Question 1

Attribute-based performance methods have strong congruence between the techniques and the company's strategy.

Accepted Answer

A) True 
 B)False

Question 2

A performance management system should link employee activities with an organization's goals.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following approaches to performance measurement minimizes contamination and deficiency?

Accepted Answer

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

Question 4

Appraisals that involve collecting subordinates' evaluations of a manager's behavior or skills are known as

Accepted Answer

A) 360-degree feedback. 
B) screening interviews. 
C) peer review. 
D) social performance. 
E) upward feedback. 
A) 360-degree feedback. 
B) screening interviews. 
C) peer review. 
D) social performance. 
E) upward feedback.

Question 5

Quality-based performance methods are quite easy to develop and are generalizable across a variety of jobs,strategies,and organizations.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is the first step in the Productivity Measurement and Evaluation System (ProMES)?

Accepted Answer

A) The staff defines indicators of the products to measure how well the products are being generated. 
B) The management develops a feedback system that provides employees and work groups with information about their specific level of performance. 
C) People in the organization identify the set of activities or objectives the organization expects to accomplish. 
D) The employee and manager identify what the employee can do to capitalize on performance strengths. 
E) The staff establishes the contingencies between the amount of the indicators and the level of evaluation associated with that amount. 
A) The staff defines indicators of the products to measure how well the products are being generated. 
B) The management develops a feedback system that provides employees and work groups with information about their specific level of performance. 
C) People in the organization identify the set of activities or objectives the organization expects to accomplish. 
D) The employee and manager identify what the employee can do to capitalize on performance strengths. 
E) The staff establishes the contingencies between the amount of the indicators and the level of evaluation associated with that amount.

Question 7

Barrett and Lynn both rated the employees on the sales team.If their ratings are consistent then they have ________ reliability.

Accepted Answer

A) internal consistency 
B) interrater 
C) inter-method 
D) test-retest 
E) parallel-forms 
A) internal consistency 
B) interrater 
C) inter-method 
D) test-retest 
E) parallel-forms

Question 8

The ________ approach assumes that subjectivity can be eliminated from the measurement process and that outcomes are the closest indicators of one's contribution to organizational effectiveness.

Accepted Answer

A) behavior 
B) results 
C) attribute 
D) quality 
E) comparative 
A) behavior 
B) results 
C) attribute 
D) quality 
E) comparative

Question 9

Both the comparative and the attribute approaches to performance measurement are

Accepted Answer

A) high on strategic congruence. 
B) very low on specificity. 
C) low on acceptability. 
D) high on reliability. 
E) very high on validity. 
A) high on strategic congruence. 
B) very low on specificity. 
C) low on acceptability. 
D) high on reliability. 
E) very high on validity.

Question 10

At BayPoint Strategies,employees can work on several projects over the course of a year,reporting to different managers and interacting with a variety of team members.Which of the following approaches would be most effective and efficient in assessing employee performance at this consulting firm?

Accepted Answer

A) Upward feedback 
B) Social performance management 
C) Productivity Measurement and Evaluation System 
D) 360-degree appraisal 
E) Paired comparison method 
A) Upward feedback 
B) Social performance management 
C) Productivity Measurement and Evaluation System 
D) 360-degree appraisal 
E) Paired comparison method

Question 11

Using examples,explain the advantages and disadvantages of using behavioral anchors in the behaviorally anchored rating scale (BARS).

Accepted Answer

Behavioral anchors have advantages and d

Question 12

Whittaker Publishing Corp.is a publishing company that wants to hire more technical experts to handle the software requirements in the publishing process.However,the test given to the programmers assesses not only their technical knowledge but also their communication skills,language abilities,and understanding of client services.The test conducted by Whittaker Publishing Corp.is

Accepted Answer

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

Question 13

Zoe would like to terminate an employee.She claims that the employee is always on her cell phone and not focusing on her work.You recommend she use a ________ to track the frequency of the behavior,so she can share that information with the employee.

Accepted Answer

A) simple ranking method 
B) behavioral observation scale 
C) graphic rating scale 
D) organizational behavior modification method 
E) forced distribution scale 
A) simple ranking method 
B) behavioral observation scale 
C) graphic rating scale 
D) organizational behavior modification method 
E) forced distribution scale

Question 14

A behaviorally anchored rating scale is designed to specifically define performance dimensions by developing behavioral anchors associated with different levels of performance.

Accepted Answer

A) True 
 B)False

Question 15

________ attempts to emphasize the multidimensional nature of performance and thoroughly familiarize the raters with the actual content of various performance dimensions.

Accepted Answer

A) Social performance measurement 
B) Sensitivity training 
C) Multidimensional training 
D) Rater accuracy training 
E) Process-flow analysis 
A) Social performance measurement 
B) Sensitivity training 
C) Multidimensional training 
D) Rater accuracy training 
E) Process-flow analysis

Question 16

A competent employee receives lower-than-deserved ratings because of a few outstanding colleagues who set very high performance standards.This is an example of a ________ rater error.

Accepted Answer

A) contrast 
B) distributional 
C) halo 
D) similar to me 
E) horns 
A) contrast 
B) distributional 
C) halo 
D) similar to me 
E) horns

Question 17

Output is a factor to be considered in analyzing poor performance.

Accepted Answer

A) True 
 B)False

Question 18

Explain how the expected results of a performance management system designed with a strong quality orientation can impact employee performance.

Accepted Answer

The following are the results a performa

Question 19

What are competencies? Explain a competency model.

Accepted Answer

Competencies are sets of skills,knowledg

Question 20

Benito,a psychology student,has had an overall negative impression of his psychology professor.As a consequence,during the end-of-term appraisal,he rates his professor low on all performance criteria.Which of the following rater errors has Benito committed?

Accepted Answer

A) Horns 
B) Leniency 
C) Central tendency 
D) Contrast 
E) Strictness 
A) Horns 
B) Leniency 
C) Central tendency 
D) Contrast 
E) Strictness

Attribute-based performance methods have strong congruence between the techniques and the company's strategy.

A performance management system should link employee activities with an organization's goals.

Which of the following approaches to performance measurement minimizes contamination and deficiency?

Appraisals that involve collecting subordinates' evaluations of a manager's behavior or skills are known as

Quality-based performance methods are quite easy to develop and are generalizable across a variety of jobs,strategies,and organizations.

Which of the following is the first step in the Productivity Measurement and Evaluation System (ProMES)?

Barrett and Lynn both rated the employees on the sales team.If their ratings are consistent then they have ________ reliability.

The ________ approach assumes that subjectivity can be eliminated from the measurement process and that outcomes are the closest indicators of one's contribution to organizational effectiveness.

Both the comparative and the attribute approaches to performance measurement are

At BayPoint Strategies,employees can work on several projects over the course of a year,reporting to different managers and interacting with a variety of team members.Which of the following approaches would be most effective and efficient in assessing employee performance at this consulting firm?

Using examples,explain the advantages and disadvantages of using behavioral anchors in the behaviorally anchored rating scale (BARS).

Zoe would like to terminate an employee.She claims that the employee is always on her cell phone and not focusing on her work.You recommend she use a ________ to track the frequency of the behavior,so she can share that information with the employee.

A behaviorally anchored rating scale is designed to specifically define performance dimensions by developing behavioral anchors associated with different levels of performance.

________ attempts to emphasize the multidimensional nature of performance and thoroughly familiarize the raters with the actual content of various performance dimensions.

A competent employee receives lower-than-deserved ratings because of a few outstanding colleagues who set very high performance standards.This is an example of a ________ rater error.

Output is a factor to be considered in analyzing poor performance.

Explain how the expected results of a performance management system designed with a strong quality orientation can impact employee performance.

What are competencies? Explain a competency model.

Benito,a psychology student,has had an overall negative impression of his psychology professor.As a consequence,during the end-of-term appraisal,he rates his professor low on all performance criteria.Which of the following rater errors has Benito committed?

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

Attribute-based performance methods have strong congruence between the techniques and the company's strategy.

A performance management system should link employee activities with an organization's goals.

Which of the following approaches to performance measurement minimizes contamination and deficiency?

Appraisals that involve collecting subordinates' evaluations of a manager's behavior or skills are known as

Quality-based performance methods are quite easy to develop and are generalizable across a variety of jobs,strategies,and organizations.

Which of the following is the first step in the Productivity Measurement and Evaluation System (ProMES)?

Barrett and Lynn both rated the employees on the sales team.If their ratings are consistent then they have ________ reliability.

The ________ approach assumes that subjectivity can be eliminated from the measurement process and that outcomes are the closest indicators of one's contribution to organizational effectiveness.

Both the comparative and the attribute approaches to performance measurement are

At BayPoint Strategies,employees can work on several projects over the course of a year,reporting to different managers and interacting with a variety of team members.Which of the following approaches would be most effective and efficient in assessing employee performance at this consulting firm?

Using examples,explain the advantages and disadvantages of using behavioral anchors in the behaviorally anchored rating scale (BARS).

Zoe would like to terminate an employee.She claims that the employee is always on her cell phone and not focusing on her work.You recommend she use a ________ to track the frequency of the behavior,so she can share that information with the employee.

A behaviorally anchored rating scale is designed to specifically define performance dimensions by developing behavioral anchors associated with different levels of performance.

________ attempts to emphasize the multidimensional nature of performance and thoroughly familiarize the raters with the actual content of various performance dimensions.

A competent employee receives lower-than-deserved ratings because of a few outstanding colleagues who set very high performance standards.This is an example of a ________ rater error.

Output is a factor to be considered in analyzing poor performance.

Explain how the expected results of a performance management system designed with a strong quality orientation can impact employee performance.

What are competencies? Explain a competency model.

Benito,a psychology student,has had an overall negative impression of his psychology professor.As a consequence,during the end-of-term appraisal,he rates his professor low on all performance criteria.Which of the following rater errors has Benito committed?

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