evaluation of his subordinates.He does this by pairing each of his subordinates with every other subordinate in the same group,then selects the higher performer between the two.At the end of the process,he calculates the number of times a subordinate has been the higher performer in a match-up.Which type of performance management system does Jian employ to perform the evaluation?

Accepted Answer

A) Probability distribution 
B) Simple ranking 
C) Forced distribution 
D) Paired comparison 
E) Scanlon plans 
A) Probability distribution 
B) Simple ranking 
C) Forced distribution 
D) Paired comparison 
E) Scanlon plans

Question 15

The extent to which a performance measure gives guidance to employees about what is expected of them is called

Accepted Answer

A) reliability. 
B) validity. 
C) specificity. 
D) acceptability. 
E) strategic congruence. 
A) reliability. 
B) validity. 
C) specificity. 
D) acceptability. 
E) strategic congruence.

Question 16

The ________ technique consists of having multiple raters above,equal to,and below the manager providing input into a manager's evaluation.

Accepted Answer

A) gamification 
B) background check 
C) 360-degree appraisal 
D) upward feedback 
E) performance appraisal 
A) gamification 
B) background check 
C) 360-degree appraisal 
D) upward feedback 
E) performance appraisal

Question 17

Scott has ranked his employees from the highest performer to the lowest performer demonstrating his understanding of alternation ranking.

Accepted Answer

A) True 
 B)False

Question 18

In the graphic rating scale,the rater

Accepted Answer

A) defines performance dimensions by developing behavioral anchors associated with different levels of performance. 
B) defines the relevant performance dimensions and then develops statements representing good,average,and poor performances along each dimension. 
C) considers one employee at a time,circling the number that signifies how much of that trait the individual has. 
D) identifies and describes competencies that are common for an entire occupation,organization,or job family or for a specific job. 
E) compares every employee with every other employee in the work group,giving an employee a score of 1 every time he or she is considered the higher performer. 
A) defines performance dimensions by developing behavioral anchors associated with different levels of performance. 
B) defines the relevant performance dimensions and then develops statements representing good,average,and poor performances along each dimension. 
C) considers one employee at a time,circling the number that signifies how much of that trait the individual has. 
D) identifies and describes competencies that are common for an entire occupation,organization,or job family or for a specific job. 
E) compares every employee with every other employee in the work group,giving an employee a score of 1 every time he or she is considered the higher performer.

Question 19

As the CEO of Blue Corp.,Terrell makes it a point to meet new hires at all levels of his organization.He explains the goals of the company and emphasizes the importance of an individual employee's role in the larger picture.This initiative of Terrell focuses on the ________ of performance management.

Accepted Answer

A) strategic purpose 
B) administrative purpose 
C) developmental purpose 
D) statistical purpose 
E) validity purpose 
A) strategic purpose 
B) administrative purpose 
C) developmental purpose 
D) statistical purpose 
E) validity purpose

Question 20

The major advantage of the 360-degree appraisal technique is that it provides a means for minimizing bias in an otherwise subjective evaluation technique.

Accepted Answer

A) True 
 B)False

________ is the extent to which the performance management system elicits job performance that is consistent with an organization's strategy,goals,and culture.

A ________ rater error is one in which a rater gives middle or average ratings to all employees despite their performance.

Which of the following is an example of frame-of-reference training?

Discuss the various rater errors in performance management.

Desiree and Jack were sharing their thoughts on the upcoming performance reviews.Desiree shares that she feels the system is fair.She has accepted the performance management system.

The initial steps of the performance management cycle involve an employee and a manager identifying what the employee can do to capitalize on performance strengths.

________ consists of practices participated in by employees from all levels of the company that focus on continuous improvement of business processes.

Which of the following is true of peers as the source of performance information?

Marian is worried that her unit will be the lowest performing unit again this year and she might lose her job.She looks at each person's evaluation and gives them an increase by an entire percentage point raising the overall total of her unit.Marian is engaged in appraisal politics.

Thinking strategically,motivating others,and fostering teamwork are all competencies.

The ________ method requires managers to compare every employee with every other employee in a work group,giving an employee a score of 1 every time he or she is considered the higher performer.

A software company assesses its developers more on their client support skills than their development skills.Which of the following would best describe the software company's performance management process?

The extent to which a performance measure gives guidance to employees about what is expected of them is called

The ________ technique consists of having multiple raters above,equal to,and below the manager providing input into a manager's evaluation.

Scott has ranked his employees from the highest performer to the lowest performer demonstrating his understanding of alternation ranking.

In the graphic rating scale,the rater

The major advantage of the 360-degree appraisal technique is that it provides a means for minimizing bias in an otherwise subjective evaluation technique.

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

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Exam 8: Performance Management

________ is the extent to which the performance management system elicits job performance that is consistent with an organization's strategy,goals,and culture.

A ________ rater error is one in which a rater gives middle or average ratings to all employees despite their performance.

Which of the following is an example of frame-of-reference training?

Discuss the various rater errors in performance management.

Desiree and Jack were sharing their thoughts on the upcoming performance reviews.Desiree shares that she feels the system is fair.She has accepted the performance management system.

The initial steps of the performance management cycle involve an employee and a manager identifying what the employee can do to capitalize on performance strengths.

________ consists of practices participated in by employees from all levels of the company that focus on continuous improvement of business processes.

Which of the following is true of peers as the source of performance information?

Marian is worried that her unit will be the lowest performing unit again this year and she might lose her job.She looks at each person's evaluation and gives them an increase by an entire percentage point raising the overall total of her unit.Marian is engaged in appraisal politics.

Thinking strategically,motivating others,and fostering teamwork are all competencies.

The ________ method requires managers to compare every employee with every other employee in a work group,giving an employee a score of 1 every time he or she is considered the higher performer.

A software company assesses its developers more on their client support skills than their development skills.Which of the following would best describe the software company's performance management process?

The extent to which a performance measure gives guidance to employees about what is expected of them is called

The ________ technique consists of having multiple raters above,equal to,and below the manager providing input into a manager's evaluation.

Scott has ranked his employees from the highest performer to the lowest performer demonstrating his understanding of alternation ranking.

In the graphic rating scale,the rater

The major advantage of the 360-degree appraisal technique is that it provides a means for minimizing bias in an otherwise subjective evaluation technique.

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