Exam 7: Appraising and Managing Performance

Which of the following is used in frame-of-reference training?

Which of the following is a true comparison between the rational perspective of appraisal and the political perspective of appraisal?

Managers using a rational perspective to appraise performance believe that:

The critical incident technique can be used to create ________ rating scales.

The absolute judgment format permits comparison ratings of individual workers in different work groups by various managers.

Which of the following is a disadvantage of an absolute judgment performance appraisal system?

Judges' decisions on appraisal systems have been favorably influenced by which of the following factors?

A(n)________ is a performance appraisal system in which workers rate themselves.

You are discussing changing your performance appraisal system with your executive management team.The VP of Operations wants the ability to compare employees working for different managers in different areas of the plant.The best appraisal system for this would be a(n):

Sudhir is evaluating Carol's performance.Sudhir has a poor opinion of Carol because she irritates him by asking questions and questioning his judgment in department meetings.When the HR director reviews Carol's performance evaluation,he notes that Sudhir has consistently rated Carol low.The HR director agrees in areas of judgment and tact but knows that Carol is considered one of the department's most effective people in other areas.What the HR director notes in Sudhir's evaluation is the rater bias called the halo effect.

Trait ratings evaluate worker characteristics that tend to be consistent and enduring.Consequently,like absolute systems,they eliminate all ambiguity from appraisals.

Additional Case 7.1 Shannon is the CEO of a firm that provides high-tech service support to other small businesses. He plans to revise the performance appraisal system to align it more closely with company goals. The tailored program should be fair and ethical and should produce consistent results. Shannon wants service employees to work together to maximize service quality. Since the sales force has not been particularly aggressive, sales are lagging. Shannon believes that profits and customer satisfaction will increase if sales people start providing after-sale service to customers. In the past, Shannon's sales managers have been receiving the same raises, regardless of their effectiveness. Now, Shannon wants to identify and reward the best-performing managers. By comparing managers across functions, Shannon believes he will be able to identify workers who are ready for more challenging responsibilities. -Refer to Additional Case 7.1.Shannon's first step in developing the new performance appraisal system is to:

Which of the following is a "microskill" that managers should use in employee appraisal interviews?

Automotive,Inc.(A.I.)is an automotive manufacturing company that uses self-managed teams to produce large automotive parts.When performing evaluations,A.I.needs to remember to:

Two line managers,Cameron and Ty,are performing appraisals on their subordinates.As they discuss their findings,they realize that they have very similar views on how they rate performance.The work that Cameron rates as excellent,Ty rates as excellent.The work that Ty rates as average,Cameron rates as average.These findings most likely indicate:

The tendency to rate similarly across dimensions is best known as ________ error.

An appraisal system that focuses on individuals rather than on any other factor is a(n):

Which of the following is LEAST likely a challenge of effective performance measurement?

Studies of performance appraisal systems show that the most influential element on the effectiveness of the system is the:

Outcome-based performance appraisal systems are more likely to: