Question 1

Behaviorally anchored rating scales are job evaluation methods that use a predetermined scale to rate the worker on important job dimensions.

Accepted Answer

A) True 
 B)False

Question 2

Performance appraisals must be based on job analyses, but they do not have to be standardized in terms of administration.

Accepted Answer

A) True 
 B)False

Question 3

The extent to which performance appraisals contain elements that detract from the accurate assessment of job performance refers to

Accepted Answer

A)  criterion relevance. 
B)  criterion deficiency. 
C)  criterion usefulness. 
D)  criterion contamination. 
A)  criterion relevance. 
B)  criterion deficiency. 
C)  criterion usefulness. 
D)  criterion contamination.

Question 4

A worker who displays tremendous work effort may best be evaluated using

Accepted Answer

A)  observational techniques. 
B)  objective performance criteria. 
C)  subjective performance criteria. 
D)  checklists. 
A)  observational techniques. 
B)  objective performance criteria. 
C)  subjective performance criteria. 
D)  checklists.

Question 5

The use of behaviorally anchored rating scales

Accepted Answer

A)  is time-consuming because BARS are difficult to develop. 
B)  allows a clear focus on performance behaviors that are relevant to a particular job. 
C)  helps to overcome rater biases. 
D)  All of the above 
A)  is time-consuming because BARS are difficult to develop. 
B)  allows a clear focus on performance behaviors that are relevant to a particular job. 
C)  helps to overcome rater biases. 
D)  All of the above

Question 6

Checklists consist of statements about performance

Accepted Answer

A)  in a variety of jobs. 
B)  which are defined by the worker. 
C)  which are derived from observations of all workers. 
D)  which are derived from a job analysis. 
A)  in a variety of jobs. 
B)  which are defined by the worker. 
C)  which are derived from observations of all workers. 
D)  which are derived from a job analysis.

Question 7

To be useful, a performance criterion should

Accepted Answer

A)  be relatively easy and cost-effective to measure. 
B)  be seen as relevant by the appraiser and by the employee. 
C)  be seen as relevant by the management of the organization. 
D)  All of the above 
A)  be relatively easy and cost-effective to measure. 
B)  be seen as relevant by the appraiser and by the employee. 
C)  be seen as relevant by the management of the organization. 
D)  All of the above

Question 8

The personal biases of performance appraisers

Accepted Answer

A)  never influence appraisals if standardized instruments are used. 
B)  are commonly based on worker sex, age, race, and physical characteristics. 
C)  are always less influential than other response biases. 
D)  are involved in the actor-observer bias. 
A)  never influence appraisals if standardized instruments are used. 
B)  are commonly based on worker sex, age, race, and physical characteristics. 
C)  are always less influential than other response biases. 
D)  are involved in the actor-observer bias.

Question 9

In general, the greater the delay between performance and the appraisal of work behaviors, the less accurate the appraisal will be.

Accepted Answer

A) True 
 B)False

Question 10

Using a paired comparison method of performance appraisal for four employees would result in how many separate comparisons?

Accepted Answer

A)  four 
B)  six 
C)  eight 
D)  sixteen 
A)  four 
B)  six 
C)  eight 
D)  sixteen

Question 11

Comparative methods of performance appraisal include

Accepted Answer

A)  the ranking technique. 
B)  checklists. 
C)  graphic rating scales. 
D)  subjective performance evaluations. 
A)  the ranking technique. 
B)  checklists. 
C)  graphic rating scales. 
D)  subjective performance evaluations.

Question 12

Cognitive approaches to understanding the performance appraisal process focus on

Accepted Answer

A)  how information about worker performance is acquired. 
B)  how evaluators organize and store information about worker performance. 
C)  how evaluators retrieve and translate stored information in appraising performance. 
D)  All of the above 
A)  how information about worker performance is acquired. 
B)  how evaluators organize and store information about worker performance. 
C)  how evaluators retrieve and translate stored information in appraising performance. 
D)  All of the above

Question 13

One way to increase the reliability of performance appraisals is to use multiple ratings of
performance.

Accepted Answer

A) True 
 B)False

Question 14

360-degree feedback refers to

Accepted Answer

A)  providing workers with complete performance appraisals by supervisors. 
B)  allowing workers to explain deficiencies in their performance. 
C)  gathering performance appraisals from supervisors, subordinates, peers, and others. 
D)  large organizational meetings designed to assess the effectiveness of performance appraisals. 
A)  providing workers with complete performance appraisals by supervisors. 
B)  allowing workers to explain deficiencies in their performance. 
C)  gathering performance appraisals from supervisors, subordinates, peers, and others. 
D)  large organizational meetings designed to assess the effectiveness of performance appraisals.

Question 15

The use of checklists may limit the focus of performance appraisals, since the rater must choose from among a limited number of statements which may not capture all aspects of performance in a job.

Accepted Answer

A) True 
 B)False

Question 16

Leniency and severity errors lead to

Accepted Answer

A)  a lack of discrimination between good and poor workers. 
B)  accurate performance appraisals for only favored workers. 
C)  discriminatory practices in hiring and promotion decisions. 
D)  All of the above 
A)  a lack of discrimination between good and poor workers. 
B)  accurate performance appraisals for only favored workers. 
C)  discriminatory practices in hiring and promotion decisions. 
D)  All of the above

Question 17

A common source of criterion contamination is

Accepted Answer

A)  the use of objective performance criteria. 
B)  the use of subjective performance criteria. 
C)  appraiser biases. 
D)  a lack of time to develop accurate performance criteria. 
A)  the use of objective performance criteria. 
B)  the use of subjective performance criteria. 
C)  appraiser biases. 
D)  a lack of time to develop accurate performance criteria.

Question 18

Objective performance criteria would be most easily developed for the job of

Accepted Answer

A)  dancer. 
B)  bank teller. 
C)  executive vice president. 
D)  author. 
A)  dancer. 
B)  bank teller. 
C)  executive vice president. 
D)  author.

Question 19

The actor-observer bias is a main reason why supervisors and subordinates do not always
agree when it comes to performance appraisals.

Accepted Answer

A) True 
 B)False

Question 20

The evaluation of employees' job performance is

Accepted Answer

A)  not very important to the organization. 
B)  important to the individual worker, but not to the organization. 
C)  a vital personnel function. 
D)  only important for I/O researchers. 
A)  not very important to the organization. 
B)  important to the individual worker, but not to the organization. 
C)  a vital personnel function. 
D)  only important for I/O researchers.

Behaviorally anchored rating scales are job evaluation methods that use a predetermined scale to rate the worker on important job dimensions.

Performance appraisals must be based on job analyses, but they do not have to be standardized in terms of administration.

The extent to which performance appraisals contain elements that detract from the accurate assessment of job performance refers to

A worker who displays tremendous work effort may best be evaluated using

The use of behaviorally anchored rating scales

Checklists consist of statements about performance

To be useful, a performance criterion should

The personal biases of performance appraisers

In general, the greater the delay between performance and the appraisal of work behaviors, the less accurate the appraisal will be.

Using a paired comparison method of performance appraisal for four employees would result in how many separate comparisons?

Comparative methods of performance appraisal include

Cognitive approaches to understanding the performance appraisal process focus on

One way to increase the reliability of performance appraisals is to use multiple ratings of performance.

360-degree feedback refers to

The use of checklists may limit the focus of performance appraisals, since the rater must choose from among a limited number of statements which may not capture all aspects of performance in a job.

Leniency and severity errors lead to

A common source of criterion contamination is

Objective performance criteria would be most easily developed for the job of

The actor-observer bias is a main reason why supervisors and subordinates do not always agree when it comes to performance appraisals.

The evaluation of employees' job performance is

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Employee Recruitment, Selection, and Placement

Methods for Assessing and Selecting Employees

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters

Exam 6: Evaluating Employee Performance

Behaviorally anchored rating scales are job evaluation methods that use a predetermined scale to rate the worker on important job dimensions.

Performance appraisals must be based on job analyses, but they do not have to be standardized in terms of administration.

The extent to which performance appraisals contain elements that detract from the accurate assessment of job performance refers to

A worker who displays tremendous work effort may best be evaluated using

The use of behaviorally anchored rating scales

Checklists consist of statements about performance

To be useful, a performance criterion should

The personal biases of performance appraisers

In general, the greater the delay between performance and the appraisal of work behaviors, the less accurate the appraisal will be.

Using a paired comparison method of performance appraisal for four employees would result in how many separate comparisons?

Comparative methods of performance appraisal include

Cognitive approaches to understanding the performance appraisal process focus on

One way to increase the reliability of performance appraisals is to use multiple ratings of performance.

360-degree feedback refers to

The use of checklists may limit the focus of performance appraisals, since the rater must choose from among a limited number of statements which may not capture all aspects of performance in a job.

Leniency and severity errors lead to

A common source of criterion contamination is

Objective performance criteria would be most easily developed for the job of

The actor-observer bias is a main reason why supervisors and subordinates do not always agree when it comes to performance appraisals.

The evaluation of employees' job performance is

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Employee Recruitment, Selection, and Placement

Methods for Assessing and Selecting Employees

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters