Question 1

The extent to which the means of appraising performance is pertinent to job success 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 2

Self-appraisals of performance are usually used in conjunction with supervisor appraisals.

Accepted Answer

A) True 
 B)False

Question 3

Comparative methods of performance appraisal include the ranking technique, the paired-comparison technique, and the forced-choice scale.

Accepted Answer

A) True 
 B)False

Question 4

An example of a soft performance criterion is

Accepted Answer

A)  how many light bulbs are packaged per hour. 
B)  how effective a manager is in motivating subordinates. 
C)  how long it takes a worker to assemble a toy product. 
D)  how many dollars in sales are generated by a salesperson. 
A)  how many light bulbs are packaged per hour. 
B)  how effective a manager is in motivating subordinates. 
C)  how long it takes a worker to assemble a toy product. 
D)  how many dollars in sales are generated by a salesperson.

Question 5

Explain the importance of accurate performance appraisals to organizations in making employee decisions.

Accepted Answer

Accurate performance appraisals are cruc

Question 6

Comparative methods of performance appraisal are simple to use but may sometimes yield misleading results.

Accepted Answer

A) True 
 B)False

Question 7

In non-U.S. cultures, there may be difficulties associated with using individual performance appraisals because

Accepted Answer

A)  emphasis may be placed on group rather than individual performance in that culture. 
B)  they are illegal in many countries. 
C)  more emphasis is placed on motivation than performance outside the U.S. 
D)  non-U.S. workers resist all forms of performance appraisal. 
A)  emphasis may be placed on group rather than individual performance in that culture. 
B)  they are illegal in many countries. 
C)  more emphasis is placed on motivation than performance outside the U.S. 
D)  non-U.S. workers resist all forms of performance appraisal.

Question 8

Comparative methods of appraising the performance of a nurse would include

Accepted Answer

A)  recording poor, average, and good behavioral incidents. 
B)  comparing the nurse's performance to that of every other nurse in the department. 
C)  recording the number of times the nurse was observed performing key work behaviors. 
D)  obtaining performance appraisals from patients, doctors, and other nurses. 
A)  recording poor, average, and good behavioral incidents. 
B)  comparing the nurse's performance to that of every other nurse in the department. 
C)  recording the number of times the nurse was observed performing key work behaviors. 
D)  obtaining performance appraisals from patients, doctors, and other nurses.

Question 9

There is generally good agreement between performance ratings made by peers and those
made by supervisors.

Accepted Answer

A) True 
 B)False

Question 10

Explain the concepts of criterion relevance, criterion contamination, criterion deficiency, and criterion usefulness.

Accepted Answer

Criterion relevance refers to the extent

Question 11

Performance appraisals assess worker performance

Accepted Answer

A)  in terms of productivity. 
B)  in comparison to certain predetermined standards. 
C)  in terms of worker attitude and commitment. 
D)  All of the above 
A)  in terms of productivity. 
B)  in comparison to certain predetermined standards. 
C)  in terms of worker attitude and commitment. 
D)  All of the above

Question 12

If high levels of performance are attributed to a worker's effort, he/she would receive

Accepted Answer

A)  a better performance appraisal than a worker whose performance is attributed to talent. 
B)  a worse performance appraisal than a worker whose performance is attributed to talent. 
C)  the same performance appraisal as a worker whose performance is attributed to talent. 
D)  performance appraisals are not influenced by worker effort. 
A)  a better performance appraisal than a worker whose performance is attributed to talent. 
B)  a worse performance appraisal than a worker whose performance is attributed to talent. 
C)  the same performance appraisal as a worker whose performance is attributed to talent. 
D)  performance appraisals are not influenced by worker effort.

Question 13

The degree to which a criterion falls short of measuring 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 14

Peer ratings of performance appraisal are

Accepted Answer

A)  rarely used because they are inaccurate. 
B)  frequently used because they are very accurate. 
C)  potential sources of conflict between coworkers. 
D)  accurate, although they are often discrepant from supervisor performance appraisals. 
A)  rarely used because they are inaccurate. 
B)  frequently used because they are very accurate. 
C)  potential sources of conflict between coworkers. 
D)  accurate, although they are often discrepant from supervisor performance appraisals.

Question 15

Performance appraisals cannot legally be used to evaluate the effectiveness of training programs.

Accepted Answer

A) True 
 B)False

Question 16

For the organization, performance appraisals serve as

Accepted Answer

A)  assessments of productivity of individuals and work units. 
B)  sources of validation for employee selection and placement methods. 
C)  sources of information for employee needs. 
D)  All of the above 
A)  assessments of productivity of individuals and work units. 
B)  sources of validation for employee selection and placement methods. 
C)  sources of information for employee needs. 
D)  All of the above

The extent to which the means of appraising performance is pertinent to job success refers to

Self-appraisals of performance are usually used in conjunction with supervisor appraisals.

Comparative methods of performance appraisal include the ranking technique, the paired-comparison technique, and the forced-choice scale.

An example of a soft performance criterion is

Explain the importance of accurate performance appraisals to organizations in making employee decisions.

Comparative methods of performance appraisal are simple to use but may sometimes yield misleading results.

In non-U.S. cultures, there may be difficulties associated with using individual performance appraisals because

Comparative methods of appraising the performance of a nurse would include

There is generally good agreement between performance ratings made by peers and those made by supervisors.

Explain the concepts of criterion relevance, criterion contamination, criterion deficiency, and criterion usefulness.

Performance appraisals assess worker performance

If high levels of performance are attributed to a worker's effort, he/she would receive

The degree to which a criterion falls short of measuring job performance refers to

Peer ratings of performance appraisal are

Performance appraisals cannot legally be used to evaluate the effectiveness of training programs.

For the organization, performance appraisals serve as

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

The extent to which the means of appraising performance is pertinent to job success refers to

Self-appraisals of performance are usually used in conjunction with supervisor appraisals.

Comparative methods of performance appraisal include the ranking technique, the paired-comparison technique, and the forced-choice scale.

An example of a soft performance criterion is

Explain the importance of accurate performance appraisals to organizations in making employee decisions.

Comparative methods of performance appraisal are simple to use but may sometimes yield misleading results.

In non-U.S. cultures, there may be difficulties associated with using individual performance appraisals because

Comparative methods of appraising the performance of a nurse would include

There is generally good agreement between performance ratings made by peers and those made by supervisors.

Explain the concepts of criterion relevance, criterion contamination, criterion deficiency, and criterion usefulness.

Performance appraisals assess worker performance

If high levels of performance are attributed to a worker's effort, he/she would receive

The degree to which a criterion falls short of measuring job performance refers to

Peer ratings of performance appraisal are

Performance appraisals cannot legally be used to evaluate the effectiveness of training programs.

For the organization, performance appraisals serve as

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