Question 1

Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.

Accepted Answer

A) True 
 B)False

Question 2

Managers following a performance management approach to appraisals will usually meet with employees on a basis.

Accepted Answer

A) bi-monthly 
B) monthly 
C) yearly 
D) bi-annual 
E) weekly

Question 3

The most popular technique for appraising performance is the method.

Accepted Answer

A) constant sum rating scale 
B) graphic rating scale 
C) MBO 
D) Likert 
E) alternation ranking

Question 4

BARS is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

Accepted Answer

A) True 
 B)False

Question 5

The M in the acronym for SMART goals stands for .

Accepted Answer

A) merit 
B) moderate 
C) measurable 
D) meaningful 
E) mid-range

Question 6

Which big five personality trait is associated with performance appraisal ratings that are too strict?

Accepted Answer

A) extraversion 
B) conscientiousness 
C) neuroticism 
D) agreeableness 
E) openness

Question 7

The alternation ranking method is the simplest and most popular technique for appraising performance.

Accepted Answer

A) True 
 B)False

Question 8

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called .

Accepted Answer

A) strategic organizational development 
B) human resource management 
C) strategic management 
D) performance appraisal 
E) performance management

Question 9

Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal?

Accepted Answer

A) peers 
B) top management 
C) customers 
D) rating committees 
E) immediate supervisor

Question 10

While formal written warnings are provided too late to salvage an employee's performance and position at the company, they are useful in court proceedings.

Accepted Answer

A) True 
 B)False

Question 11

You are conducting an appraisal interview with an employee who is satisfactory, but not promotable. Which incentive listed below would likely be the least effective for maintaining satisfactory performance in this situation?

Accepted Answer

A) additional authority 
B) additional professional development 
C) compliments 
D) time off 
E) small bonus

Question 12

The method of performance appraisal involves listing all the subordinates to be rated, crossing out the names of any not known well enough to rank, indicating the employee who is the highest on each characteristic being measured and who is the lowest, and then alternating between the next highest and lowest until all employees have been ranked.

Accepted Answer

A) constant sum rating scale 
B) MBO 
C) alternation ranking 
D) Likert 
E) graphic rating scale

Question 13

Which step in developing a behaviorally anchored rating scale involves clustering definitions and critical incidents, reassigning each incident to the cluster where it fits best and then determining the level of agreement among the group as to the allocation of incidents?

Accepted Answer

A) first 
B) second 
C) third 
D) fourth 
E) fifth

Question 14

360-degree feedback is generally used for development purposes, rather than for pay increases.

Accepted Answer

A) True 
 B)False

Question 15

Electronic performance monitoring (EPM)allows supervisors to electronically monitor the amount of computerized data an employee is process each day.

Accepted Answer

A) True 
 B)False

Question 16

is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

Accepted Answer

A) Central tendency 
B) Halo effect 
C) Stereotyping 
D) Bias 
E) Impression management

Question 17

Peer appraisals have been shown to result in a(n).

Accepted Answer

A) tendency to inaccurately predict who would be promoted 
B) reduction of group cohesion 
C) lower task motivation 
D) decrease in satisfaction with the group 
E) reduction of social loafing in the team

Question 18

The component of an effective performance management process that communicates the organization's higher level goals throughout the organization and then translates these goals into departmental goals is called .

Accepted Answer

A) coaching and support 
B) developmental goal setting 
C) direction sharing 
D) role clarification 
E) goal alignment

Question 19

What usually occurs when employees rate themselves in a performance appraisal?

Accepted Answer

A) ratings are about the same as when determined by peers 
B) logrolling could occur 
C) interrater reliability is higher 
D) ratings are higher than when rated by supervisors or peers 
E) appraisals are subject to halo effects

Question 20

Explain what the SMART acronym tells us about goal setting.

Accepted Answer

The answer of Explain what the SMART acronym tells us...

Exam 9: Performance Management and Appraisal

Supervisors should provide employees with feedback, development, and incentives necessary to help employees eliminate performance deficiencies or to continue to perform well.

Managers following a performance management approach to appraisals will usually meet with employees on a basis.

The most popular technique for appraising performance is the method.

BARS is a rating approach that involves keeping a record of uncommonly good or undesirable examples of an employee's work-related behavior and reviewing it with the employee at predetermined times.

The M in the acronym for SMART goals stands for .

Which big five personality trait is associated with performance appraisal ratings that are too strict?

The alternation ranking method is the simplest and most popular technique for appraising performance.

When goal setting, performance appraisal, and development are consolidated into a single, common system designed to ensure that employee performance supports a company's strategy, it is called .

Who is in the best position to observe and evaluate an employee's performance for the purposes of a performance appraisal?

While formal written warnings are provided too late to salvage an employee's performance and position at the company, they are useful in court proceedings.

You are conducting an appraisal interview with an employee who is satisfactory, but not promotable. Which incentive listed below would likely be the least effective for maintaining satisfactory performance in this situation?

Which step in developing a behaviorally anchored rating scale involves clustering definitions and critical incidents, reassigning each incident to the cluster where it fits best and then determining the level of agreement among the group as to the allocation of incidents?

360-degree feedback is generally used for development purposes, rather than for pay increases.

Electronic performance monitoring (EPM)allows supervisors to electronically monitor the amount of computerized data an employee is process each day.

is defined as the influence of a rater's general impression on ratings of specific ratee qualities.

Peer appraisals have been shown to result in a(n) .

The component of an effective performance management process that communicates the organization's higher level goals throughout the organization and then translates these goals into departmental goals is called .

What usually occurs when employees rate themselves in a performance appraisal?

Explain what the SMART acronym tells us about goal setting.